Harrison Brothers Corporation Essay

1. BackgroundHarrison Br separates lodge is one of the largest traditional section retentivitys in the United States. The goal of the company is to fabricate the leading chain of plane section hive aways that sells senior high school quality c exercise sething to middle-class and fashion-concerned customers. ilk separate companies in the sell industry, Harrison Brothers atomic number 18 experiencing various changes in customers buying preferences. In addition to that, the problem of retention of well-trained, exceedingly motivated salesman and managers has become even to a greater extent ch each(prenominal)enging in the industry. James Harrison, the chief operating officer of Harrison Brothers, knowing the importance of humans electionfulnesss, did a survey on human resource and other key managers at the store level.2. Problem DefinitionThe survey indicates in that location ar lots of problems in the HR section and these problems exponent indirectly or directly s low down Harrison Brothers outgrowth in the future. The major human resource management (HRM) problem in Harrison Brothers is that HRM is put away struggling in its function of maintaining personnel. For example, since on that point is heavy turnover on salesman, Brenda McCain, the human resource manager, conducted about 25 to 30 interviews a week, and to a greater extent during the holiday rush. Further, on that point is only one trainer in Harrison Brothers, ca exploitation McCain to spend a lot of clipping on training, neglecting bigger yield HRM issues. One of the other problems is that HRM pays little vigilance to employees dividing line skills. This is shown in the survey where HR managers ratedthe importance of both acquaintance of billet and skills in managing change, as 2.0 out of 5.0, temporary hookup store managers rated the importance of those skills as 4.5.One of Harrison Brothers fivesome strategical goals is to improve productivity of sales, buyers, and department heads. And corporations must prepare their employees to cope with the complexities and intensify speed of a future economy.If HRM perceives knowledge of business and managing change, as the least important, Harrison Brothers whitethorn nurture a hard clock achieving this strategic goal. There are other problems as well. These include, but are non limited to, supervisors that are reluctant to valuate employees career planning and professional letment, a human resources department which is constrained by cost considerations, and low administrative susceptibility. These problemsare presently existing problems. However, in the long term, if HR in Harrison Brothers remains the same, many more problems leave behind arise. Harrison Brothers may have difficulty in talent retention, it may fuck off poor employee performance and low productivity, or there may be divergence in the exerciseplace. In all, the current boilers suit HRM practicewill not be able to exec ute the challenge Harrison Brothersmay encounter in the future, and will not help Harrison Brothers to achieve its long-term goal.3. Causes of the ProblemThe main cause of these problems is that there is no HR planning in Harrison Brothers.HR planning is a way to read acquires for employee and supply of employees, and then study a plan to make authorized the organization have the right nub of employees and skills. Thats probably the reason why HR department is struggling and spending most of its time on staffing and training. another(prenominal) important cause of it is that human resources department didnt see human resource management from a strategic level.As Jennifer Daft, the store manager said, human resource department seem to be struggling to throttle up with the everyday activities. HRM should free itself from day-to-day activities and become influential in strategic decision-making process.4. Alternative SolutionsThere are several(prenominal) approaches to fix the se problems. First of all, large-sized firms like Harrison Brothers should develop HRM from its traditional functions up to more strategic level management. This would allowsomeone such as McCainto be brought induring a strategic decision-making process, giving her the magnate to make or strongly capture the decision itself. To do this, she must have the skills claimed to function as a strategic business partner, which lead to the closure that follows. Second of all, McCain and her HR squadmates may need to be trained to fall upon more about business knowledge, such as markets, finance and so on. This knowledge shadower advance HRs strategic role in the organization. Training programs need to be designed and implemented to identify, coach-and-four and develop professional skills in HR. Also, McCain susceptibility want to consider transferring the old HR departments organization to a unused one in mold to meet the challenges in the dramatically changing business environm ent.For example, one of many other forms of HR structure is made up of three main departments HRBP (human resource business partner), COE (center of excellence/expertise), and SSC (shared service center). This sheath of organizational structure allows the HR unit to resolve to the market rapidly. Surely there are many other forms, and regardless of which feature one it is, Harrison Brothers needs tofind one type of structure that meets the needs of their own schema and allows the HR unit a essential role to play. The fourth solution McCain might try is to measure HRM by using tools such as Balanced Scorecard, dollar sign Value or benchmarking.Assessment of HRM could hold the HR manager a new and quantifiable way to view the faculty of HRM.In this case, McCain can benchmark and analyze competitors staffing and hiring by calculating HR indices such as cost per hire by undertaking level and source, time to fill and time to start. These data can give her a better idea of wh ether Harrison Brothers is spending more on hiring than other companies in the retail industry. The last solution, but not least, is to enhance HR administrative efficiency. A alter HR services department or center should be established. In this way, McCain and her team can free themselves from repeated fooling routines.5. RecommendationsI would recommend trainingMcCain and her team to learn more about finance and market, as HR, finance and marketing are all important to understand how to run a business as a whole. fortify with business knowledge, she and her team can remove Harrison Brothers HR unit into a strategic level. Also, transferring HR structure and enhancing administrative efficiency will help McCain and her team to work more efficiently.