Identification of the Problem

(1) Before working at Prime Manufacturing Company, a garment factory, Mr. Rod Santos earned a
bachelor's degree in engineering. His assignment to the HR department, which is unrelated to
his expertise and required no prior training, was seen as a huge obstacle.
(2) Mr. Santos' performance at his former construction company was satisfactory, which caused the
company to endure an economic slowdown and may have an impact on his present position as
the new HR Manager. Lack of commitment and lack of enthusiasm in a person's or employee's
job can be detrimental to the business.
(3) In the first three months of Mr. Santos' employment, 20% of female employees and 12% of male
employees left for unspecified reasons, and he lacked experience in managing and interacting
with his staff in a way that fostered effective communication.
(4) Lack of regard for Mr. Santos’ employees in his capacity as HR Manager. Because of his
hesitation, his coworkers or subordinates started to complain.
(5) The Prime Manufacturing Company employed a worker who is unqualified to serve as an HR
Manager. Employing a worker with no prior experience in his area and outside of it has a
significant impact on the business and even more potential to ruin it.

Case Facts

Although Mr. Rod Santos' background and bachelor's degree are in the field of engineering,
where he has experience, the primary manufacturing firm immediately hired him to run the HR
department, which also includes the duty of being a Line Manager in his assigned department.
As a result, Mr. Santos lacks experience in the field of human resource management, which is
largely accepted as one of the issues with the current scenario. Also, Mr. Santos' poor
communication abilities led to his employees resigning voluntarily as a result of his lack of
positive relationships with them, which is a genuine explanation. The business took steps to
keep him informed about his current employment circumstances and assessed his performance
as an HR/Line Manager, who is primarily required to have solid communication skills as well as
well-versed and taught actions on carrying out specific responsibilities. And finally, as was
previously mentioned, he lost control of managing the department due to his lack of interest in
his work and concentration on mental tasks relating to the department. This makes him a selfish
individual who is only focused on his job, which is unacceptable in the field of human resource
management because he should also be concentrating on his people.

Analysis/Hypothesis

(1) The technical skills of Mr. Santos are unrelated to the post of HRM. One of the Core
Functions of HRM is to find the right person for the right job, and it appears that Mr. Rod
Santos doesn't fit this job at all, which may be the organization's downfall. Technical
competencies define what people need to know and be able to do (knowledge and skills to
carry out their roles effectively.
 (2) Having a rating of "satisfactory" is actually not a problem, but this garment company
operates in a very competitive worldwide market, so it will be a problem if the HR Manager
is incompetent and unable to function.
(3) Mr. Rod Santos, a recently appointed HR Manager, must inform staff members about
employment terms and conditions, expectations, opportunities for learning and
development, goals, and other matters. Because businesses take the time to explain what
they are doing and why, Mr. Rod Santos would not be able to build confidence if he failed to
do this.
(4) Seeing to it that the team members perform at a high level is one of Mr. Rod Santos' most
significant duties. It is up to Mr. Santos to decide what needs to be done to develop
knowledge and skills, and where necessary, performance. He must be able to agree on
expectations and evaluate results in light of those expectations.
(5) The framework for recruiting and selection is based on the competencies specified for a
post. The hiring of Mr. Santos, however, would have resulted in significant changes because
a job profile outlines the outcomes, responsibilities, and capabilities for each particular role.
If the company decides to choose a new HR Manager to replace Mr. Santos, they should
make sure that individual possesses the skills necessary to meet the job's standards for
productivity, efficiency, and quality as well as the personal needs of the employee.

Alternative Course of Action

Given that Mr. Santos has no prior work experience with the new organization. He is taking a big
risk with this venture. Also, his performance is inappropriate for the new business. If that’s the
case, the following alternative actions may be taken:

(1) Consult with his subordinates to learn how his job went;
(2) Hire staff immediately to carry on the tasks;
(3) Apologize; and
(4) Promote products.

Conclusion

The management of people is a skill that is necessary in the field of human resources since it
involves placing the appropriate amount, sort, and timing of people where and when they can
best contribute to the fulfillment of an organization’s goals. In this instance, Prime
Manufacturing Company’s decision to hire Mr. Santos as the director of the HR Department was
unconventional and led to poor administrative ability. Because of the HR Department’s
obviously indecisive approach and inefficient completion in the current situation, which has led
to over 20% of female employees and 12% of male employees deciding to resign without giving
specific reasons, Mr. Santos, a graduate of engineering, is incapable of managing the operation.
Overall, hiring ignorant staff can have a significant negative impact on the business, causing it to
struggle, face an economic slowdown, and perhaps permanently close its doors or disappear
from the market.
Recommendations

Managers of human resources are responsible for both strategic and operational aspects of all
HR disciplines. A human resource manager combines general business and management skills
with the expertise of an HR generalist. In this instance, Mr. Santos, who was just hired as Prime
Manufacturing Company’s HR Manager, ran into a number of obstacles that made him a failure
as a manager.

Here are some suggestions that will help him develop and become a more effective HR Manager
as well as a responsible person:

(1) Mr. Santos should train and develop himself in order to become knowledgeable on his
field, which is becoming an HR Manager, since he was from another field in the previous
company.
(2) Although Mr. Santos performed satisfactorily in his prior position, he needs to develop
and be more dedicated to his work. In order to be a successful and effective HR
Manager, he must enjoy his work.
(3) He needs to develop good interpersonal and communication skills with his subordinates.
He should be dependable and approachable by his staff. Employee turnover can be
expensive and disruptive, as a result. To estimate future losses for planning purposes
and to determine the causes of employee departure from the company, employee
turnover must be measured and its cost calculated.
(4) Mr. Santos need to be required to monitor everyone in his capacity as HR manager. The
secret to efficient human resources management is personalization. It's crucial to take
the preferences, personality, age, and aims of the person you're speaking with from the
staff into account when interacting.
(5) When hiring new staff, the Prime Manufacturing Company needs to exercise extra
caution. They need to train and critique the staff extremely carefully because poor
employee classification can hurt the business.