(03-398202-043) Omer Iqbal

Project Human Resource & Communication Management (MSPM-I-B)

Assignment # 03

Topic: Case Study: A Case of Failed Human Resource management Planning

Question # 01 - Describe the issues discussed in this case?

A consultation firm, sized medium, earns a large project hence need an increase in its

headcount. Which necessitate hiring of a new HR Manager to execute PHRM

processes and lead team through leadership capabilities to confront the challenges to

be faced during augmentation. Hence an HR Manager is hired from a bigger

organization, to deliver in the role and manage the team. Hence, the firm establish key

performance indicators included managing ramp-up within the time frame, minimizing

attrition, managing organizational development initiatives, contributing to the existing

processes and leading the HR team to better efficiencies. The delivery began with prime

concern on hiring, followed by initiating new organizational development program. The

hiring programs began and the initiatives functioned well showing results.  Suddenly,

the situation and project hit the rock. And multiple problems led the road block which are

as follows:

1 .Temporary position terms 2. Inefficient compensation polices 3. Inconsistency in

execution of HRM Processes

Question # 02 - Who do you think was responsible for this HRM fiasco? Was the

firing of the HR manager justified?

The HR manager was held responsible for the fiasco as the project manager must have

solid management skills for effective project management and the recommendations on

compensation polices provided by the HR manager lack enticement for the new hire

which leads to staff attrition. And furthermore, lack of proper management skills like risk

mitigation and employee retention policies knowledge justified the HR manager firing.
 (03-398202-043) Omer Iqbal
Project Human Resource & Communication Management (MSPM-I-B)
Assignment # 03

Question # 03 - What would you have done better if you were the HR manager in

this case?

If I were a HR manager I would try to focus on managing challenges within the

organization current financial scenario by utilizing the existing human resource in an

explicit manner rather than new initiations and expansions of human resources by

bridging the skill gap and manage staff attrition by forecasting and provide planning for

continuous training programs to help to maintain talent pool to mitigate such issues in

future and even if I have to hire new staff I must once go through the current market

compensations policies and devise such policies which not only help in staff retention

but also helps in gaining their confidence to work as a team.

Question # 04 - What lessons did you learn from this case?

The lessons I learnt is that whether the company was in the small to medium segment,

the existing knowledge of employees in the team had to be transformed from tacit into

explicit in order to bridge the skill-gap and manage sudden attrition of the team

members. Consequently HR Manager should equipped with the essential management

skills which make him able to cope with such situations and provide multiple solutions.

The time duration to measure performance of HR manager should have been based on

the number of risks mitigated and disasters avoided. Sometimes the situation is only a

problem because it is looked at in a certain way. Looked at in another way, the right

course of action may be so obvious that the problem no longer exists.

References:

Harjit Sing (2015). Mastering Project Human Resource Management (pp. 60-61). Upper

Saddle River, New Jersey 07458