Reference no: EM133289116
Assignment:
To identify emerging issues in human resources management [HRM] and apply comprehension of course material in resolving matters presented in the case. Students will demonstrate knowledge of behavioural and organizational consequences of specific HRM strategies, policies, and practices.
Provide examples (fictional), consequences to organization, potential legal consequences and/or the advantage of following HR principles.
Management Trainees
It's that time of year again at Vandelay Industries! Each year, Dinesh Mano, recruitment officer at the head office of the retail chain, visits colleges and universities across Canada to recruit graduates for sales, marketing, human resources, and purchasing management-trainee positions for its 26 locations.
In order to predict the number of management trainees required, HR planning is done each year based on the budget and sales forecast. The previous year's plan is also reviewed. There has been virtually no change in the HR plan over the past 10 years.
Julia Martinez, Vice-President of Human Resources, is feeling rather concerned about what happened last year and is wondering how to prevent it from happening again.
Based on the HR plan, 50 new management trainees were hired. Unfortunately, six months after they started, the company experienced a drastic drop in sales due to a downturn in the economy, combined with increased foreign competition. Half of the recently hired management trainees had to be laid off.
Dinesh started at Vandelay as a management trainee when he had completed the Human Resources Management program at Centennial College. He has just returned from an on-campus recruitment campaign, which happened to be at his alma mater and reported that his experience was not as pleasant as usual. One of the candidates that he interviewed knew someone who had been hired and laid off last year. She indicated she was rather worried about considering a position with Vandelay in light of that fact, despite the company's excellent reputation for promotion from within and overall stability. (Vandelay, which currently employs more than 8000 people in its head office and retail stores, has been in business for more than 70 years.)
Dinesh has just finished telling Julia how embarrassed he was by this candidate's probing questions about job security and how uncomfortable he felt. He ended up simply reassuring the candidate that such a situation could never happen again. Julia is now wondering how to make Dinesh's reassurance a reality.
Questions:
1. What are the consequences of poor HR planning?
2. What problems do you see with Vandelay's current HR planning process?
3. What should Julia and Dinesh do to more accurately forecast the demand for management trainees for the coming year before any more on-campus recruiting?
4. Which method of HR demand forecast would be most effective? Explain your answer.
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