Case Study 1: The New Human Resource Manager

I. Introduction

Prime Manufacturing Company is a garment factory that employs 1250 employees of varied skills. It is
composed of two teams known as the production department and the maintenance department. The
production department consists of 75% women who are assigned for sewing, packaging, and quality
control. The maintenance department is composed of 25% men of all employees who are assigned to be
the machine operators. Due to the huge amount of employees under the production department, the
prime manufacturing company thought that they needed to be supervised, so they decided to hire a
human resource manager to lead the department.

II. Statement of the Problem

After Rod Santos was hired as the new HR manager, a sudden problem occurred. 20% of women
employees and 12% of male employees resigned due to unspecified reasons, yet there was no exit
interview conducted for them. After Mr. Santos and Mr. Mabilangan, the general manager, had a talk,
Mr. Mabilangan thinks of the possible reasons why a massive resignation happened. An idea made to his
mind due to the complaints of his subordinates which make the possible reasons of the problem. First is
the different profession from being in the field of engineering to being an HR manager. Second is Mr.
Rod Santos incompetence which made him show lack of interest in his employment, and 3 rd is lost
control as the HR manager.

III. Hypothesis/Assumptions

The company hypothesizes that the resignation of employees is due to the incompetence of the new HR
manager, Mr. Rod Santos. They believe that he has shown a lack of interest in his employment and has
lost control as the HR manager. The assumption is that the new HR manager is not capable of handling
the responsibilities of his job due to his different profession from being in the field of engineering to
being an HR manager.

IV. Alternative Courses of Action

After analyzing the situation, there are several possible courses of action that the Prime Manufacturing
Company can take to address the problem of mass resignation among their employees. Here are some
of the alternatives that the company can consider:

1. Conduct exit interviews with the resigned employees – The company can conduct exit
interviews with the resigned employees to get insights about their reasons for leaving.
This can provide valuable information that can help the company identify and address
the root cause of the problem.
 2. Improve employee engagement – The company can create programs or activities that
can help improve employee engagement. This can include team-building activities,
career development programs, or employee recognition programs.
3. Provide better compensation and benefits – The company can consider increasing the
compensation and benefits package of their employees to make their job more
attractive and competitive. This can include providing health benefits, bonuses, and
incentives.
4. Hire a consultant – The company can hire an external consultant to conduct a thorough
investigation and analysis of the problem. The consultant can provide an objective view
of the situation and recommend effective solutions.
5. Provide training and development programs for the HR department – The company can
provide training and development programs for the HR department to improve their
skills and competencies. This can help them become more effective in managing the
employees and addressing their concerns.

V. Solution

Based on the alternatives presented above, the company can take the following steps to address the
problem:

1. Conduct exit interviews with the resigned employees – This can help the company get valuable
insights about the reasons why employees are leaving. The company can use this information to
identify the root cause of the problem and develop effective solutions.
2. Improve employee engagement – The company can create programs or activities that can help
improve employee engagement. This can include team-building activities, career development
programs, or employee recognition programs.
3. Provide better compensation and benefits – The company can consider increasing the
compensation and benefits package of their employees to make their job more attractive and
competitive.
4. Hire a consultant – The company can hire an external consultant to conduct a thorough
investigation and analysis of the problem. The consultant can provide an objective view of the
situation and recommend effective solutions.
5. Provide training and development programs for the HR department – The company can provide
training and development programs for the HR department to improve their skills and
competencies.

VI. Conclusion

The problem of mass resignation among the employees of the Prime Manufacturing Company is a
serious concern that needs to be addressed. The company needs to take immediate action to identify
the root cause of the problem and develop effective solutions to address it. By conducting exit
interviews, improving employee engagement, providing better compensation and benefits, hiring a
consultant, and providing training and development programs for the HR department, the company can
improve employee retention and maintain the quality of their service.
 VII. Recommendations

Based on the analysis and solution presented above, here are some recommendations for the Prime
Manufacturing Company:

1. Conduct regular employee engagement surveys to monitor employee satisfaction and