Case Analysis: Managers and HR Professionals at Sands Corporation: Friends or Foes?

Situation Analysis
Sands Corporation, a medium-sized company, having realized the importance of a strong HR
department, has come a long way from 1965 when it employed two high school graduates as the
directors of their personnel department to having a full-time director with an appropriate college
degree. This change is management style pertaining to Human Resources in Sands corporation
is backed by the belief of the management that a strong HR Department will help in handling most
personnel matters than line supervisors and help in avoiding costly legal problems.

Problem Statement
There is an ongoing tussle between the HR Department and the line supervisors at Sands
corporation regarding the policies implemented by the HR department at various stages.Both the
teams wish to reach a consensus with regard to company policies and estalish a coherent
relationship.

Viable Solutions
1. The problem of applicants not gelling up with the current supervsiors and managers can
be resolved by conducting psychometric tests along with other tests so that their mental
frame can be judged as per the requirements of the departments. Also inputs regarding
recruitments processes should be taken periodically with the line managers for a dynamic
and efficient process.
2. The problem of excellent performers leaving the organization can be solved by introducing
a value-based(Employee Recogntion programmes) and monetary incentive schemes
which would motivate the employees to keep up the level of commitment.
3. The process of screening can be automated using third-party or in-house developed
applications which would reduce excessive time taken to screen through all the applicants
manually and also the overworked HR department can consider roping in more staff.
4. Segregation of training programs on the basis of functional requirement and self
development will help the employees to reach out and improve their skill sets in and
around their functional area. A feedback mechanism should be introduced to gauge upon
the content of the training. For compulsory courses, feedback from managers also would
help in determinig the improvement in performace of the team post training.
5. Two way communication with features like Manager feedback and 360-degree feedback
can be introduced, wherein the employees rate their performance first, followed by their
manager. For any and every considerable contrast between manager and employee
opnion over a feedback vertical, verifiable comments should be posted to back their claim
and discretion.
6. Every attitude survey rating of the department should need to be backed with a justification
whether it is good or bad, by the employee. This will weed out the incorrect feedback and
help create a better picture of the morale of the department.

Submitted by:
1. Akash Sharma H19063
2. Komal Prasad. H19085
3. Debopam Bandyopadhyay H19076
4. Suraj Mahajan H19114