ACLC – Mandaue Branch
Bachelor of Science in Business Administration
“Case Study Analysis of Xerox Focuses on HR”
Name
: Ronnel A. Lachica
Class Schedule : Tuesday-Friday(7:30-9:00pm)
Subject
: Strategic HRM
I. FACT OF THE CASE
Xerox is a widely known firm worldwide, but it has been through numerous crises in the
past decade. In fact, at one point several years ago, there were questions about Xerox
surviving as a firm. But no longer. Under the leadership of Anne Mulcahy as CEO, Xerox
has rebounded. Numerous strategic business and financial decisions had to be made,
including reducing the workforce by 30,000. But Mulcahy also stressed that HR had to
become a more strategic contributor. One of the actions taken was to consolidate a
number of HR functions from different business units into a corporate HR Service Center.
This center performs many administrative transactions, and has added Internet-based
systems to make HR services more accessible to managers and employees. To track
employees’ views on the company and HR, employee surveys on the company intranet
have been used for several years. Areas at which lower scores were recorded have
been addressed by HR staff and other managers. The survey results have led to
another primary focus at Xerox: employee retention. With all of the reductions and
organizational restructurings, keeping the remaining employees, especially highpotential ones, has been a continuing emphasis. Xerox has invested significant time
and resources into training and development of its employees, an important retention
factor.
Greater use of e-learning, technology, and leadership development have paid off in
reducing turnover and convincing employees that career opportunities exist at Xerox.
Continuing competitive pressures are presenting new challenges for Xerox and its
HR staff. The strategic importance of HR has been demonstrated in the past, and
looks to be a part of the firm’s future.
II. PROBLEMS OF THE CASE
Questions :
1. Discuss the challenges faced by HR management when significant staff cutbacks
occur and how they should be addressed.
Answer:
At first the company has been through numerous crises in the past decade. They are
surviving for several years ago. Under the leadership of Anne Mulcahy as CEO, she finds
way of making strategic business and financial decisionsn that in the company. They take
the risk to save the crises in order to survive. Reducing of workforce through added
Internet-based system to make HR services more accessible to managers and
employees. The HR function will lessen and easier to manage in handling the company.
The HR and organization can benefit the technology for the growing of the company.
2. Use of technology, employee retention, and HR development have been at the
core of HR becoming more strategic at Xerox. Why have those areas been so key?
Answer:
The said areas are effective and efficient in work function of HR. It is very helpful for
tracking employees profile and other related function of HR work. It can work faster by
the use of technology. The reductions and organizational restructuring, keeping the
remaining employees, especially high-potential ones, has been a continuing emphasis.
Use of e-learning, technology and leadership development have paid off in reducing turn
over and convincing employees that career opportunities exist.
III. RECOMMENDATION
This firm are upgrading technology in order to compete with other organization. It is
accessible in any aspects of HR functions. The organization must implement the usage
of the internet or computer to give them limitation to avoid any problems that might be
occur.
IV. CONCLUSION
Technology is advancement for making work balance and easy. It is a tool that helps the
user to research and other related to the technology. This will be the right hand of every
person that can give knowledge and idea. Technology has a good and bad effect that
people must know. Be careful in use it might be affect your health and credibility. It is
important in company for the business transaction. The process of transaction more faster
than before w/ the help of technology.
ACLC – Mandaue Branch
Bachelor of Science in Business Administration
“Case Study Analysis of Diversity and Discrimination in the Restaurant Industry “
Name
: Ronnel A. Lachica
Class Schedule : Tuesday-Friday(6:00-7:00pm)
Subject
: International issues in HRM
I. FACT OF THE CASE
The experiences of different restaurant industry firms illustrate how employment
issues can affect organizations. Several examples are described next. McDonald’s
Corporation has placed significant emphasis on ensuring that all employees are
treated appropriately. The firm has a large number of racial/ethnic minority managers
and employees.
So that all individuals involved in hiring handle the employment processes legally
and effectively, McDonald’s does the same training for everyone. This training is done
for managers at stores, regional offices, and corporate headquarters. Also, at the
firm’s “Hamburger University,” additional seminars on diversity are conducted as part
of its broad training curriculum.
A different focus is occurring at Starbucks Corporation. As it expands its number of stores
and adds more employees, a specific effort is being made to recruit individuals with
disabilities. To aid customers and employees with disabilities, Starbucks has been
redesigning service counters and facilities to make them more usable for those with
disabilities. Special recruiting efforts have resulted in the growth of employees with
cerebral palsy, hearing deficiencies, and those with physical limitations. Contrast
these efforts with lawsuits filed against other restaurants for illegal discrimination.
Cracker Barrel restaurants in Illinois had to pay $2 million to settle EEOC charges
for race and sexual harassment against 51 employees. African American employees
were insulted through racially specific wording, and women were subjected to offensive
sexual comments and conduct. Note that Cracker Barrel has more than 500 stores in 40
states, but these charges only applied to three restaurants.
Denny’s Restaurants have also been sued for disability bias against workers nationwide.
The EEOC lawsuit charged that Denny’s did not make reasonable accommodation for
employees
with
different disabilities. That lawsuit is still under review and being
challenged by Denny’s.
Note that a decade ago Denny’s was subjected to racial bias legal claims. As a result,
Denny’s responded by aggressively hiring minorities and proactively addressing diversity
problems, which led it to receive a national award as a minority friendly firm. These
varied examples in just one industry illustrate how employment discrimination and
diversity continue to be HR challenges for employers. This is especially true given
the widely varying workforces, numerous different managers, and many different
locations.
II. PROBLEMS OF THE CASE
Questions
1. Discuss why the various diversity efforts of McDonald’s and Starbucks are good
business practices.
Answer: McDonald’s Corporation are practice to employed racial/ethnic groups and have
to training for everyone. They do seminars of diversity on how to overcome or handle this
are conducted as part of its broad training curriculum. The firm treat fairly to their
employees according to their capabilities in field of work.
On the other hand, Starbucks are very good example for accepting or recruiting the
individual with disabilities. To aid customers and employees with disabilities. They
redesigning service counters and facilities to make them more usable for those with
disabilities. It makes accessible for the employees like them as well as customers. They
give importance for those who have disabilities, because they are more skillful, creative
and talented to make work easier.
The two firms are very good practice in acquiring employees/people by giving
opportunities and chance to prove that all people are equal despite of differences and
disabilities.
2. Describe what HR efforts are needed by employers such as Cracker Barrel and
Denny’s to reduce discrimination charges and complaints when they occur in individual
locations.
Answer: As an HR discrimination are one of the common problem but hard to find solution.
In this case, Cracker Barrel and Denny’s. It needs to evaluate the cases how it come up
and understand the situation. They need to conduct orientation and training for the
employees and how to accept or adopt different kind of people in the workplace.
Since the two firms are servicing people it need to them have a customer sevice relation
seminar on how to blend other people without any discrimination. The firm must guide
them the etiquette of manners on how to deal with it.
III. RECOMMENDATION
Base on my interpretation the four company has different situation but they are related to
each other. The McDonald’s and Starbucks I encourage to continue doing in helping
people specially person with disability and for treating fair in differences. The Cracker
Barrel and Denny’s are need to be specific and measurable in every decision. Don’t waste
time for employee needs attention to lift up form diversity. Focus on the capabilities of the
employees where they excel in the work in order to manage and control the diversity
challenges.
IV. CONCLUSION
I encourage all organization that don’t judge the physical or outer abilities rather the inner
abilities. I believe that the image of the company is the reflection of the employee
behavior. Changes start with the employers and will follow the employees. There is no
perfect organization but there is a healthy or abundant organization.