Human Resource Management Case Study

Therefore, the company as a whole has continued to lag behind in terms of finding new business ideas that informed businesses are implementing in various parts of the world. That being the case, the organization has continued to carry on with its archaic means of data storage and dissemination with a slow process of serving and giving feedback on organizational documents that might require faster communication. Thus, this element of lack of creativity has not helped the company in any case. In the modern day, companies that want to compete on an international scale should come up with the right strategies for ensuring creativity and innovation at all business levels (Hult, Hurley & Knight, 2004).

The lack of use of technology today has also led to poor human resource management. In recent years, HRM has become a digital function. Many organizations have recorded their staff data in databases, and their details are thus shareable among the various departments in the organization. Apparently, this is not the case at my company. A lack of incentive to adopt the use of technology has made the organization lag behind with regards to ensuring proper human resource management. As things stand currently, it is hard to figure truly out employee details, when they were hired and how much they are earning every other year.

The organizational structure, for instance, had a major impact on this turn of events. Ever since the company’s inception, the leaders have adopted a rather aristocratic form of leadership. The players in the upper echelons of the organization structure deem themselves all-knowing and thus it is quite hard for them to take views or ideas from the lower tier staff members. Therefore, most of the things that are implemented in the organization come from above rather than there being input from all segments of the organization (Dennis,