CASE STUDY Team Fun

Q1: Which functional HR process can be identified in Tonys area? Ans: We know HR consists of four basic functions. These are staffing, training and development, motivation and maintenance function. In Tonys area we can find motivation function of HRM. Motivation is one of the most important aspects in HRM process. Human behavior is complex and tried to figure out what motivates various employees. In this case we see Tony is busy with paper work for insurance and retirement of employees. He also arranged picnic by the LAGOON for people to talk about the work condition and issues. He wants to know about working condition, various problem and issues from the employees. He tried to motivate employees. We know performance of every employee depend on ability and willingness to do the job. If we can motivate employees properly we can get more work from them and it increase productivity. In this case we saw Tony as compensation and benefit manager. Compensation and benefit always motivate employees. He understands that a link should be established between compensation and performance so that he can get better performance from the employees. Though insurance, retirement, picnics are external motivator apart from the nature of the work, they also play an important role tom motivate employees.

Q2: Identify the environmental influences important to TEAM FUN! Ans: Environment of every organization plays an important role in determining the behavior of employees toward organization. Every organization has its own environment created by its employees and evolved across time. Success or failure of any organization highly depends on its environment. In this case we see a friendly environment exists among the employees of the organization. At the start of the case we saw that they are watching a CROSSKATES video about cross-country roller skates in the LOUGN since it is a medium-sized company that manufactures and sells sporting goods and equipment. We saw some friendly conversation among the employees. They

arranged picnics. Through picnics they exchanged their opinion about the working condition of the organization and they discuss various issues. They want to talk about various problems they have faced. By discussing their problem they want to establish a good communication among the employees. Healthy and favorable environment have a deep impact over the employees. So organization must ensure a safe and healthy environment. Employees may have various kinds of problem in their personal life or in the organization. Such a friendly environment deals with stressful life situation. Good relation and communication among the employees kept them well informed. So environmental influences is very important to TEAM FUN!

Q3: How do its HR functional area line up with the overall HR process? Ans: We know HR consists of four basic functions. These are staffing, training and development, motivation and maintenance function and all are equally important to every organization. In this case we found motivation function of HRM. Motivation is one of the most important aspects in HRM process. All functions of HR are related and depend on each other. First function of HR is stuffing function. It means activities of HRM concerned with seeking and hiring qualifies employees. If any organization failed to hire qualified employees, they did not get good performance. To perform every job successfully employees need specific knowledge, skills and ability. HRM identifies the essential job qualification through job analysis. After advertising a job application have come in. Analyzing applications HRM select best possible candidate person for the job. Second function is train and develops employees. After hiring employees they need to adopt their new surroundings. Employee training is designed to assists employees in acquiring better skills for their current job. There are four phases of employee training and development. These are employee training, employee development, career development and organization development. Through these employees able to perform their current job successfully. If that is attained HRM turns its attention to finding ways to motivating employees. First design the job carefully. If job is poorly designed employee will perform below their capabilities. The next step in motivation process is to understand the implication of motivational theories and apply them carefully. In this case we find insurance and retirement plan used to motivate employees. The last phase of HRM process is maintenance function. It refers activities in HRM concerned with maintaining employees commitment and loyalty to the

organization. HRM must ensure a safety and healthy working environment. HRM must also realize that any problem an employee faces in his personal life will ultimately be brought into the work place. Employee assistant program help individuals deals with stressful life situation. HRM must operate appropriate communication program in the organization to keep them well informed. From the above discussion we see that all functions of HRM are related to each other. If any organization wants success they need to perform all HRM function properly.

Q4: Which motivation theorists have tony applied to TEAM FUN!? Ans: Motivating employees is one of the most important tasks of every organization. Some motivational theories are well known to most practicing managers. Tony applied some motivational theories to TEAMFUN!. Abraham Maslow introduces five needs rank in a hierarchical order from lowest to highest: physiological, safety and security, belonging, esteem and self-actualization. In this case we see Tony is busy with paper work for insurance and retirement of employees. According to Abraham Maslow insurance and retirement plan of employees are economic security need. Tony also arranged picnics which fall into the belonging need. So Tony applied theory of Abraham Maslow. Frederick Herzberg in the 1950s develops a two factor model of motivation. These are maintenance and motivational factors. Here insurance, retirement plan and vacation are external motivators that occur apart from the nature of the work. External motivators provide no direct satisfaction at the time the work is performed but these are able to motivate employees. So Tony also applied here Herzbergs motivational theory.

Q5: Does Tony need to do anything else to set up a strategic HR function? Ans: Strategic HR function has been defined as The linking of human resource management with strategic goals and objectives in order of improve business performance and develop organizational cultures that faster innovation and flexibility. Organizations employees can assists in gaining organizational goal and maintaining a competitive advantage. HRM require policies and practices to support business strategy. HRM must also serve the organization by determining lowest-cost strategies. It looks for ways to reduce personnel cost and find more effective means of offering employee amenities. In this case we saw Tony is busy with paper work for insurance and retirement plan of employees. He also likes employees to work in team. He can do something more as a strategic HR function. Such as, he can set up a performance level for employees according to their position. If any employee can achieve their level get reward. It helps to increase productivity or the organization. He may take attempt to train employees for better performance, skill and knowledge. He can design a communication program that help to increase employee loyalty and commitment to organization. Employees can exchange their opinion to each other and also with the top management. Finally, Tony must be sure that as he develops these policies and practices, he aligns them with the strategic goals of the business. People can do many things to make the business better but it must mesh with the core processes of the business. The HRM department needs to be a full partner in maintaining an competitive advantage in the industry.