• Research Paper on:
    HR Case Study: Maple Leaf Shoes, Ltd

    Number of Pages: 6

     

    Summary of the research paper:

    A 6 page paper. Using student-supplied materials, the writer discusses the need for a shoe company to upgrade and update its HR department. This includes identifying the issue, or problem, reporting the consultant's interview reviews, identifying possible solons to he issue and selecting one as the recommended course of action. Bibliography lists 1 sources.

    Name of Research Paper File: MM12_PGhrcnda.rtf

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    Unformatted Sample Text from the Research Paper:
    the company to meet present and future challenges. Background Maple Leaf Shoes, Ltd was founded in 1969 and currently employees approximately 780 people worldwide. The company has faced a  number of challenges recently, including the departure of the human resource manager, John McAllister. Other challenges the company is facing have to do with the cheaper price of shoes imported  from Indonesia, China, Korea and other nations. The president of the company used McAllisters departure as an opportunity to hire a consultant to determine how the human resource department could  better help the company to achieve greater success. Interviews revealed that the three senior managers held greatly different perceptions of the function of the human resource department. One  manager, Clark, expressed his belief that the company had too many employees and needed to automate many of the tasks to save money. Without doing something like this, Clark did  not believe the company could continue to compete in the market. Clark also pointed out that the company dealt with four separate worker unions, two of which he classified as  very militant. The unions have also been a specific problem to the company. Clark made a point to say that the employees were good, it was the union leadership that  caused problems. Another manager, Tim McDonald, (not to be confused with Joseph McDonald from the HR department) did not think the human resource department was very important in the  scheme of things. He did not see how HR could contribute to the companys success and believed the focus needed to be on improving the companys efficiency, sales, marketing and  other areas. McDonald did acknowledge that one of the problems with HR has been a lack of continuity in terms of management. Lim, the general manager, on the other 

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