The University of Lahore

Evolution of HR Policies
A presention prepared and deliverd by :
Group G
Ali Athar Awan

BBA02103004

Qadeer sarwar

BBA02103002

Farrukh shahbaz

BBA02103018

Naveed riaz

BBA02103019

Noman arshad

BBA02103066

A PRESENTATION ON A
CASE STUDY OF HR
POLICIES, PROCEDURES
AND IMPLICATIONS OF
MOUNT RIDGE
ENGINEERING COMPANY
U.S.

Relationship between corporate human resources

structure and operations at the plant level
In our opinion currently the relationships between human

resource policies and actual plant operations are very weak.

The human resource department has established a fairly
complete set of procedures and policies, the actual
implementation of the policies at plant level operations do not
seem to be thorough enough, no employee implement those
rules. Especially, the staffing function is very weak.
In other word there is no chain of command kind of linkage
between them. It seems that operations office can do the HR
functions by themselves like hire and fire which is in fact
corporate HR departments role function.

Relationship between corporate human resources

structure and operations at the plant level

Even in the termination form there is only Employee's

signature and Plant supervisors signature i.e. no control of the
corporate HR department at all.

Rapid expansion preventing proper dissemination of

human resource policies.
Lack of comprehensive human resource training
program.
Lack of proper human resource related internal controls.

One of their biggest problems has been getting managementespecially plant management to understand the legal and
governmental regulations affecting HR procedures.

How should Newcombe have handled this

situation?
Joyce, to find out the factual situation should conduct

the hearing of the both the parties.

Chance to Johnson was given to be with the
company by increasing his salary and appreciation to
maintain his level of motivation to learn and work with
in the company.
Joyce would have to develop the system to crosscheck any good /bad incident in any unit.
Amendment in the leave form of staff in any unit was
required.

How should Newcombe have handled this

situation?
Signatures of more than one senior and responsible

staff members would be advised by the Joyce for

termination.
Training and orientation of countries labor laws and
manuals of HR of company.
Joyce was supposed to develop any procedures to
register a complaint, grievances and suggestion to
improve the working environment of the company.
Joyce was responsible on emphasize few visits of the
staff of HR department to the unit to interact and
listen the own ground real situation and co match
with the annual evaluation performance forms of the
employees

What, if any, disciplinary action should have been taken

against the plant superintendent (Braxton) at the time of
the incident?
To find out the factual situation must conduct the

hearing of both the parties.

if the relationship was sour only with Johnson, then a
strict warning should be issued to Braxton to be more
careful in the future.
If the Braxton is having a negative attitude problem
with all the subordinates at the unit then he should be
penalized by stopping one annual increment in the
salary.
Braxton should be more trained on the policies and
procedures of the company as well as he should be
properly orientated about the countrys labor laws.

THANK YOU