ASSIGNMENT 02

BBAH 21023 Managing Human Resources

Group name: - Global HR
2021/ BAD /408 B10665 W.D.U.L DHANANJAYA
2021/ BAD /363 B11031 CHAMOD
2021/ BAD /320 B10998 I BANDARA
2021/ BAD /353 B11021 HASITHA DILSHAN
2021/ BAD /285 B10953 PASINDU BAWANTHA
2020/ BAD /103 BAD20103 H.A MADUSHANKA
2021/ BAD /382 B10608 K.M.K.D SATHSARA
2021/BAD/351 B11019 PUBUDU

2021/BAD/408

2021/BAD/285
2021/BAD/363 2021/BAD/353

2021/BAD382
2020/BAD103
INTRODUCTION: -

The case study focuses on an issue with improper utilization of human resources by a firm. Milt
Konrath, an assistant manager of an auto repair company in Boomtown, Colorado, is in charge of
finding new employees and filling available jobs due to a problem with staff retention. Since the
company's wages are below market rates, employees go in quest of better-paying work in the
burgeoning coal mines and exploration firms. The company's approach of maintaining consistent
salary rates across all of its sites exacerbates this issue. Finding replacements quickly is
challenging due to Boomtown's 3% unemployment rate. If Milt wants to find a solution, he will
need to find strategies to attract and retain people in a highly competitive labor market.

1.This case illustrates the lack of HR planning in several ways:

a) Failure to anticipate the dynamics of the labor market: Boomtown's rapid expansion,
fueled by the discovery of oil and gas and the development of the coal field, has led to a
significant shortage of skilled workers in those fields. The retail chain's management did
not anticipate this demand and as a result, neither its retention nor recruitment strategies
were changed.

b) Low pay: The mechanic, grease monkey, and tire changer/clean-up earnings at the retail
shop chain are lower than what employees would earn in coal mines or at exploration
firms. This demonstrates a lack of understanding regarding the competition on the labor
market and the need of offering competitive salary packages to entice and retain talent.

c) Issues with employee replacement: The recent departures of the final mechanic and other
service department workers demonstrate the difficulty the business has in locating
replacements. Due to the store's low pay rates, it is difficult to find qualified candidates,
which results in a personnel shortage and a decline in service operations.

2. Several approaches could be used to recruit mechanics in this situation:

a) Competitive salaries and benefits: In order to recruit skilled mechanics, the retail store chain
may consider increasing its pay rates to make it more competitive with what employees can
make in coal mines or with exploration businesses. If the job offers tempting benefits like health
insurance, retirement plans, and opportunities for professional advancement, the employment
may also be more appealing.

b) Targeted advertising and outreach: The company should advertise job opportunities through a
range of media, such as local newspapers, online job boards, and industry-specific websites.
They might also get in touch with nearby trade schools, vocational programs, and professional
groups to network with potential customers.
 c) Milt can assist in disseminating information about the employment vacancies by making use of
his personal and professional networks. Referral programs may entice existing workers to propose
potential candidates by providing incentives for making successful hires.

d) Collaborating with local training facilities: Milt can form partnerships with local technical or
trade institutions that provide courses in auto repair. This collaboration may provide students with
possibilities for work when they complete their education through sponsorship, internship, or
apprenticeship programs.

e) Providing opportunities for training and development: The shop may provide training programs or
tuition reimbursement to help employees advance their skills and knowledge. This can attract
persons looking for chances for long-term development and career progress.

f) By placing a strong focus on cooperation, recognition, and work-life balance, improving the
workplace may help attract and retain good mechanics. Employee satisfaction surveys may be
utilized to identify growth opportunities and introduce adjustments as needed.

The retail store chain may improve recruitment efforts and get beyond obstacles to filling open
jobs in the service department by putting these strategies into practice.

Conclusion:
The case study outlines the HR challenges the chain of retailers in Boomtown, Colorado, faced.
Due to the company's low pay, which is in contrast to the higher salary offered in coal mines and
exploration companies, it has been difficult to hire and retain staff. The company must adapt its
compensation strategy in order to handle these difficulties, and it must provide qualified
individuals attractive benefits and competitive pay. A focused recruiting strategy may be carried
out, collaborations with adjacent institutions can be used to find eligible candidates, and so on. By
taking these steps, the company can take care of its HR issues and ensure that the service
department at the Auto Service Center runs well.

The Case Study Summarize:

Milt Konrath works as an assistant manager at the Boomtown, Colorado, Auto Service Center. He
is an aspiring manager. Boomtown has grown swiftly as a result of coal mining and oil and gas
development. The town's population has doubled in just three years, and the unemployment rate is
less than 3%. However, the salary at the Auto Service Center is lower than what one might
anticipate for workers at coal mines and exploration companies. As a result, workers have been
leaving for jobs with greater pay. The facility is now understaffed as a result of a mechanic and a
few grease monkeys' recent resignations. Milt has been charged with finding candidates for and
filling these available jobs in order to address the issue and resume service department operations.