Chapter 10 Case Study Essay Example
Chapter 10 Case Study Essay Example

Chapter 10 Case Study Essay Example

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  • Pages: 4 (847 words)
  • Published: February 17, 2017
  • Type: Case Study
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Invincibility Systems has implemented drastic measures in their Human Resource planning and recruitment processes.

The consideration of essential traits for a thriving employee/business is a prominent factor. The analysis extends to individual employees, encompassing aspects such as potential turnover and identifying those more prone to resignation. Invincible employees are usually found in positions requiring exceptional specialization and skill.

If a highly skilled engineer in a key position retires, Invincibility must consider potential issues that were not mentioned in the case. These may include conflicts among current employees and new recruits, their ability to work well in a team, attendance records, upcoming technological advancements, and the cultural diversity of the workforce. In today's rapidly evolving work environment, technology is constantly changing. It can be challenging for older employees to keep up with the latest comp


uters and smartphones. With new inventions entering the market regularly, employees must continuously learn how to operate them. This begs the question of whether to replace "out-of-date" employees instead of providing them with training, or to hire new and younger individuals with fresh perspectives.

Training current employees will require significant investments of time and money, but their loyalty deserves it. Another important factor is having a multicultural workforce. In some cases, workers who travel to other countries for work are referred to as inpatriates or expatriates. When individuals come to America for work, they can bring innovative ideas that could greatly benefit an American company.

The presence of foreign individuals in the workforce is also beneficial as they contribute cultural diversity and bring new languages to the job. Gap analysis aids in determining the type of future employees that need to be hired. It identifies the

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disparity between where your organization wants to be in the future and its current state. Some inquiries a company should consider include: What future roles will we require? What new positions will be necessary? Do our current employees possess the skills necessary to keep up with future demands? Succession Planning, in conjunction with gap analysis, involves company leaders and human resource professionals identifying crucial positions within the company and developing plans to recruit external staff. It also prepares internal staff to fill potential vacancies. Therefore, succession planning aligns with gap analysis as both focus on anticipating future needs.

#2 The analysis of data from Invincibility systems may raise numerous legal concerns and considerations as it can lead to heavily biased opinions. This research and analysis ultimately results in a general statistic, meaning it may not hold true for every situation. For instance, page 391 highlights how turnover rates are higher for unmarried and recently hired employees, who typically fall in the younger demographic. Based on this general statement, a manager could potentially decide not to hire individuals who fit these two categories. Hence, these analyses can exhibit some degree of prejudice due to their reliance on generalizations.

The company can only address these issues by utilizing intellect and honesty. Their data analysis is typically efficient and aids in recruiting top-level employees. If an applicant feels unfairly rejected despite being qualified for the job, Invincibility can choose to reconsider or maintain their decision. It is important for the company to be honest with the customer; for example, if they determine that the applicant's young age and unmarried status may impact long-term loyalty towards the company. Although this may

be a generalization, it is an informed one that Invincibility is qualified to make. The purpose of data analysis is to ensure fairness and identify the most qualified candidates for the job, while also placing individuals in roles that align with their abilities.

Recruiting new employees and training current ones are both crucial for Invincibility. Their data analysis enables them to anticipate future human resource requirements, while continuously striving to enhance efficiency, save costs, and boost productivity and profits. Considering the ever-changing business landscape, Invincibility must always plan for the unknown.

Six sigma is a practice method aimed at eliminating defects in a company. Quality improvement in six sigma programs can be achieved through data analysis. By analyzing the data, Invincibility can identify the factors that contribute to employees retiring or quitting, thereby enabling them to avoid these actions. Additionally, the analysis helps in training current employees by outsourcing them. It allows identification of the best businesses and individuals in the field, who can be either sent for training or brought in for training purposes. Moreover, the data analysis reveals the characteristics of people who are adept at interpersonal skills and possess effective communication abilities.

Understanding this information can provide numerous benefits for training purposes, as it can determine which individuals require additional investment in their development. It can also identify employees who have the capacity to assist in training others. Data analysis plays a critical role in effective business strategies, as it enables the interpretation of various characteristics and circumstances related to potential recruits.

Invincibility has dedicated extensive time and effort to their HR planning, resulting in a high level of success with the recruitment of highly qualified

employees. Therefore, their HR data analysis serves as an exemplary model.

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