The six key issues in the analyzed case- study can be seen as problematic and demanding urgent solution. The main cause of difficulties encountered by Director of Human Resources, Clarissa Schoen, is the disapproval or lack of commitment from business managers. This fact leads to following consequence in organization of management process and intra-communication:
Supervisors do not hand in reports and resumes concerning recruitment of new staff despite the fact that Schoen obliged them to regularly fulfil this duty.
Personnel department cannot decide whether the qualifications of the employed staff match the necessary competencies.
The dismissal of the employee is being conducted without the supervision and inspection of HRM Division.
Human Resources manager is unable to conduct proper negotiations with the business managers so that they report on their actions.
Absence of enthusiasm and dedication from the staff in the project launched by Clarissa Schoen, aimed at leadership skills development.
Lack of proper understanding of conflict situation between the HR-manager and the business managers by the CEO.
To begin with, the effectiveness of an organization depends from the staff. Professional performance requires high qualifications of staff. The organization, which uses effective hiring process, has a high chance to choose the most suitable candidate for each position. Organization, where the ascribed plan of recruitment process is being neglected, can hardly select the right people for the fulfillment of job duties (Bernardin& Russell, 2012).
Thus, requirements for the candidate, requested by the HR-manager should correspond to the actual qualities of the hired staff. It is important that HR-manager applies an expert with general presentation about the organization, who will formulate a job description which will include functions and basic duties of the position, summarize the essence of the work, place of the position in the overall structure of the organization, skills and qualities needed for employees to perform their work. On the basis of the generated picture, the requirements for candidates should be defined. The HR-manager should also play an important role in the interview of candidates (Ingraham& Soonhee, 2012).
HR outsourcing should possess the following competencies: attention to detail, meticulous work, the ability to work with repetitive information, handle a large flow of information (Narayanan & Siddharthan, 2012).
Dismissal of the worker should be executed in a specific order and following specific regulations which include the involvement of the HR-manager himself. Dismissal order should be filled by human resources practitioners, signed by the head of the organization or person authorized by him and declared to the employee (McConnell, 2011).
The constant interaction between HR and supervisors is crucial. It is impossible to build a relationship based on trust and promptly correct the work with the staff according to the needs of the organization without this condition. In my opinion, the main conflict lies in unsatisfactory personal relationship between supervisors and Clarissa Schoen (Noe, 2012).
Second, successful work with the leaders of the department of personnel is impossible without certain powers, responsibilities, expectations, and evaluation criteria. If all these options are installed together, the probability of further conflict will be …