QUESTIONS Read and analyze the above case study and then answer the questions that follow. 1. The second paragraph states that Timoci disagrees with Peter Drucker's, a respected management scholar's view that work in HRM is nothing more than the work of a file clerk. Discuss a few changing trends in human resource management and in the world of work that make Peter Drucker's assertion incorrect. Furthermore, explain why it is necessary even for smaller firms to be concerned with HRM. Provide examples to illustrate your discussions. 2. Despite suggestions of downsizing, both Timoci and Kamala wish to retain the majority of its senior and experienced employees who otherwise may prefer to retire during the restructuring process. Discuss a few incentives and other retention techniques that management at Your Choice Stores Ltd. could implement to retrain these valued employees. Explain your answer with relevant examples. 3. Timoci, in his new business organization, is seriously contemplating adopting Your Choice Stores Ltd.'s strategy of outsourcing its essential HR function (including payroll) to a few renowned external vendors. However, Timoci is also well aware of the many challenges outsourcing poses to his organization. Describe the pros and cons of outsourcing the majority of Your Choice Stores Ltd.'s HR functions to some independent vendor for 10 years. 4. Your Choice Stores Ltd. anticipates creating numerous in-house vacancies after the restructuring process. Timoci has decided to adopt an online recruitment and selection strategy to fill all future positions at the organization. Discuss why companies such as Your Choice Stores Ltd would prefer to adopt online recruitment and selection process at its premises. Furthermore, from the company's perspective, discuss disadvantages associated with the use of online recruitment/ selection processes. 5. Being a first-year university HRM student, Timoci invites you to help him draft an ideal occupational health and safety management program at Your Choice Stores Ltd. Write a short management training program outlining the contents of a good health safety management program for institutions like the Your Choice Stores Ltd.

Addressing the differences in the way that The Cheapest Supermarket Ltd and Your Stores Ltd manage their HR issues and processes. As Timoci enters Kamala's office, she rises from behind her desk and ushers him to the upholstered chairs and coffee table that lie to the left of the office. She is smiling. 'Well Timoci', she begins, 'You've certainly given me a lot to think about! Must admit I've been focused more on the financial side of the acquisition and the new venture and hadn't even thought about the workforce issues, Thanks for reminding me! She goes on to say that she agrees that the issues Timoci has raised are important and integral to the business plan; She then assigns him some tasks. About the downsizing of the Your Choice stores, she asks Timoci to determine exactly how many full-time positions should be abolished or converted into part-time or casual positions and to recommend a process for identifying which employees would be made redundant. Both agree on targeting employees who are closer to retirement age for various economic and social reasons. She also instructs Timoci to ensure that employee and workforce data for the existing Your Choice employees are uploaded to the existing HRIMS as soon as possible and to configure the system to provide data that will help the company to develop a staffing plan, something which has never been done before. Kamala also wants to internally track workforce trends and identify potential problems well before they become too large. She charges Timoci with responsibility for coordinating the HR planning process and promotion of occupational safety and health requirements at the workplace. Finally, Timoci expresses interest in the possibility of restructuring HR, though he isn't entirely sure which model would be better. Kamala concedes, however, that given the company's acquisition and growth plans, it seems somewhat wasteful to have HR focused on administration aspects when there were higher level roles to be performed. She asks Timoci to explore the options in more detail and to provide her with a further paper outlining the implications of devolving day- to-day HR functions such as recruiting to store managers and outsourcing the payroll function entirely. At the end of their conversation, Kamala shakes Timoci's hand and thanks him for his foresight and initiative. Timoci can barely keep the smile from his face as he leaves Kamala's office and 3 returns to his desk. Surely, this is what being a 'strategic partner' is all about, he thinks. Now the work starts! Addressing the differences in the way that The Cheapest Supermarket Ltd and Your Stores Ltd manage their HR issues and processes. As Timoci enters Kamala's office, she rises from behind her desk and ushers him to the upholstered chairs and coffee table that lie to the left of the office. She is smiling. 'Well Timoci', she begins, 'You've certainly given me a lot to think about! Must admit I've been focused more on the financial side of the acquisition and the new venture and hadn't even thought about the workforce issues, Thanks for reminding me! She goes on to say that she agrees that the issues Timoci has raised are important and integral to the business plan; She then assigns him some tasks. About the downsizing of the Your Choice stores, she asks Timoci to determine exactly how many full-time positions should be abolished or converted into part-time or casual positions and to recommend a process for identifying which employees would be made redundant. Both agree on targeting employees who are closer to retirement age for various economic and social reasons. She also instructs Timoci to ensure that employee and workforce data for the existing Your Choice employees are uploaded to the existing HRIMS as soon as possible and to configure the system to provide data that will help the company to develop a staffing plan, something which has never been done before. Kamala also wants to internally track workforce trends and identify potential problems well before they become too large. She charges Timoci with responsibility for coordinating the HR planning process and promotion of occupational safety and health requirements at the workplace. Finally, Timoci expresses interest in the possibility of restructuring HR, though he isn't entirely sure which model would be better. Kamala concedes, however, that given the company's acquisition and growth plans, it seems somewhat wasteful to have HR focused on administration aspects when there were higher level roles to be performed. She asks Timoci to explore the options in more detail and to provide her with a further paper outlining the implications of devolving day- to-day HR functions such as recruiting to store managers and outsourcing the payroll function entirely. At the end of their conversation, Kamala shakes Timoci's hand and thanks him for his foresight and initiative. Timoci can barely keep the smile from his face as he leaves Kamala's office and 3 returns to his desk. Surely, this is what being a 'strategic partner' is all about, he thinks. Now the work starts! Addressing the differences in the way that The Cheapest Supermarket Ltd and Your Stores Ltd manage their HR issues and processes. As Timoci enters Kamala's office, she rises from behind her desk and ushers him to the upholstered chairs and coffee table that lie to the left of the office. She is smiling. 'Well Timoci', she begins, 'You've certainly given me a lot to think about! Must admit I've been focused more on the financial side of the acquisition and the new venture and hadn't even thought about the workforce issues, Thanks for reminding me! She goes on to say that she agrees that the issues Timoci has raised are important and integral to the business plan; She then assigns him some tasks. About the downsizing of the Your Choice stores, she asks Timoci to determine exactly how many full-time positions should be abolished or converted into part-time or casual positions and to recommend a process for identifying which employees would be made redundant. Both agree on targeting employees who are closer to retirement age for various economic and social reasons. She also instructs Timoci to ensure that employee and workforce data for the existing Your Choice employees are uploaded to the existing HRIMS as soon as possible and to configure the system to provide data that will help the company to develop a staffing plan, something which has never been done before. Kamala also wants to internally track workforce trends and identify potential problems well before they become too large. She charges Timoci with responsibility for coordinating the HR planning process and promotion of occupational safety and health requirements at the workplace. Finally, Timoci expresses interest in the possibility of restructuring HR, though he isn't entirely sure which model would be better. Kamala concedes, however, that given the company's acquisition and growth plans, it seems somewhat wasteful to have HR focused on administration aspects when there were higher level roles to be performed. She asks Timoci to explore the options in more detail and to provide her with a further paper outlining the implications of devolving day- to-day HR functions such as recruiting to store managers and outsourcing the payroll function entirely. At the end of their conversation, Kamala shakes Timoci's hand and thanks him for his foresight and initiative. Timoci can barely keep the smile from his face as he leaves Kamala's office and 3 returns to his desk. Surely, this is what being a 'strategic partner' is all about, he thinks. Now the work starts