strengthening organisational and employee performance task tai ann elba has asked

Task Tai Ann Elba has asked you to write a 2,000 word report (you are required to read the case study entitled Ivandale) in which you evaluate the role of the HR department in strengthening organisational and employee performance. This report is for her eyes only and she wants you to provide a candid account of the role of the department in achieving these twin goals. She is also concerned that Ivandales reputation for ethical treatment of their employees is under threat. She intends to use your report to anticipate criticisms of HRM from the Senior Management Team and have evidence based arguments to promote a business-case for the department. The 2,000 word report (with reference to the case study entitled Ivandale) will include the following: an introduction to the report an identification of the main functions of HR an examination of how the HR department can, through the successful management of employees, improve individual and organisational performance. an overview of the potential ethical people issues that can arise in contemporary HR departments a conclusion based on your findings Assessed Learning outcomes: The assessed learning outcomes for this assignment are as follows: L4. Examine the link between the effective management of people and individual and organisational performance L5. Identify the ethical issues surrounding the management of employees in contemporary organisations L6. Demonstrate an understanding of the key concepts, processes and theories that underpin the management of employees in organisations. IVANDALE Tai Ann Elba is a Business Manager for Ivandale Limited a metal based business which makes components for the automotive industry. She has inherited a business with a lack of investment, worried owners and an industry with problems. The workforce seemed to have been living in the shadow of closure forever. Tai Ann had to achieve a 40% reduction in costs in 18 months for the business to survive. One solution was to change the manufacturing process. It would involve redesigning processes, setting tasks and using appropriate controls. But she felt that this was just the traditional way of doing things. She therefore decided to call in the expertise of a professional HR advisor, Leslie Patel, who suggested that Tai Ann look at the problems of business through fresh eyes. As a result she developed a plan called constant communication. It relied on people talking, arguing, questioning and reflecting and then talking some more. It was uncomfortable and not what people expected. Tai Ann also took a higher profile and had to keep reminding herself that disagreement doesnt have to mean conflict. Eventually people got used to the system. They developed faith in the proposals and the results were that targets were met ahead of schedule and there was a rejuvenated high performing workforce. She said It was tough and I felt I was constantly going against the flow but that it could not have been done any other way. Nevertheless last year with even more global pressures, the automotive industry is still experiencing problems and Tai Ann has had to change her style of leadership which has not always had a positive impact on the workforce. Thus Ivandale Limited has experienced a series of particular difficulties namely leaked negative media stories which have suggested that the company has some dubious ethical practices which have led to some accusations of weak HR practices; macho Taylorist style management, high labour turnover, incidents of increased lateness, sickness absences and petty theft on the rise; work performance being erratic and profits dipping dangerously low. She is now once again looking for advice from an external professional HR consultant to help to turn the fortunes of Ivandale Limited around. She hopes that the advice from the HR consultant will assess how the HR department can, through the successful management of employees, improve individual and organisational performance. Case work IVANDALE Tai Ann Elba is a Business Manager for Ivandale Limited a metal based business which makes components for the automotive industry. She has inherited a business with a lack of investment, worried owners and an industry with problems. The workforce seemed to have been living in the shadow of closure forever. Tai Ann had to achieve a 40% reduction in costs in 18 months for the business to survive. One solution was to change the manufacturing process. It would involve redesigning processes, setting tasks and using appropriate controls. But she felt that this was just the traditional way of doing things. She therefore decided to call in the expertise of a professional HR advisor, Leslie Patel, who suggested that Tai Ann look at the problems of business through fresh eyes. As a result she developed a plan called constant communication. It relied on people talking, arguing, questioning and reflecting and then talking some more. It was uncomfortable and not what people expected. Tai Ann also took a higher profile and had to keep reminding herself that disagreement doesnt have to mean conflict. Eventually people got used to the system. They developed faith in the proposals and the results were that targets were met ahead of schedule and there was a rejuvenated high performing workforce. She said It was tough and I felt I was constantly going against the flow but that it could not have been done any other way. Nevertheless last year with even more global pressures, the automotive industry is still experiencing problems and Tai Ann has had to change her style of leadership which has not always had a positive impact on the workforce. Thus Ivandale Limited has experienced a series of particular difficulties namely leaked negative media stories which have suggested that the company has some dubious ethical practices which have led to some accusations of weak HR practices; macho Taylorist style management, high labour turnover, incidents of increased lateness, sickness absences and petty theft on the rise; work performance being erratic and profits dipping dangerously low. She is now once again looking for advice from an external professional HR consultant to help to turn the fortunes of Ivandale Limited around. She hopes that the advice from the HR consultant will assess how the HR department can, through the successful management of employees, improve individual and organisational performance.

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