1 Table of Contents

1 Table of Contents....................................................................................................1

2 Executive Summary................................................................................................2

3 Problem Statement..................................................................................................3

4 Alternatives.............................................................................................................4

5 Bibliography.........................................................................................................11

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2 Executive Summary

This case study is all about Neo IT Company and HR process and their Deficiencies.
The company started by two computer engineers. At the inception they really hard to
recruit people to the company due to the competition and demand for the IT
employees at that time. Though from the start owners of the company didn’t like to
hire the females but they had to hire few female employees due to the competition.

However they survived from the situation and after some years they grow their
business thrice than they started. Their profits are grown, new employees are recruited
and due to expand of the business they hired qualified and well experienced HR
manager to handle all HR activities of the company.

After the appointment of new HR manager realized that employees are not happy in
the company and their all relationships, mental status are not in good condition and he
cannot find the reasons for these matters, because all of the physical functions of the
company running better as appear. New HR manager interviewed some employees
and found some causes for those matters.

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3 Problem Statement

01. What do you think about the nature and the level of employee relations at Neo
IT? Give reasons for your answer.
02. What could Samantha have done to convince Malik and Supun on his
observations?
03. What steps can Samantha take to solve the problems he sees in the company?
04. Suggest and Recommend industry standard best practices, which could be
implemented to improve better employee relations at Neo IT.

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4 Alternatives
Under the alternatives I suggest better solutions for the problems identified in the
problem statement.

01. What do you think about the nature and the level of employee relations at
Neo IT? Give reasons for your answer.

Nature and level of employee relations are poor. Because employers are task oriented
than people oriented, their main focus is profit of the company and they don’t want to
ensure that their employee’s inner needs are happy, they only want to provide
physical benefits to the employees. According to the Abraham Maslow’s Hierarchy of
Needs theory there are certain types of needs to fulfill to make employees happy.
When an employee fulfill their one need and then they seek to fulfill other one. So as
employers we need to make sure that employees are fairly happy.

There is huge gender discrimination matter at its inception. Employers are treat unfair
to the female workers so that is huge problem to the female workers who working in
the company. One female employee said that “ I have heard Supun stating on many
occasions that they don’t like to hire females as they don’t perform like males” also
that female worker request a leave due her child illness and they deny grant a leave,
that is a fair reason to take a leave to an employee. Female employees not getting
promotions no matter how good they are. This is unfair practice by the management
and employees will disappointed with the management.

Employees are unhappy about the employers because they think they have personal
bias due to employers gave many career progression and other opportunities to their
favorable employees. These things happen because there is no any performance
standards and performance evaluation methods in the company. So this will lead
employee’s dissatisfaction with the management and they will not loyal towards the
management and the organization.

Also there is no proper grievance handling procedure and no any bottom to up

communication method or network to maintain the cooperation between management
and employees. Employees fear to voice any grievances because their line mangers

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were not good leaders to them that’s why one of employee said that he doesn’t have a
way of even voicing his unhappiness about that promotion that was given to another
employee. Proper communication method is essential to a company otherwise how
employees communicate with each other formally also management must have to
handle day to day employee grievances, if not that will lead to huge problem in the
future. (Ex: - High employee turnover, Loss of productivity, Loss of efficiency and
effectiveness, etc.)

There is no peer to peer relationships and teamwork within the company as the fone
employee said that he even don’t know whether next his cubicle is married or not.
That is good evidence to ensure that Neo IT have poor employee relations.

02. What could Samantha have done to convince Malik and Supun on his
observations?

Samantha can conduct employee attitude surveys so that can collect information
employee attitudes towards the company and the employer. Also suggestion boxes
can collect clear data about employee grievances this is one of most suitable method
for the Neo IT because employees are fear to face the employers and there is no team
spirit between the employees.

Skip level meeting is another important suggestion to the company, because if

employee fear to voice any grievance to the one boss he can skip that boss and he tell
that to same level or superior boss about his/her matters.

Informal meeting with the employees can collect data according to their grievances
and with these or through recording these meeting Samantha can convince Malik and
Supun about there are some matters with the employees and we cannot measure that
with the productivity, profits or salaries given to the employees.

Implementing open door policy, employees will directly tell about their grievances
and day to day matters this can skip the filtering noise of the communication process.
Having this procedure employers or higher level managers will have clear idea about
how employees feel about the company and what are the employee matters. Also
through this procedure employers can take quick decisions to solve day to day
grievances.
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Directive observation, Knowledge of human behaviour is requisite quality of every
good manager. From the changed behaviour of employees, he should be able to snuff
the causes of grievances. This he can do without its knowledge to the employee. This
method will give general pattern of grievances. In addition to normal routine, periodic
interviews with the employees, group meetings and collective bargaining are the
specific occasions where direct observation can help in unfolding the grievances.

03. What steps can Samantha take to solve the problems he sees in the
company?

Step 1:-

Succession planning for the employees will motivate employees to perform better in
the future and employees will not leave the organization. Neo IT gave one their one
career opportunity to the new employee who hired 3 years back and the management
neglect to search that if there any other persons suitable for that position, that’s why
one employee complained that career opportunities are given based on the personal
bias.

So this not a fair way to give career opportunity to employees and this will provide
employee dissatisfaction about the management. Employees have their own needs and
expectations, so management need to be very careful when they dealing with people.
Because of this situation of the company new HR manager need to implement proper
succession planning strategy for this company.

Suggestions as follows:-

 To develop, employees needs to meetup the minimum requirements to get the

upper position. To that we need to measure the performance requirement of
the employees. So we need to implement performance evaluation method for
this company. (Ex:- 360 degree, Balance Score Card, Result method,
Graphical Rating Scale)
 To identify the performance we need to implement performance standards. To
setup the standards HR manager have to get information from the experienced
employees and persons who handled previous management functions.

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Step 2:-

Also there need be implement Formal Grievance Handling Procedure for the
company. Because grievance handling of the Neo IT is poor. Female and some other
employees have grievances and they not have any way to voice their grievances and
they fear to tell those employers due to the attitude of the employers. This procedure
is designed to provide a framework for the quick and effective resolution of
difficulties that may arise in the workplace, through open communication and
discussion between colleagues.

The aim of the procedure is to ensure that employees who feel aggrieved about the
way they have been treated, either by management or by their colleagues, are given
the opportunity to express their views and to have the issues resolved in a fair and
speedy manner. The procedure seeks to achieve solutions through appropriate
informal methods prior to the use of the formal processes, and is concerned to achieve
a mutually acceptable resolution rather than to establish guilt or innocence. The
procedure does not provide for sanctions against anyone involved. A separate
procedure exists to deal with disciplinary issues.

Step 3:-

Buildup effective communication system within the company. Building effective

communication method is essential to the Neo IT. Because present situation of
employee relations are poor in the company.

Communication in the workplace can be either your best friend or your worst enemy.
It will improve your overall workplace culture. Another positive is that good solid
organizational communication eliminates barriers and resolve problems. While at the
same time building stronger workplace relationships for increased productivity.

Effective communication in the workplace helps employees and managers form

highly efficient teams. Employees are able to trust each other and management.
Effective communication reduces unnecessary competition within departments and
helps employees work together harmoniously. The result of a team that works
together is high productivity, integrity and responsibility. Employees know their roles
on the team and know they are valued. Managers are able to correct employees'
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mistakes without creating a hostile work environment. A manager who openly
communicates with his subordinates can foster positive relationships that benefit the
company as a whole.

An improvement in employee morale can result from effective communication.

Although pay is a concern for many workers, it is not their only concern. Employees
appreciate good communication coming from management. It produces a healthy
work environment. When employees are satisfied with their jobs, they are able to
efficiently perform their duties with a positive attitude. Failing to communicate
effectively in a workplace leads to frustration and confusion among employees.
However, managers can alleviate such problems by keeping the lines of
communication open.

Ways to communicate effectively in the workplace as follows:-

 Open Meetings
 Emails
 One on One
 Open Door Policy
 Listen to your team members
 Intranet
 Encourage Feedback
 Be Appreciative

Step 4:-

Implement effective and proper rewarding process in the company is another

important thing to resolve the problems of the Neo IT. Neo IT does not have proper
rewarding system, because they reward employees through personal bias or there is
no proper and clear vision to the other employees how the individuals can get reward,
how they rewarded and what they possess to get that reward. That is not a fair system
and reward system should be clear, transparent and fair.

Every company needs a strategic reward system for employees that addresses these
four areas: compensation, benefits, recognition and appreciation.

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When we making reward strategy we have to consider about those things:-

01. Company goals and objectives

02. Setting clear performance standards
03. Proper performance evaluation system
04. Identification of behaviours that important to company
05. Tools and resources need to implement reward strategy

A winning system should recognize and reward two types of employee activity-
performance and behavior. Performance is the easiest to address because of the direct
link between the initial goals you set for your employees and the final outcomes that
result.

04. Suggest and Recommend industry standard best practices, which could
be implemented to improve better employee relations at Neo IT.

 Flexible working arrangements to the employees

 Reimburse Medical, Class Fees
 Encourage effective communication among the team members. It has been
observed that poor communication leads to confusions and misunderstandings.
The communication has to be precise and relevant. One should not play with
words and be very specific about his expectations from his fellow workers as
well as the organization.
 Provide employee handbook to the fresh employees
 Sharing decision making with the employees
 Ask for input – A common concern of employees is that upper level
management doesn’t care what they have to say. To improve employee
relations, consider having ways for employees to express themselves – both
their ideas and concerns. And make sure you’re actually listening.

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 Share your vision – You want your company to feel like one giant family.
That’s why it’s important that you not only share your company vision with
your staff, but you also make them an integral part of it.
 Introduce open-door policy
 Training and development for the employees
 Provide incentives – Believe it or not, sometimes a paycheck is not enough to
cause an employee to want to work hard. To break up the monotony, consider
providing interesting incentive plans to give them something else to work
towards.
 Honor a job well done – Want your employees to work harder? Acknowledge
them. Perhaps install an employee of the month program to make sure those
hard workers keep it up and others follow suit.
 Career development – As stated in the previous point, it’s important that your
employees feel the need to better themselves. No one wants to be stuck in the
same desk for the years. So have managers work with employees on setting
career development goals.

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5 Bibliography

01. Small Business - Chron.com, (2016). Small Business. [online] Available

at: http://smallbusiness.chron.com [Accessed 21 Jan. 2016].
02. www.slideshare.net, (2016). SlideShare.net. [online] Available at:
http://www.slideshare.net/ [Accessed 21 Jan. 2016].
03. Shrm.org, (2016). HR Disciplines. [online] Available at:
https://www.shrm.org/hrdisciplines [Accessed 21 Jan. 2016].

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