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Case over view:

Being sports enthusiasts, the twin brothers, Kenny and Norton founded a sporting goods & equipment store named Team Fun. They started their business by taking a bank loan,& initially the two brothers were the only employees. But as business expanded, they had to recruit more employees. By the end of first year, the number of employees rose to 6. As Kenny & Norton diversified their product lines, they had to introduce 3 suburban branches. They had a total of 125 employees at that time & their revenues rose to 10 million dollars. But besides all this success, Kenny & Norton were lacking the modern business management knowledge. They started noticing that they do not know all their employees anymore. They also were the victims of globalization, as many of their employees spoke different languages. They were having hard times to except new & innovative ideas. Most importantly, they were completely ignorant about some of the most significant business management techniques strategic human resources.

Introduction:
HRM: Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. Human Resource Management can also be performed by line managers. In other word, HRM is the administrative discipline of hiring and developing employees so that they become more valuable to the organization. Human Resource management includes: (1) Conducting job analyses, (2) Planning personnel needs, and recruitment, (3) Selecting the right people for the job, (4) Orienting and training, (5) Determining and managing wages and salaries, (6) Providing benefits and incentives, (7) Appraising performance, (8) Resolving disputes, (9) Communicating with all employees at all levels. It is formerly called personnel management.

Strategic human resources: This is the step-by-step plan of action by which an organization employs, utilizes or manages, develops, and deploys its human resources in order to attain its defined corporate mission and objectives. A human resource strategy is devised in respect of recruitment, employee deployment, motivation and engagement, and employee retention. By doing this, an organization puts itself in the position of being able to achieve its mission and objectives through its human resources. This follows from the way how strategic human resource is strategically defined. Strategic Human Resource Management is the effective way of organizing the workforce by the adoption of a specific strategy, where employees' performance can help to achieve the planned organizational targets, such as increasing revenue or improving the profit margin. Or we can say, Strategic human resource management is "human resource management" carried out in a strategic way. The human resource activities are linked to the achievement of the organization's overall objectives. This is the new way of managing human resources as compared to personnel management. Globalization: Globalization is the comprehensive term for the emergence of a global society in which economic, political, environmental, and cultural events in one part of the world quickly come to have significance for people in other parts of the world. Globalization tells us about the growing economic, political, technological, and cultural connections that connect individuals, communities, businesses, and governments around the world. Globalization also involves the growth of multinational corporations (businesses that have operations or investments in many countries) and transnational corporations (businesses that see themselves functioning in a global marketplace). The international institutions that oversee world trade and finance play an increasingly important role in this era of globalization. Workforce: The workforce is the labour pool in employment. It is generally used to describe those working for a single company or industry, but can also apply to a geographic region like a city, country, state, etc. The term generally excludes the employers or management, and implies those involved in manual labour. It may also mean all those that are available for work. Strategic advantage: There are three recent eras in the development of marketing strategy. The Brand Power, The Customer Equity, The Business Equity. Strategic advantage occurs when there is equilibrium between three elements: when the brand, the consumer and the market fit together in the best way possible. The better the alignment between these three elements, the greater the strategic advantage.

Qsn1: Is TEAM FUN! Affected by globalization? Ans: The increased role of globalization has affected management and leadership in several ways. Globalization has affected management and leadership through market and customer base, international employee transfer rates, competition, and an increase in opportunities.
Before the recent increase in globalization companies usually considered their customer base and market to be their country of origin. Due to globalization management can now consider the entire world their market and available customer base. Globalization has caused management to expand to cross the globe, and this allows production to increase

In the case of TEAM FUN! Yes, it is affected by globalization. At first we can see that TEAM FUN! had a micro level manager partnership company. It was only Kenny and Norton who came up with establishing the company TEAM FUN! They were the owner, the manager. Then they had only 3 employees to manage the deal with a new contract and after a success of $300,000 they added six employees. For globalization the opportunity and ease to operate business in different places, within short time has become possible. This is increasing the business rapidly. Moreover we can also see that after the initial success, TEAM FUN! had to diversify their product line. Added more employees and had to add a couple of location to better serve their customer to compete with other companies. It is also for globalization that they expanded their business so rapidly, had so many competitors, and also had to change their product line frequently to compete and keep pace with the changing world. At the beginning they were not familiar with the idea of Human Resources. But this globalization wave made them to become aware about this fact. For example Keith who runs the football recleater operation in Springfield mentioned about their new strategic human resource manager. This made Kenny and Norton to think about this new prospect of management. Moreover one of their employees Carlos requested them to set up a babysitting place for creating a work-life friendly environment. So its globalization that made them to concentrate or give attention to communication, legal and social concern, and work life balance of the employees and the organization. Qsn2: What other major workforce issues are evident in this case? Ans: We live in the times when global corporations and their reach across the world bring benefits in terms of innovative HR policies as well as challenges in term of managing the workforce are concerned. The rise of such corporations means that the workforce is composed of diverse races and ethnicities. Further, the issue of gender diversity in terms of more women participating in the workforce has been a trend that has accelerated in the last two decades in

different countries. This case looks at the need for managing workforce diversity and the issues that such management brings to the fore. Initially Kenny and Norton was the workforce, they started their own business by themselves. Within six months, the workforce increased to 5 employees including two of them. This is due to work pressure and demand of the products. By the end of the year, the company had six employees and Kenny and Norton bell knew them all, they did not seem to get bothered about employee management. They were not acquainted with human resources management then. They diversified their product lines and added a couple of locations for competitive market. This has an impact on workforce as the demand has grown to an extent. They focused on customer demand and satisfaction as they hire more employees for that. The owners of Team Fun Company emphasized on customer satisfaction rather than human resources management. As the company got bigger, the decentralization occurred. And the employees of specific departments had expertise on certain subjects. So the department doing the labeling for new products came up with some unique name which Kenny and Norton thought was unusual. The entrance of human resources management in operating business was inevitable in that time. As the company grows, managing employees became a difficult task and Kenny and Norton decentralized the company. So, when one employee named Carlos asked Kenny to make a corner of their lunchroom into babysitting place, he dint understand the necessity of that. Moreover, the employees in Personnel departments organized the process according to the present demand. So the department had vision insurance for their employees as a part of their health and safety measures which was for the welfare of the employees. Now-adays these have become mandatory phenomena but at that time things were just being introduced in companies and those companies got competitive advantage which cope up with the demand. Springfield is a Company where the football recleater operation is run by Keith. Keith talked to Norton about their new strategic human resources manager. He was proud of

him. So in a successful business strategic human resources manager might play a very vital role to compete with other businesses. But Team Fun was not acquainted about this appointment before this. So its very obvious that it can be a problem to them in the future. Findings and recommendation: 1. For the expansion of the business they need to diversify their product line and add more employees, more outlets to better serve their customer and to compete with other companies. 2. To increase sales they need to built-up more branches in prime locations. 3. They need to hire more employees and workers to meet customer demand. 4. Kenny & Norton Bell paid more attention on product demand rather than the requirement of Human Resource Personnel; at the beginning they were not aware with the idea of it. Globalization wave made them to become alert about the fact. Therefore, they need to hire HR Professional. 5. Strategic Human Resource Management is an effective way of organizing the workforce but Team Fun was not acquainted with it. 6. While the company got bigger, the decentralization occurred and there was lack of coordination as a result the when department doing the labeling for new products came up with some unique name which Kenny and Norton thought was unusual. 7. Moreover, Kenny & Norton Bell were not aware of various insurances which were given to the employees as incentive. Conclusion: Globalization has opened up broader communication lines and brought more companies as well as different worldwide organizations into other countries. This provides opportunities for not only workingmen, but also women, who are becoming a larger part of the workforce. With new jobs for women, there are opportunities for higher pay, which raises selfconfidence and brings about independence. Also the positive effects are a sharing of basic knowledge, technology, investments, resources, and ethical values. The Practice of HRM must be viewed through the prism of overall strategic goals for the organization instead of a standalone tint that takes a unit based or micro approach. The idea here is to adopt a holistic perspective towards HRM that ensures that there are no piecemeal strategies and the HRM policies enmesh itself fully with those of the organizational goals. For instance, if the training needs of the employees are simply met with perfunctory trainings on omnibus topics, the firm stands to lose not only from the time that the employees spend in training but also loss of direction. So the practice of HRM needs to be integrated with the overall strategy to ensure effective use of people and provide better returns to the organizations.

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