Humantalents International

Human Resource Development(H RD)

Case study

Abstract The objective of this case is to present the importance of human resource development in the economic growth of a society. To address this issue, a case study is presented to be analyzed. The problem solving criteria need to be explained in the context of human resource development. Introduction

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Despite its key role within economic development, human resources remain a fundamental challenge for most countries. It is widely accepted that human resource development is an important factor in economic growth and for influencing changes in economic structures. Material standards of living, the character of social and cultural life and the wellbeing of societies are being widely reorganized to be associated closely with human resource development. Manpower development is the cornerstone of the development process. Quality of the human resources is the most important indicator of the level of development and should receive the corresponding attention. Therefore, human resource development can be argued to be a more realistic, reliable and pervasive indicator of development than any other single factor since it is invariably a necessary condition for growth of any forms.

Case study
Mala was a careful, hard-working employee in a private company. She has been serving as a book keeper or more than seven years before problems developed with her performance. Many employees begin as clerks and progressively move up to lead book keeper. As such, Mala was responsible for a large, active petty cash fund and was working with dedication and utmost responsibility. During a spot check by the internal audit of the company, her immediate supervisor noticed pencil
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erasures on expense reports and assumed that employees had been directed by memo to record their expenses in ink. Malas immediate supervisor called Mala and confronted her. When the supervisor called Mala, other employees became aware of the fact that some unpleasant incident has taken place. The situation in the department became very hostile as Mala walked to the office of the supervisor. Mala confessed to temporarily borrowing some money from the petty cash fund. She explained that her child had been in and out of the hospital for a few months, and she had exhausted the family resources. She explained that she had to pawn her jewelry to perform some expensive medical tests. Mala admitted that she used the petty cash money to pay the bills of the last medical test of her child. Mala further said that she has never done anything of this sort before and that this was the first time she borrowed money intending on returning the money immediately. Mala apologized and pleaded with her immediate supervisor stating that this incident is one of the most extraordinary situations she has experienced in all her life. The immediate supervisor told Mala that he would consult the companys HR manager and let her know of the decision. When the immediate supervisor consulted the company HR manager, he said that while he did not want to sidestep his responsibility and planned on making a final decision, he wanted to consult the HR manager first for his opinion on this matter.
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Speaking as a certified HR practitioner, the manager said that he has a clear course of action for this kind of incident. He said any employee who steals should be terminated. The immediate supervisor felt very uncomfortable applying the managers principle to Malas case and was uncertain of what decision to take.

Instructions
1 Read the pages 1- 2 of case document individually. Please do not read the section appearing after the instructions till your teacher directs you to do so 2 Answer the following - What are the possible HRM issues in the above case? -Do you think that there are training needs in this organization? -If so, what are those needs? -Who should be trained and in what? 3 Form sub groups and discuss your findings with the group members

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4 Submit a written report/assignment based on your findings Please do not read the section appearing after the instructions until your teacher directs you to do so

Points to be considered when reviewing this case

1This kind of a situation can be analyzed as a potential conflict where differences in management need to be addressed. 2 Goals of Malas immediate supervisor and that of the company HR manager clash. 3The company HR manager believes it is the responsibility of him to fire anyone who is dishonest. The immediate supervisor questions whether dismissal is fair if clarifying circumstanced exist. Differences in goals or methods between supervisors and employees in different units can cause conflict within the company. 4One problem that arises is that professionals are not very sensitive to the needs and hardships of the people. They are much more sensitive to the needs of the administration. But both believe that there is a great need for trustworthy employees, and the needs of an effective and efficient system for handling
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petty cash. This case raises many questions. Not only the relationship between the immediate supervisor and the employees, but also the relationship between the manager and the immediate supervisor do not appear to be very close. 5 If Mala had a financial crisis, she should have asked for advice from her immediate supervisor. Restricted relationships between employers and employees are causing organizational problems of the company. 6In solving the problem of Mala, it is necessary to take steps to prevent this kind of situations in the future while advising Mala about her actions, granting her some leeway as this has happened for the first time in her long career. 7 Malas case may even bring some conflict management issues due to the disagreement of the decisions of the immediate supervisor and the manager. The executives require an ability to select a deliberate strategy to solve the problems with a combined understanding.

8 However, relationship building, communication and dialogue skills need to be addressed as human resource development criteria giving employees alternative choices in crisis situations.

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9 Human resource development needs to focus extensively on work/life and compensation agreements to create a better working environment for employees. 10 Creating an environment that encourages open, multifaceted communication 11Have managers serving as role model for the characteristics and practices expected of employees.

12These measures need to be explained thoroughly and highlighted in company ethics. 13Companies should value employee development and give priority to training, which will definitely strengthen the employer and employee relationships. 14 This case highlights the fact that human resource development is a process consisting of knowledge, skills and attitudes of all the people in a society. 15 In economic terms, it could be described as the accumulation of human capital and its effective investment in the development of the economy.
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In political terms, human resource development prepares people for adult participation in the political process. 16 From the social and cultural point of view, the development of human resources helps people lead fuller and richer lives boundless by tradition. **The above case proves that commanding, directing, organizing and controlling have become factors of production. Yet dealing with human beings requires a different approach.

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