Trilogy Case Study

Tables of contents

The role of human resources management in organization growth

Good training policy

Recruitment process

Flexible employment policy

Evaluation of the success of human resources programs

Appraisal process of human resource policies

Recruitment and retention strategies

Employee development

Employee engagement

Effectiveness of human resource management

Task 1: Human resources management

Question 1: In reference to the Trilogy case study, discuss how HR management in the company contributed towards achievement of its organizational objectives?

Trilogy enterprise Inc. is a model organization that has utilized optimally its human resources management and development strategies to achieve its objectives of improving performance and sales. One of the strategies is developing an effective training policy. Good training policy ensures that there is effective and continuous training that is aimed at capacity and capability building. Increased competency and effectiveness is vital in increasing the company’s output. Trilogy subjects newly recruited employees to intensive training which ensures that they commit their vitality and expertise to fulfilling the goals of the organization. The intensive training is referred to as Trilogy University.

Recruitment as a major human resource aspect is instrumental in tapping the best talents that can move an organization forward in terms of innovation, profitability and growth. Trilogy’s broad mission is to search for great people and so staffing takes a central position in its recruitment policy. The company seeks for fine and experienced recruits in the job market. It searches for talented, ambitious, high achievers with a strong entrepreneurial acumen from computer departments and college career fairs. The highly qualified recruiters are easier to train and can apply their theoretic knowledge in practice, which is useful in assisting the company to achieve its long term objectives (Sim, 2006, p.62).

The work and employees’ policy is one of the most flexible in the job market. The work place policies are less strictly as the employees are free to make their own hours, have freedom of socializing, enjoy an array of amenities such as retreats and decide on their dress codes. This work environment motivates employees to work smart and hard, enhances their responsibility towards work and creates a good environment for innovation because it makes the employees “own” the work environment (Bohlander& Snell, p.39).

Question2: How will Trilogy evaluate success of their human resource management programs within the company?

In evaluating the success of human resource management programs, the organization will consider the effectiveness of specific human resource practices and policies, its contribution to achieving the goals of the organization and the effectives and efficiency of human resource function itself as a cost center. The use of Balanced scorecard approach offers the best evaluation option that the organization can use to measure the effectiveness of its human resources policies as its assessment criteria involves a mixture of indicators such as financial and non-financial measures, long and short term pointers, quantitative and qualitative measures , and outcomes and drivers of performance. Specifically, the issues that will be analysed under the balanced score card approach include whether the operation of human resource programs are efficient especially in terms of cost control, if the human resources initiatives add value to organization goals, the level of alignment of human resource programs with organization strategies, and whether the work system promotes high performance through measures such as training, motivation, and employees retention.

Question 3: In reference to the Trilogy case study, appraise the processes that the company is following currently to plan their human resource requirements. What further should Trilogy do in your opinion to plan their future human resource requirements?

Trilogy enterprise has one of the best human resources management techniques that allow a flexible work environment, excellent recruitment programs, good training policies, and superb social amenities. One of the benchmark for developing human resources is the need to grow and expand sales. These can only be achieved if the best people are recruiting. As such, the strategy of getting the best employees has played a key role in enhancing innovation and performance. However, much needs to be done to the cost involved in recruitment as it is relatively high given the fact that it is not certain if the new employee hired at a cost of $ 13,000 would offer unique skills that would enhance innovation. As such, the amount spent on hiring should be cut down and be directed to a continuous employee training that will impart employees with the latest innovations in the market. For Trilogy, the performance appraisal involves trying to understand the difficulty faced by human resource department and more so among employees and seek ways of eradicating the difficulty, understanding the strength and weaknesses of human resource department and employeesand assisting them to realize these, and make the human resources department and employees to understand and be aware of their positive contribution. Appropriate appraisal system developed by an organization should ensure that there is a human resource management structures that continuously review the performance of employees basing on ever changing business dynamics that affect the organization, assign new responsibility and create new roles for employees in line with organization goals. Further, the ability to perform new roles and adopt new responsibility should be continuously developed among employees (Sim, 2006, p.42).

Question4: Evaluate the recruitment and retention strategies being used by Trilogy. In your opinion, what further can they do to enhance their recruitment and retention strategies?).

Trilogy has good recruiting and retention policies. It recruits highly qualified graduate using intensive recruitment processes that ensure that highly qualified individuals are shortlisted for interviews and employed. The recruitment steps employed by Trilogy include Job analysis, sourcing, screening and selection and hiring. Job analysis involves identifying job needs depending on how fulfilling the job need achieves organization goal. Sourcing involves job advertisement through the media or searching for potential employees in campuses. Screening and selection involves analyzing resumes and conducting on campus interview. Once potential prospects have been identified, if conducts further screening to ensure that those it needs to hire meet organization standards and are able to assist in achieving organization goals. Finally it hires those that it is fully satisfied meet its standards.

It has internal training system (Trilogy University) that is vital in teaching new employees the organization’s culture and operations. Trilogy creates a good working environment for its employees. It offers a myriad of social amenities, offers good remuneration packages, and uses flexible employment policies that enhance self responsibility and discipline among the employees. The good working environment is essential in promoting employees retention. In my opinion, Trilogy can improve its recruitment and retention policies by adopting work –at- home policy where employees who are not confortable working as groups can work in the comfort of their homes or privacy. This would assist in reducing work places expenses and minimize work related chaos (Bohlander& Snell, p.37).

Question 5: what techniques would you suggest for employee development in Trilogy?

Human resources development can be attained by ensuring that an organization implements and participates in team building activities. This ensures that skills and knowledge are shared within the organization. In addition, human resources development can be attained by initiating counseling and mentorship of colleagues by other more competent colleagues. In cases whereby skills are lacking within a company, the organization should focus on recruiting workers from outside. This also ensures a constant flow of fresh ideas into the company (Mondy, Noe, &Gowan, 2005, p68).

Question 6: How wills these techniques enumerated above in Question 5, help in Trilogy employee engagement?

Developing human resources is an area which is often ignored by most companies. This always results in dismal worker performance and poor company growth. Developing human resources is an intensive endeavor which requires a lot of company time and resources. It is a highly intensive process incorporating revision of the employee recruitment guidelines, formulation and implementation of employee training programs and the revision of existing motivation packages. The process however results in highly competent staff and leads to increased performance, promote interest and engagement of employees, and reduced rates of migrating staff. These translate to increased company growth. Trilogy Enterprise should therefore focus on the benefits that developing human resource management entails. The techniques that Trilogy should employ when developing its human resources includeemployment that mainly involve job analysis, distribution of personnel and job induction, retention and replacement that involves promotions, reward systems and good working condition, Staff support that involve supervision, mentorship and good employer-employee relationship, and development that involves training and individual performance review. These human development techniques are useful in developing a well motivated, skilled and experienced workforce. (Bohlander& Snell, p.103).Question 7: Give a detailed analysis of how the effectiveness of human resource management strategies has helped Trilogy in supporting their organizational strategy?

Effective human resource management has been instrumental in employee motivation and retention in Trilogy enterprise. The company employscompetitive recruitment process that confirms that only highly qualified individuals are recruited. For example, in one year, it hired 262 college graduates out of 850 potential employees who had passed on campus interviews and others who had sent their resumes. Trilogy conducted 4,000 on-campus interviews and assessed 15,000 resumes in a process that cost approximately $13,000.The stringent recruitment and the cost of recruitment involved is vital in seeking highly qualified employeeswho are capableof bringing in fresh ideas and skills that would enhance innovation and invention in the company. The work environment is flexible thus ensuring employee’s comfort, motivation and responsibility. Motivation and employment freedom assists in enhancing employee happiness thus promoting good performance and employee retention. Training has been instrumental in instilling organization culture and discipline of its 700 employees and any other employees it may hire. This is vital in ensuring that each employee works towards achieving the goals of trilogy enterprise Inc. (Sim,2006,p.72).

References

Mondy, R. W., Noe, R. M., &Gowan, M. (2005).Human resource management.Upper Saddle River, N.J., Pearson Prentice Hall.

Bohlander, G. & Snell, S. (2009). Managing human resources. Florence, Cengage Learning.

Sims, R. (2006). Human resource development: today and tomorrow. Charlotte, Information age Publishing.