Reference no: EM133181977
VOR-TEX, INC. (G) CASE STUDY
Robert Perez, HR Director of Vor-Tex, Inc., stared at the survey feedback results that his Employee Relations Manager, Tom Reyes, had just given him. The results, to put it mildly, were terrible.
Despite the newly installed total rewards program and the wellness campaign that the HR Management Division initiated, the employees still seemed to be unsatisfied, to say the least. Robert took a cursory look at the unburnished comments: (WORDS ARE IN FILIPINI LANGUAGE)
- Yung mga manager namin, puro sigaw, utos, at mura. Parang wala na kaming ginawang tama.
- Palakasan yata dito e. Yung mga malakas sa itaas, laging nabibigyan ng biyaya. Yung iba, nganga.
- We are overloaded. Management refuses to acknowledge this, despite the fact that we are pulling all-nighters in events management.
- We want to attend the training programs offered by the company, but our supervisors don't allow us. Istorbo lang daw sa trabaho.
- Yung kultura dito sa kumpanya masyadong toxic. Maraming madaldal na nagpapalapad lang ng papel.
- Salaries have increased by a trifle. But the workload has doubled. Tama ba iyon?
To top it all, the union has just submitted a list of grievances that they want you to pay attention to.
Things to do:
1. Design an employee engagement/experience program for Vor-Tex Inc.
2. How will you, as HR Director, pitch this to your management committee?
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Explain the concept of collective bargaining
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What does hr research mean to you
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Design an employee engagement
: Robert Perez, HR Director of Vor-Tex, Inc., stared at the survey feedback results that his Employee Relations Manager, Tom Reyes, had just given him
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