WHY DOESN’T THIS HR DEPARTMENT GET ANY RESPECT? ANALYSIS PRESENTATION Team H Andrew Compton Justin Holden Natalie Stovicek Chao-Ching (Jimmy) Lien Paul Wroten Questions • What do YOU think about the case? • Can you relate to it? • Who has issues or stories about their HR Department • Have you gotten a bad check? • Have you filed a complaint that was ignored? Short Clip Bad HR Summary of Loft • Luke Robinson is recruited by new CEO to solve several company issues. • HR’s purpose was administrative under CEO, Washington • When Washington left, the company suddenly lost the talent of attracting and retaining talented employees. • Luke Robinson, an experienced top HR consultant, is recruited by new CEO, Bernie Shargall, to solve the issues. • He takes the position as career challenge, however, he is running into trouble. Summary of Incidents at Loft Robinson’s Attempts • Company had never before • Spent time with executives, • • • • • paid much attention to HR Lost 4 key employees in under two years Conflicting opinions of Loft Executives don’t pay attention to Robinson’s plans to fix things Payroll mishap Mishandling of discrimination investigation • • • • managers, brokers, administrative staff, HR staff, and external contacts HR Ambassador program Regular Meetings with business-unit heads Replaced ineffective HR staff Plan to educate employees about role of HR Character Analysis • List of Characters • 1. Luke Robinson (Managing Partner of HR) • 2. Philip Washington (Former CEO) • 3. Bernie Shargall (Current CEO) + Executive Committee Luke Robinson, Managing Partner of HR Philip Washington, Former CEO Bernie Shargall, CEO & Executive Committee Problems 1. Hierarchical Structure 2. Lack of Leadership 3. Recruitment and Retention 4. Improving employee morale and commitment 5. Routine Administrative Problems Problem 1 - Hierarchical Structure • Centralized on Top Management • Little support from employees • Focused on consulting, thinking and planning, rather than doing Solutions • Decentralize! • Distribute work/Give lower employees more power • Wide range of skill sets needed • Implement practices to enhance employee skill sets Pros & Cons • Pros: • Decentralizing will take pressure off Robinson • Distributing work will give employees more responsibility • Emphasis of team work • Greater support from employees • Robinson may form better relationship with line managers and employees • Create a self-managing workforce • Convince Shargall and executives of importance of HR Department • Cons • Long-term commitment • Needed commitment from both Robinson and Executive committee Problem 2 - Lack of Leadership • Robinson & Shargall lack leadership that Washington possessed • Shargall from outside firm • Robinson’s lack of leadership and initiative • HR Ambassador Program is not effective Solutions • Create leadership model • Specify goals and expected contributions from executives and managers • Create a democratic leadership style • Collaboration & Information Sharing • Create an open and honest work force within the organization • Information Sharing • Involve employees and managers Pros & Cons • Pros: • Leadership model increases executive and manager motivation • Leadership model supplies a starting point • Information sharing emphasizes trust, transparency, and collaboration • Cons: • Employees could leak information if it is shared with them Problem 3 - Recruiting and Retention • Recruiting • Loss of attractiveness to talent candidates • No well-defined regulation on recruiting • Retention • Loss of two senior managers • Current employees do not think Loft is a better place to work anymore. • Employees do not trust HR Solutions • Outsource recruiting function (short-term) • Focus on long-term goals first • Robinson’s profession • Pick-up later • Retention: • Conducting series of survey. • Outsource the retention paperwork with detail requirement Pros & Cons • Pro’s • Achieve the career • • • • transaction of Robinson Put more focus on strategic goal More professional emphasis on attracting talent Gain efficiency on simplify HR roles to achieve flexibility Hold back two functions • Con’s • Selection of strategic partner • Strategy, position, personnel, • • • • not clear defined Less control in process New employees not familiar with Loft’s culture Increasing on employees’ transaction cost (Increasing turnover) Problem 4 - Improving employee morale and commitment • Employees are not familiar with the HR people • Employees can’t see the future of the company • The rumors by two left senior manager Solutions • Career development (RBV) • Training / presentation • Weekly conference • Memo form • Talent management program • Behavior perspective & cybernetic system in theory • Focusing on idea sharing • Information & technical support in the work • Encourage self motivation Pros & Cons Pro’s • Motivate employees Con’s • Time consuming • Attention transferring • Insufficient investment • Giving the future • Growth with Loft Problem 5 - Routine Administrative Problems • Mishandled discrimination charge • Year-end executive bonus check error • Problems occurred before Robinson was hired Solutions • Outsource routine administrative work to 3rd party • Common outsourced functions: • Payroll • 401k plans • Health and welfare benefits • Background checking • Defined benefit plans Pros Cons • Reduces time • Paying extra money for • Reduces resources functions HR can handle • Hard time convincing Shargall spent • Concentrate on strategic activities • HR not blamed if problem Conclusion • Hierarchical structure • Decentralize • Empower employees • Range of skill sets • Implement practices • Lack of leadership • Create leadership model • Democratic leadership • Information sharing Conclusion • Recruiting and retention • Recruitment: Outsourcing recruitment for the short term • Retention: Conducting surveys • Improving employee morale and commitment • Career development • Talent management program • Routine administrative problems • Outsource routine administrative work Questions?