Premium Essay

Norstorm Hr Case Analysi

In: Business and Management

Submitted By RA007
Words 917
Pages 4
|

1. What is the cause of the problems described in the case? How serious are these problems?
The cause of Problem in Nordstrom is misaligned Compensation system. The Compensation is not vertically aligned with the Strategy of the company. Nordstrom depended on its sales employee for customer care and selling the products. However, the compensation structure was not adequately aligned to reward those behaviours which forced employees to work off-hours without getting
Compensated for it.
The problems were very serious as is evident from the case; the company came under a barrage of national class action suits which made a huge dent into the brand of the company. They had to make a $15 million fund which wasn’t enough. More importantly, it broke the numero Uno position and aura that Nordstrom was enjoying vis-à-vis their competitors.

2. Are Nordstrom employees pressured inappropriately by the sales-per-hour system? By management?
Yes, Nordstrom employees are pressured quite inappropriately by the SHP ( Sales Hour Performance) system. In this system, employees were assigned a given SHP and if they go above the SHP , then they would be eligible for commission otherwise they will just get the base price. Now, the employees worked “off hours” for doing everything from writing Thank You letters to sales meetings etc. but if they add the “off hours” then the SHP will go below the stipulated figure and they will not eligible for commission and without the overtime hours their salary reduced substantially.
So, it was counter mechanism, if you punch in all the work hours , the employee would suddenly find himself in the bottom rung of SHP which lead to reduced pay, termination as well. And if one doesn’t add the extra hours then also the pay is reduced but one can maintain SHP. So employees tried not to put their “off hours” but worked overtime.…...

Similar Documents

Premium Essay

Analysis of Hr Recruiting Procedure

...they had being chosen for the position, the interview concluded with questions in relation to the contract and also the training the candidate received in order to properly be able to perform all of his job functions. Notes were taken during the interview and then subsequently typed out in order gain a better understanding of the process as a whole. It should also be noted that for both interviews, the interviewers went in with a set list of questions and went on to ask more questions where they deemed necessary. Analysis/ Discussion Through the review of literature and personal interviews, we concluded that the theory and practice of candidate assessment are relatively the same. The research showed there is a great deal of methods for reviewing an applicant’s abilities, the primary methods being personal interview and psychometric testing. While the interview is the most common, there is a larger opportunity for bias when using this method. Our interview with an HR representative revealed that his company used a combination of methods to determine the ideal candidate. The interviewees discussed three specific companies in which they participated in the candidate assessment process: Deloitte, KPMG, and Ernst & Young. They noted that both companies conducted a panel style interview in which they were required to answer a set of structured questions. Many of these questions were similar to the application questions, which would be helpful to the company in......

Words: 2330 - Pages: 10

Premium Essay

Hr Strategies Case Analysis Report Global Mining

...Global Mining Human Resource Strategies Assessment 1: Case Analysis Report Word Count: 3,267 Table of Contents Table of Contents 2 Introduction 3 Key Human Resource issues at Global Mining 4 Trade Union intervention on human resource operations 4 Poor Performance Management 6 Strategies for Improvement 8 Introduce performance appraisal system 8 Problems forecasted for short & long term: 9 Pay for Performance 9 Problems forecasted for short & long term: 10 Develop a Human Resource Strategy 11 Problems forecasted for short & long term: 12 Conclusion 12 References 14 Introduction Global Mining (GM) is at a crossroads. They are aware that their Australian mine sites are unproductive and holding the company back in terms of profitability. High costs and low output are diluting the company’s overall financial performance and making them a target for takeover. A decision has been made to focus on improving the productivity of these sites rather than sell them off with the directors committing to providing HR strategy linked in with the organisational goals. It is clear from the information provided in the case study that the Australian issues relate to their human resources. The Production Director has identified that the physical resources are not the issue and with improvements, they could be a highly competitive site. The main issues relating to labour include; high labour costs with low flexibility, excessive penalty...

Words: 3764 - Pages: 16

Premium Essay

Hr Case Study

...STAFFING MANAGEMENT INSTRUCTOR’S MANUAL Four Recruitment and Retention Case Scenarios By Marcia R. Gibson, Ed.D. Project team Author: SHRM Project contributors: External contributor: Editor: Design: Marcia R. Gibson, Ed.D. Nancy A. Woolever, SPHR Sharon H. Leonard Courtney J. Cornelius, copy editor Kellyn Lombardi, graphic designer © 2008 Society for Human Resource Management. Marcia R. Gibson, Ed.D. Note to Hr faculty and instructors: SHRM cases and modules are intended for use in HR classrooms at universities. Teaching notes are included with each. While our current intent is to make the materials available without charge, we reserve the right to impose charges should we deem it necessary to support the program. However, currently, these resources are available free of charge to all. Please duplicate only the number of copies needed, one for each student in the class. For more information, please contact: SHRM Academic Initiatives 1800 Duke Street, Alexandria, VA 22314, USA Phone: (800) 283-7476 Fax: (703) 535-6432 Web: www.shrm.org/hreducation 08-0873-IM Introduction These recruitment and retention case scenarios are designed to be presented sequentially, since each scenario builds upon the previous one. They are intended for undergraduate college students. LearNING oBjectIVeS Students will learn to:  Determine recruitment needs. Identify recruitment policies and guidelines. Determine a recruitment strategy. Develop a communication plan to......

Words: 6125 - Pages: 25

Free Essay

Case Analysis- Googles "Three- Thirds" Hr Team

...Case Analysis: Google’s “Three-Thirds” HR Team Debbie Martin Empire State College Organizational Behavior May 2014 What is a team? A team is defined as a group of people with a full set of complementary skills required to complete a task, job, or project. Team members (1) operate with a high degree of interdependence, (2) share authority and responsibility for self-management, (3) are accountable for the collective performance, and (4) work toward a common goal and shared rewards(s). A team becomes more than just a collection of people when a strong sense of mutual commitment creates synergy, thus generating performance greater than the sum of the performance of its individual members. (Business Dictionary.com, 2014) Google’s HR team has the potential to be a very effective and strong team. Each section has their expertise that would benefit the other groups. With the current model, the groups are only encouraged to have regular interaction. The lack a defined, common goal and expectation of the HR group as a whole. Google Upper Management is trying to capitalize on their HR team to assist with a sluggish economy and cost cutting efforts. In HR’s case, this involves making sure that Google is hiring the best possible candidates they can. The most costly component of any business is training of new employees. By utilizing the various HR groups it has established, Google is trying to minimize turn over, ensure longevity as well as compatibility. In......

Words: 1687 - Pages: 7

Premium Essay

Cruise Hr Analysis

...cruise business will give its guests an elite type of vacation which they can remember for their rest of life. HR Strategy of Cruise Business Cruise business is simple managing a floating resort. This business is very closely related with hospitality rather than sport, recreation, entertainment, beauty, health and therapy. On the other hand if the human resource management is not proper in such case this would not bring any effective result for such kind of business. The HR personnel of this cruise will also maintain different partnerships with different department of this cruise liner in order to serve all parties in the best interest of the business. By confronting different issues and getting feedback it will report to the manager so that the performance of the overall team can be better. HR personnel also should develop business strategies that are in alignment with the cruise’s business objectives, by focusing on all aspects of the human asset. Continuously improving the HR practices of the cruise business, by keeping a pulse of the cruise’s culture is another major role of this department. Working on a cruise ship in different than working on a land based hotel for some reasons. It is because the social interactions of the employees are limited and their activities are managed over long period of time inside of the workplace. The key issues in planning the HR strategy includes 1. Managing on board community: Cruise operators are faced with challenge of......

Words: 1748 - Pages: 7

Free Essay

Hr Planning Case 2

...past and present data. Forecasting provides information about the potential future events and their consequences for the organisation. It may not reduce the complications and uncertainty of the future. However, it increases the confidence of the management to make important decisions. Forecasting is the basis of premising. Forecasting uses many statistical techniques. Therefore, it is also called a Statistical Analysis. In this case for Clipper Products it was noted that the organization has decided to not renew their Service Contracts when they expire within the next year however they will continue to support the contracts until expiry. Upon my calculations, to summarize, at 6 months there will be 6 Account Managers, 188 cleaners and 11 supervisors. Clipper Products has decided to not renew 30 of 50 contracts that are due to expire. The contracts have been reduced by 60 % therefore the workforce should be reduced by 60 % based on the metrics required to fill each contract. A hiring freeze has been invoked at this time as we know now we have an HR Surplus. An HR Surplus is when my internal workforce exceeds the required demand required. A surplus requires downsizing efforts by the organization in order to maintain the established budget. The strategy will consist of invoking a hiring freeze, natural attrition, reducing hours and shifts, layoffs and lastly termination with severance packages. Natural attrition is the process of reducing the workforce to decline......

Words: 567 - Pages: 3

Premium Essay

Hr Contribution to Job Analysis

...Bury College CIPD CERTIFICATE IN HR PRACTICE Tutor: Bev Sutherst 3CJA ASSIGNMENT Contributing to the process of job analysis 1- Introduction This report aims to explain the purpose and principles of job analysis and the reasoning behind it. The report will describe the methods used and explore the advantages and disadvantages of these methods. It will give details of a job analysis plan and how it was carried out. It is good practice to carry out a job analysis to contribute to the recruitment for the right candidate for the role also for evaluating and determining the value of the job to the company. The company this report is based on is Alan Howards a Hair and Beauty Wholesalers in Oldham. The company has been established for over 25 years with 22 branches in the North West and supplies Professional Hairdressers and Beautician with products and materials at trade prices, the company also offers a delivery service to salons twice a week. The company currently employs 3 full time staff members and 1 part time staff member. This report aims to help with the recruitment for a full time senior sales assistant to temporarily cover a current colleague as she prepares to go on maternity leave, the employee has been with the company for 3 years and this report will show how the job role has changed helping to develop an accurate job description for the job advertisement. The role of a senior sales assistant within the company is to serve......

Words: 1598 - Pages: 7

Premium Essay

Hr Case Study Accenture

...1. Go to the Accenture website, www.accenture.com, to research and gather job- and career related information that might need to be adapted by other employers. As part of this research, examine how Accenture markets itself to current and potential employees. * For many organizations, a workforce is comprised of a mix of internal and external people. Recent Accenture analysis of this “extended workforce” finds that external workers, equipped with project-specific skills, are enabling organizations to seize marketplace opportunities faster, with more agility. To manage this extended workforce effectively, companies must create new organizational structures, facilitate interaction and collaboration among all workforce types, and integrate talent-related processes and systems. * “temp” workers—people used as a stopgap measure to fill in for employees on leave or to provide extra sets of hands during particularly busy periods. * Employing project-based workers is more than a tactical response to an immediate need, according to recent Accenture analysis. Indeed, such talent may be highly skilled, in-demand knowledge workers, performing at even the top levels of an organization. * The extended workforce trend * Using external, project-based workers has often been seen as primarily a cost-cutting initiative. . The channels, structures and transactions are entirely different—they are far more fluid and versatile than any familiar forms of accessing human resources...

Words: 1123 - Pages: 5

Premium Essay

Case Analysis

...report is entitled “Case Analysis Process: Problem/Decision Approach.” The purpose of this report is to use the case analysis process and the problem/decision approach to come to a final decision in regards to the conflict involving Robert Smith, the General Manager of the Canadian Operations for Neilson Plastics Engineering (NPE). Throughout this process we have acquired the appropriate analytical and problem solving skills to deal with real decision-making situations through the application of theoretical and conceptual knowledge in the analysis of the case. These skills include thoroughly examining cause and effect relationships which enabled us to provide appropriate recommendations and solutions to the problems at hand. The significance of the problem/decision approach is the fact that it is one simple element in both the study of organizational behavior and the application of these principles to the real world by managers and others within a leadership capacity. The seven steps used in the problem/decision approach are critical components to this approach and utilizing them accordingly, allowed us to solve problems and make decisions that would be most beneficial for the company. Thank you for taking the time to read through this report. If you have any questions or concerns regarding our project, please feel free to take these up with us as a group. Sincerely, Team Alpha Contents Executive Summary 4 Introduction 5 Case Analysis Error! Bookmark not...

Words: 5345 - Pages: 22

Premium Essay

Hr Analysis in Southwest Airline

...CONTENTS 1 Introduction to Southwest Airlines 3 1.1 Overview 3 1.1.1 History 3 1.1.2 Southwest Airlines’ offerings 4 1.2 Reasons for choosing Southwest Airlines as a case study on HR practices 5 2 Literature review 5 2.1 HR strategies 5 2.2 Training and development 7 2.3 Compensation 8 2.3.1 Financial compensation 8 2.3.2 Non-financial compensation 10 3 Human resource practices in Southwest Airlines 11 3.1 Human resource strategies in Southwest Airlines 11 3.1.1 Southwest Airlines Strategies 11 3.1.2 Role of HR Strategies in implementing Southwest Airlines’ strategies 12 3.1.3 Southwest Airlines human resources strategies and tactics 14 3.2 Training and development in Southwest Airlines 20 3.2.1 Southwest offer the employees the freedom to learn and grow 20 3.2.2 Safety and security training and outreach 21 3.2.3 Environmental and sustainability training 22 3.2.4 Diversity and inclusion education and outreach 23 3.2.5 University for people - leadership 23 3.3 Southwest Airlines’ Compensation and Benefits for People 27 3.3.1 The Freedom to Travel 28 3.3.2 The Freedom to create Financial Security 29 3.3.3 The Freedom to pursue Great Health 30 3.3.4 The Freedom to Learn and Grow 32 3.3.5 The Freedom to Work and Have Fun 33 3.3.6 Employee Recognition Programs 34 3.3.7 Distributed Leadership 35 CONCLUSION 37 REFERENCE 38 Introduction to Southwest Airlines Overview History Southwest......

Words: 9022 - Pages: 37

Premium Essay

Hr Case -Taj

...overwhelming the guest with a flurry of apologies. All this may sound trivial, but this emphasis on systems has probably lead to Indian Hotels being chosen as a case study by Harvard Business School. It all began last September when IHL's senior V-P (human resources) Bernard Martyris took part in a 12-day HBS executive programme on HR management with 80 participants from 26 countries. While most of the participants shared notes on common issues, the cultural aspect of HRD often came up for discussion. Using the experience of his own company, Martyris talked about how IHL had moved from a work ethos, which was relationship-based (especially during the Kerkar days) to one which now depends on solid systems and is more task-oriented. According to Martyris, IHL has been selected as a case study because the evolution of systems in aspects like work ethos, leadership and cultural change can be traced from its relation-based roots to its current systemic form. The IHL case study will be introduced in the Strategic Management Course and will be a part of the core MBA programme and not just the multiple short-term courses which HBS offers. Professor of organisational behaviour at HBS Thomas J Delong said that though he rarely takes up a case study in HR with a participant, this time he saw the opportunities and processes to unite a case. Apart from being able to trace the evolution of systems, HBS was also impressed by the ability of the Taj Group of hotels to combat major......

Words: 622 - Pages: 3

Premium Essay

Hr Subject Analysis

...support to companies and their missions. As the field itself expands and evolves so must the Human Resources Professional. Over the course of her career the HR professional examined in this case has performed many responsibilities in this growing field including, training and development, employees relations, personnel policies, and recruitment and selection. She has demonstrated the initiative necessary to be successful in this arena. Training and Development Training and development are crucial components to both on-boarding and retention practices in any company. Training programs exist to educate employees of “job-related knowledge, skills, and behaviors,” from safety to customer service (Noe, Hollenbeck, Gerhart, & Wright, 2014, p. 8). As a Human Resources Assistant at Target, this individual organized and led employee orientations and training. It was her responsibility to effectively execute Target’s training program, thus successfully supplying the store with well-trained, safety conscious, brand knowledgeable team members. As a restaurant manager, she developed a comprehensive training manual for front-of-the-house staff. Development programs center on cultivating management skills in preparation for new responsibilities (Noe et al., 2014). During her time as an HR Assistant at Unique Industries, the HR professional under discussion frequently sought out, evaluated, and enrolled candidates for developmental seminars and job specific programs related to a......

Words: 926 - Pages: 4

Free Essay

Hr Case Study 11

...JH Date: September 25, 2013 Case 11: Investigating a Sexual Harassment Case Step 1: HR Problem Identification Mary Booth, a SenGlas Company Shipping Coordinator, came to the HR Manager James Tilden and said she wanted to file a formal complaint against one of her coworkers for his harassing behavior. The coworker, Bob Simonsky, had made false accusations about Mary to Ginny Miller, revved his forklift engine and drove straight at Mary while laughing and slammed the metal forks of his fork-lift on the ground in an intimidating manner. In addition, he continuously refused to take directions from Mary about which trucks to load or unload, twice had thrown a cigarette butt at her and regularly tore up instructions she left for him. Two other fork lift drivers, John Griffin and Henry Jackson, had overheard Simonsky say that women did not belong in the warehouse area and that he preferred working with men and the he had told another worker, Henry Mueller, that “Booth had f***** with the wrong person and that when he got through with her not even Jesus Christ himself would be able to save her.” When Mary first started in the position as Shipping Coordinator, Simonsky had told her, “I hate that maggot”, referring to Sally Jenkins, the previous Shipping Coordinator, “I should have killed her when I had the chance.” Step 2: Identify Cause(s) of HR Problem First, James Tilden reads up on the current Sexual Harassment Policy. It states “all employees are entitled to work......

Words: 525 - Pages: 3

Premium Essay

Riordan Manufacturing Hr System Analysis

...RIORDAN MANUFACTURING HR SYSTEM ANALYSIS BSA/375 UNIVERSITY OF PHOENIX ONLINE INTRODUCTION Originating in 1992 Riordan manufacturing is a worldwide leader in manufactured plastics. Founded by Dr. Riordan, a chemistry teacher, they currently operate out of four facilities: Hangzhou, Pontiac, Albany, and San Jose. They are a fortune 1000 Enterprise whose revenue exceeds 1 Billion dollars. Their major clients include: The Department Of Defense, automotive parts manufacturers, aircraft manufacturers, and appliance manufacturers to name a few. The system we will be analyzing is their first Human Resources Information System (HRIS), which was implemented in 1992. It is integrated into the company's financial system, use for keeping record of employee's data. That data includes: - Personal Information - Hire date - Pay Rate - Vacation Hours - Tax information - Date of Seniority - Organizational Information They plan on updating the current system with a newer, more efficient HR system. The HR integration project has already been approved, and they are awaiting a detailed project plan. this plan is to include the following: budget, tasks, resources, and schedule. There has been a six month deadline set in place for project completion. This will allow the company to begin using the new system, no later than the second quarter of the year. KEY STAKEHOLDERS In gathering information for the project, the following stakeholders have been identified as......

Words: 952 - Pages: 4

Premium Essay

Hr Case Study 1

...Southwood Schools: A Case Study in Recruitment and Selection 16 February 2016 University of Maryland University College Abstract The selection and hiring of a new employee can be a daunting task for any organization. Every company wants the best of the best; new candidates that strive to perform their job with passion, while bringing value to the company, the team, and themselves. With effective recruitment efforts, many hopeful candidates are now at your reach. But how do you choose the right person for the job? Choosing the most effective selection method (or combination of methods) can help an organization differentiate between the good candidates from the great candidates. This paper provides a comprehensive list of different selection methods, their definitions, and their advantages and disadvantages. Understanding the different options and comparing them can help an organization specify the selection methods best suited for them. Different Selection Methods Selection Method | Definition | Advantages | Disadvantages | Application Form | An application form is a form or series of forms filled out by an applicant as a process of informing a company they are interested in a position that is being announced. | * Traditional way that applicants express interest in a position that most candidates are familiar with. * Can be used to provide skills, abilities, knowledge, and experience for that particular position, instead of their entire history......

Words: 2661 - Pages: 11