Strategic HRD and HRM Assignment Example | Topics and Well Written Essays - 3250 words

strategical HRD and HRM - Assignment ExampleEach cupboard is unique and requires flexibility and an attention to detail within the manufacturing lick to suit clients customization needs. union delivers bespoke fume-cupboards to customers gate but does not get involved in its installation. The Company consists of 220 personnel, 175 of them work on manufacturing process-the core process. Balance of 45 personnel work in the gross revenue department, design department and the support function. Support functions include payroll, accounts, HRM, and administration. HRD problem as identified in familiarity structure appears to be the fact that HRM function is small and inadequately staffed within the company. Further evidence in the case reveals that this function is not able to achieve its objectives to a very large extent. Similarly sales and design departments appear to be under Staffed.The Company has core operations in the manufacturing process in which 80% of employees are deploy ed. It comprises of several functional sections like the sheet metal cutting and folding for the cupboards, preventive coating application, initial assembly, plumbing, and electrical sections. The first HRD/Organizational problem identified in core operations appears to be loose span of supervisory control over laborers. Assuming 4 supervisors per functional section, we bewilder about 20 supervisors in 5 sections and 155 laborers under such supervisors. Each supervisor on an average has about 8 laborers under him. Second problem relates to very high labor upset on manufacturing shop floor. This disturbs the supervisor span of control further which is already high at 8 laborers and possibly obstructs the point of intersection customization process leading to defectives and timber deficiencies. Moreover quality control function at the company is very weak too. Orders schedules are not adhered to and orders are not built as per customer specifications. In fact that there is no sep arate quality function in the factory, and there is a general apathy about the quality of the product produced. Apathy is also evident in the blowzy workplaces. The production process does not seem to be efficient and has not been reviewed for several years. The only quality checking that is done is the check of the final product against the original specification, and the standard of skills available within the company do not match the high level of product specification required to ensure custom quality. As a result orders are sent to customers despite errors of the manufacturing process that have been logged on final inspection, in order to meet delivery dates. This involves the company in having to rectify problems once the cupboard has been either delivered or installed, and attracts comeitional unnecessary costs that are borne by the FumeGo.Design function, within the core manufacturing operations, is understaffed and has weak organizational linkages resulting in poor intra organizational communications. The designers do not liaise at all with manufacturing for ensuring adherence to product design. The design section is finicky about costly perfect solutions rather than value engineering. They often add some otherwise redundant aesthetic