Arihant Dhariwal / MBA2 35

HRM Selection Case Study

1. How management decision justifies management effort in the maintenance of
harmonious industrial relation?

Management plays a major role in maintaining smooth industrial relations within

the organization. For a positive improvement in their relationship with
employees and maintaining sound human relations and ultimately creating
industrial harmony, management of businesses can adopt the following strategies:
 Evolve means of ensuring that employees have a feeling of being
treated with ‘dignity and respect’.
 Make genuine efforts to provide congenial work environment. This
simply means a friendly and affable atmosphere where relationships
with employees go beyond the official working relations to personal
issues
 Maintain good communication system in the organization to pass on
information, get feedback from employees.
 Delegate authority to their employees commensurate with
responsibility, and also provides adequate opportunities for
appropriate training programs required for organizational
effectiveness and good industrial relations.

2. Do you believe that as HR Manager, Mr. Shankar failed to gather direct and
indirect information about the candidates?

According to me, Mr. Shankar did not fail to gather information regarding the
candidates. Rather he did his job well and selected the best 10 candidates
from 600 applicants. But may be he should have gone through the more
detailed study of the candidates so that he could know about the trade unions
himself and could reject under some other criteria so that the company did
not had to face problems.

3. How 'cancellation of appointment' decision that affect the moral of

organizational members?
 Creates insecurity
 Depresses motivation
 Loss of confidence in management
 Inhibits teamwork

4. How you interpret the dilemma of HR managers have to face in such kind of
situations.

1
 Arihant Dhariwal / MBA2 35
Human resources protect the ethical integrity of every step in the hiring
process to help managers avoid actions that could put the organization at
risk.
First of all Mr. Shankar had awaited the list of selected candidates for a
month but he did not receive any information regarding the candidates. The
HR department had to answer many phone calls from out side and inside the
organization, as recruitment involved candidates from inside and outside.

Then, Mr. Shankar was unable to face the employees of the organization
when he informed his subordinates that the management freezes the
appointment process for IT professionals and asked for external recruitment
on contract basis. It was shocking news to members. They asked several
questions to get a proper clarification from him . As Mr. Shankar himself
unaware of the reasons behind management decision, he informed his
subordinate his inability to give a proper reply in this regard.
While sitting inside his cabin, Mr. Shankar made a silent comment that,
"what a useless effort.

5. What would be your decision if you have to face such situation?

Keeping the fact that the two gentlemen could bring in some difficulties in the
organization for future I would also have to mend my ways and find out a
solution to this. Rather than cancelling the whole process, I would have gone for
and extensive research on the backgrounds of the candidates that were selected
and try to find a common ground on which the internal candidates could be
exempted. In this way time could have been saved and two more people could
have been hired from external applications that were already submitted.

6. Do you believe that trade unions have 'quota' in appointments?

I think that trade union doesn’t have or should not have any quota system
because this increases the involvement of unions which may hamper the work
of the firm in a long run.

7. Is the decision reflecting management fear towards trade union or inability to

develop a congenial industrial relationship within the organization?

The decision shown may be portrayed as such but it is actually taken primarily
of the fact that the management doesn’t want to invite any kind of problems in
the organization for future knowingly. Trade union obviously pay a role to get
into the feet’s of the management and may turn into a cause for
the dysfunctioning of the same, so it’s better to stop it growing from the very
beginning. Thus, it was wise for the management to curb out the relatives of the
trade union to getting into the organisation.