The Case Study of Cherns-Free-Samples for Students-Myassignment

Question: Discuss about the Case Study of Cherns. Answer: Introduction Management is an important aspect of business, which results in the proper management of the operations. The previous sentence reflects the elongated version of the aspect business process management. The word management is composed of one single independent word manage and a suffix, ment. According to the inner meaning of the word, management, it is a technique used by the managers of a Company or an organization to regulate the performance of the employees (Bryson, James Keep, 2013). Management has serious implications on human resources, that is, the staffs. This assignment peeks into the parameter of human resource management of Cherns. As a matter of specification, the assignment speculates the prospects available before the aspiring Candidates regarding the enhancement of their professional Careers as department managers. Identification of the issue Biasness in the employee promotion is one of the major ConCerns, which has stalled the productivity of Chern. 75% of the department managers have been promoted based on their interview scores and the recommendation of the supervisors. Delving deep into the aspect, giving promotion on the recommendation of the supervisors reflects the lack of rational thinking to the business operations, especially the selection and recruitment process (Chaneta, 2014). This side alliance has deprived the other potential Candidates from the opportunities of exposing their professional skills. Along with this, there has been employee turn overs, which has projected disproportionate number of Candidates, possessing potential skills for bagging the post of department managers. Possible recommendations to the identified issue One of the possible recommendations for the issue can be meetings and conferences between the managers and the employees. As a matter of specification, the managers can organize open forums and discussions. This would act as an opportunity for the employees to voice out their opinions without any hesitation, to the managers. Viewing it from the other perspective, organizing frequent open forums and discussions would strengthen the bondage between the managers and the employees, possessing flexibility for the introduction of lucrative deals, trades and transactions for the betterment (Kurtz William, 2017). As cherns wants recommendations internally, therefore the recommendation of social media would be appropriate, although in a narrow version. As a matter of specification, the managers can put the survey and feedback forms in the social media. However, this would be accessible only for the internal stakeholders and shareholders. The managers can take the assistance of government law officials; however, rationality needs to be applied in this step. The issue of biasness in the promotion process is itself an illegal issue. In addition to this, if Chern managers hire lawyers for investigating the issue, it would scandalize the issue, which would stain the reputation of the company. This step might compel the company to encounter more customer turnovers (Rothwell Kazanas, 2011). Moreover, this would expose the internal matters of the company to the public, adding vulnerability to the market position of the company. Poor career planning visibility necessitates the need for career fairs, lectures and discussions. For this purpose, if career experts from outside sources are hired, the perspectives of the candidates regarding the actual workplace scenario would be broadened. This enhancement and broadening would make the candidates aware of the wrong means adopted by the personnel to recruit the candidate, who is completely a misfit in the workplace scenario. Countering this, if managers organize presentations and lectures regarding the career planning for the employees, it would add a new dimension to the relationship between the employees and the managers. Counter arguing this, if these discussions and lectures are organized after planning lucrative offers for the employees, it would prove beneficial in averting the instances of customer turnovers (Sekaran Bougie, 2016). Prior to the introduction of lucrative offers, the managers need to review the financial condition. The managers need to bear in mind the encountered loss from the turnover of good sales associates. Awareness about the issue would help the company personnel to take relevant steps for resolving the issue. Alliance with the trade union members would help the personnel to make up for the loss due to the switch over of the sales associate. The company personnel need to cater to the needs, demands and requirements of the trade union members. Cherns has encountered a loss in the sales revenue. Under such circumstances, adopting any new measure would seem inappropriate for restoration of normalcy. Instead, the company personnel need to develop strategies for exposing rational approach (Ritchie, Lewis Elam, 2013). Training can be one of the essential elements within the strategies. As a matter of specification, inclusion of various courses in the training materials would prove fruitful in terms of the getting good sales associate, possessing the flexibility to understand the business dynamics of the company workplace. Further, training would enhance the preconceived skills, expertise and knowledge of the employees regarding the process of becoming sales associate and the departmental manager. As a sequential step, taking post training tests would enable the managers to assess the capability of the candidates to make practical application of the learnt skills in the execution of the workplace operations. The score of this test can form one of the determinants for the selection of the right candidate. Returning to the aspect of supervisors recommendation, evaluation can be added into the concept. After the supervisor has produced his decision, the managers along with the interview panel can indulge in meetings to assess the effectiveness and appropriateness of the verdict given by the supervisor (Purohit, 2015). These meetings would broaden the perspectives of the managers, enabling them to undertake the appropriate decision regarding the provision of opportunity to the candidates to initiate their steps on the enhancement of professional career. On the contrary, if the interview is taken after evaluation of the supervisors suggestion, it can also prove fruitful in terms of modifying the recruitment and selection process. Countering this, the evaluation process can also be conducted after the interview of the candidates. No matter whatever, the situation might be, evaluation needs to be one of an essential business process for the company. Consciousness of the personnel is crucial in this context for bringing the major drawbacks to the forefront. Maintenance of consistency in the execution of evaluation would help the personnel to upgrade the standards and quality of the company performance. Organizing group discussions and open forums between the selected candidates would help the managers to assess the mentality of the candidates to react to a given situation. This assessment would be an internal assistance for the managers in terms of assigning projects to the employees according to their capability (Nanda, 2016). However, there might be times, when the employees need to perform tasks, which are out of their expertise. For this, the managers sometimes need to assign challenging and enduring tasks to examine the capability of the employees regarding the performance of the allocated tasks. Taking note of this performance would assist the managers in appraising the performance of the candidates in an appropriate manner. The aspect of performance appraisal would be one of the other recommendations for luring the candidates of the sales associates towards the company. If the candidates find that Cherns appraises the performance of their employees correctly and according to the employment standards, the candidates would gorge onto the vacancy offer (Al_Qudah, Osman Al_Qudah, 2014). This would expand the supply chain network of the company, Chern. However, the company personnel need to abide by the standards of employment legislations for advertising the vacancy. Most importantly, the personnel need to ensure that the advertisements do not hurt the individual sentiments of the candidates and is in alignment with their career needs, demands and requirements. The mentality exposed in advertising the vacancies would reflects the attitude of the personnel towards catering to the needs, demands and requirements of the candidates. Apart from this, if the managers provide adequate motivation and encouragement to the employees regarding the importance of self-evaluation, it would yield positive results. As a matter of specification, this instigation would inculcate within the employees the skills of self-observation (Lussier Hendon, 2014). Effective utilization of these skills would take the employees closer to their targeted goals. Along with this, the self-observational skills would generate an urge within the employees to evaluate their performance frequently. Maintenance of this frequency would bring to the forefront the major drawbacks in their performance. Moreover, it would upgrade the standard and quality of their performance. Countering this, until and unless the recruitment and selection process is modified, Chern managers would not be able to create a positive image in the minds of the employees. Planning would be an effective recommendation in terms of the modifying the process of recruitment and selection. Herein lays the appropriateness of developing strategies. This is because developing strategies would make the personnel aware of the efficient and effective ways of executing the tasks related to recruitment and selection, according to their priority (Renkema, Meijerink Bondarouk, 2016). At the initial stage, the managers need to indulge in meetings regarding analyzing the need for the vacancy. Awareness in this direction would be fruitful for the managers in terms of planning the next course of actions. As a sequential step, the managers need to set the characteristics, which they are looking for in the candidates. The third step can be to advertise the vacancy. If more number of sources are considered would expand the scope and arena of Cherns business. Viewing it from the other perspective, using wide variety of sources would add to the stock of human resources for t he company. Within advertising, compliance with the legislations would help the personnel to recruit the desirable candidates in a legal manner. This compliance would safeguard the personnel from the unwanted, illegal and courtly instances. These legislations are also applicable for the terms and conditions of the deals, trades and transactions (Gatewood, Feild Barrick, 2015). Typical examples in this direction are Data Protection Act (1998), Equality Act (2010) among others. Data Protection Act is needed for protecting the individual sentiments of the candidates, especially those who attend the recruitment and selection process from the foreign countries. Protecting their biodata from falling prey to leakages and cyber crimes would be one of the prime responsibilities of the personnel. Consciousness in this direction would prove effective in terms of ensuring the wellbeing of the employees. Provision of equal treatment to the candidates would be one of the crucial elements for ensuring the wel lbeing of the candidates. Herein lays the appropriateness of the Equality Act (2010). Conclusion This assignment proves successful in terms of suggesting effective recommendations, which would prove effective for Cherns in terms of enhancing the productivity. As a matter of specification, exposing strategic and rational approach towards the execution of the recruitment and selection process would seem effective in terms of reaching to a large number of customers. Along with this, adhering to the employment legislations would help the personnel to create a productive team for satisfying the identified goals and objectives References Al_Qudah, H. 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