Essays on The Issues at Phillips in Victoria that Impact Human Resource Management Case Study

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The paper "The Issues at Phillips in Victoria that Impact Human Resource Management" is a perfect example of a human resources case study.   Human resources managers face various challenges with today’ s workforce such as diverse workforce, technology and legislation matters affecting the workplaces. However, HR managers who successfully encounter such challenges often apply their leadership skills and expertise to proactively address issues that arise due to the challenges (Mayhew, 2014). For the past twelve years, the Philips Company in Victoria has been experiencing severe problems that caused its productivity levels to fall.

This report is written following the recent appointment in the position of Human Resources Director to the new high-tech manufacturing plant established in Manila. It is written in response to the task assigned to identify the issues at Philips in Victoria that impact Human Resource Management and lessons learnt about the job and work design based on the company’ s case that could help to ensure that factory workers are optimally productive. The issues at Phillips in Victoria that impact Human Resource Management It can be noted that for twelve years, Philips in Victoria has been experiencing severe problems that have poorly affected the production levels of the company.

In particular, the management of Philips had been focusing on inadequate quality control and poor labour relations as well as unsettled issues related to workforce low morale. As a result of these accumulated risks, the annual labour turnover of the company rose to 120 percent, increasing the labour and capital charges and the key tariff reductions of the company Compton as cited in (Kriegler & Grant Stendal, 1982). In their research to determine whether it is an internal commitment or external collaboration, compared the interaction effects of two major HRM systems on the innovation and performance of a firm.

Based on the data collected from 179 companies within China, they noted that commitment-oriented system which fosters internal cohesive and collaboration-oriented system that is purposely used to build external connections entirely lead to firm innovation and increase the bottom-line performance of a company (Zhou, Hong & Liu, 2013). Due to a lack of motivation in operating the old production lines, the workers became more dissatisfied with being in a repetitious work cycle that could involve little skills and not last for long.

By each operator placing less electronic components within a television set and could not fit a conveyor belt, it greatly bored the workers who also felt lonely and unchallenging to handle inordinately tedious work. Furthermore, the speed of work was under the direct control or influence of the line which gave no freedom to the workers to move about. As a result, chaos arose between operators because any mistake made by a single people could mean that the worker in the nearby line was held responsible to address the issue.

It is noted that supervisors worked as overseers with full control over the workers Compton as cited in (Kriegler & Grant Stendal, 1982). This implies that because of the poor layout of the line, the workers were not free to involve in social interaction. The common challenges faced by human resource managers in today’ s business scenario include globalization in workforce diversity, changes occurring within the political and legal environment and technological advances. Such challenges cannot be ignored by human resource professionals, and thus should be aligned with the design and execution of innovative mechanisms of promoting skills and competencies of HR professionals to equip them with the necessary knowledge to overcome the emerging challenges.

Contemporary organizations will succeed in their future businesses only if they develop the capability to manage diverse talents that provide innovative ideas to their work (Srivastava & Agarwal, 2012). It was only after recommending of workers’ committees that Philips Company plant in Manila was redesigned to ensure that it is always clean and safe, more comfortable.

Other abatement devices were also considered in addition to improving and installing the lighting and ventilation facilities and controlling temperature. Therefore, it is apparent that Philips Company has taken serious steps to shift from a monotonous factory environment in which staffs were encouraged to redecorate their workshop. For example, pot plants and photographic murals were acquired to motivate workers to take coffee breaks as much as can afford.

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