You are hired as the HR director for the fictitious Motors and More, Inc. This business-to-
business sales company manufactures small motors and accessories for industrial and home
products. The industry is highly competitive and the company follows a prospector strategy.
A prospector strategy takes advantage of new markets and products. Organizational emphasis is
on growth, innovation, and new product development. A prospector wants to be first to the
market. To respond to competitive and rapidly changing markets, prospectors have flexible, flat,
and decentralized organizational structures.
Motors and More is headquartered in a small southern town of 28,000 people, with a low
unemployment rate of 3.1%. This means that demand for workers exceeds labor supply. There is
a technical school and a community college within 50 miles of Motors and More. Motors and
More’s president is a former military and is highly patriotic. He is committed to staying in the
community. Recently, other local companies have experienced labor organizing activities.
Motors and More employs 116 people. Until you were hired, there was no HR department.
Recently, the organization’s employee turnover rate has been higher than normal. The marketing
and sales department continues to sell products to an expanding market. Because of this
increased product demand, output must be increased by 96 percent.
In Motors and More, 88% of the employees are Caucasian. Except for one female supervisor in
the customer service department, the president and all other managers are Caucasian men.
Promotions have been based on seniority. Local labor market is approximately 48% minority,
with a growing Hispanic and Kurdish population not fully accepted into the community.
All the employees in manufacturing (including quality control), customer service and operations
(responsible for shipping and receiving; distribution of raw materials, components parts and
finished goods inventory; and maintenance and cleaning) have at least a high school degree or
GED. The organization provides some skills training courses. Please refer to the organizational
chart in Figure 1 for more details.
MGT 3302 Case study
This case was adapted from McCain, D. (2007). Society for Human Resource Management.
- Describe a typical HR department, not one for Motors and More. Include:
a. A chart for the HR department, with each position properly labeled (job title).
[20 pts: a clear illustration of the chart (5 pts), positions properly labeled encompassing major
HRM functions (10 pts), hierarchical structure (5pts)]
b. For each position, show:
i. Objective [10 pts].
ii. Expected outcomes [10 pts].
iii. Activities to perform to produce the expected outcomes [10 pts].
iv. Competencies necessary to perform the activities [10 pts].
- Given the size of Motors and More, indicate:
a. Which positions identified in your typical HR department (#1 above) should be
combined or eliminated to reduce the number of HR employees (10 pts).
b. Create a new chart, specific for the HR department of Motors and More (10 pts).
c. Identify and label each position in Motors and More’s HR Department chart (10 pts).
d. For each position, show:
i. Objective [10 pts].
ii. Expected outcomes [10 pts].
iii. Activities to perform to produce the expected outcomes [10 pts].
iv. Competencies necessary to perform the activities [10 pts].
- Discuss the differences in the organizational charts you showed in numbers 1 and 2 above
[50 pts: listing the differences; explain why the positions or structures fit or works best in the
organization in comparison with the typical chart; provide rationales based on the situations,
characteristics, and goals of the Motors and More, Inc; other ideas or thoughts relating to the
case study].
Full Answer Section
- Expected Outcomes: A high-performing workforce, strong organizational culture, effective talent management processes, legal compliance, and a positive return on investment in human capital.
- Activities to Perform: Develop HR strategies, advise the CEO and executive team on HR-related issues, oversee all HR functions, manage the HR budget, ensure legal compliance, lead organizational development initiatives, and foster a positive employee relations environment.
- Competencies Necessary: Strategic thinking, executive leadership, financial acumen, change management, communication (written and verbal), negotiation, knowledge of employment law, and business acumen.
ii. Vice President, Talent Acquisition & Development
- Objective: Lead the development and execution of strategies to attract, recruit, develop, and retain top talent within the organization.
- Expected Outcomes: Reduced time-to-hire, improved quality of hires, increased employee engagement, enhanced employee skills and competencies, and a strong talent pipeline.
- Activities to Perform: Develop talent acquisition strategies, oversee recruitment efforts, design and implement learning and development programs, manage performance management processes, and lead succession planning initiatives.
- Competencies Necessary: Talent acquisition expertise, learning and development principles, performance management methodologies, strategic planning, project management, communication, and leadership.
iii. Vice President, HR Operations & Total Rewards
- Objective: Oversee the operational aspects of HR, including compensation, benefits, HR technology, analytics, and employee relations, ensuring efficiency, compliance, and employee satisfaction.
- Expected Outcomes: Competitive and equitable compensation and benefits programs, efficient HR processes, accurate HR data and reporting, positive employee relations, and legal compliance.
- Activities to Perform: Develop and manage compensation and benefits programs, oversee HR technology systems, lead HR analytics efforts, manage employee relations issues, and ensure compliance with labor laws.
- Competencies Necessary: Compensation and benefits administration, HR technology expertise, data analysis and interpretation, employee relations principles, knowledge of employment law, and process optimization.
iv. Director, Talent Acquisition
- Objective: Develop and implement strategies to attract and recruit qualified candidates for all open positions within the organization.
- Expected Outcomes: Timely filling of vacancies, high-quality candidate pools, reduced cost-per-hire, and a positive candidate experience.
- Activities to Perform: Develop recruitment plans, manage relationships with recruitment agencies, source candidates through various channels, screen applications, conduct interviews, and manage the offer process.
- Competencies Necessary: Recruitment expertise, sourcing techniques, interviewing skills, knowledge of employment law, communication, and negotiation.
v. Director, Learning & Development
- Objective: Design, develop, and deliver learning and development programs to enhance employee skills, knowledge, and performance.
- Expected Outcomes: Improved employee performance, increased employee engagement, enhanced organizational capabilities, and support for strategic initiatives.
- Activities to Perform: Conduct training needs assessments, design training materials, deliver training sessions, evaluate training effectiveness, and manage the learning management system.
- Competencies Necessary: Instructional design, training delivery skills, adult learning principles, needs assessment, evaluation methodologies, and communication.
vi. Director, Compensation & Benefits
- Objective: Develop and administer fair, equitable, and competitive compensation and benefits programs that attract, retain, and motivate employees.
- Expected Outcomes: Competitive pay structures, effective benefits administration, high employee satisfaction with total rewards, and compliance with compensation and benefits regulations.
- Activities to Perform: Conduct salary surveys, develop pay scales, manage benefits enrollment and administration, ensure compliance with regulations, and communicate total rewards information to employees.
- Competencies Necessary: Compensation administration, benefits administration, knowledge of compensation and benefits laws, analytical skills, and communication.
vii. Director, HR Technology & Analytics
- Objective: Manage and optimize the organization's HR technology systems and leverage data analytics to provide insights for strategic HR decision-making.
- Expected Outcomes: Efficient HR processes, accurate HR data, insightful reports and dashboards, and data-driven recommendations for HR improvements.
- Activities to Perform: Manage the HRIS, implement new HR technologies, develop HR reports and analytics, ensure data integrity, and provide insights to HR leadership.
- Competencies Necessary: HR technology expertise (HRIS), data analysis and interpretation, reporting skills, project management, and understanding of HR processes.
viii. Director, Employee Relations
- Objective: Foster positive employee relations, manage employee grievances, ensure compliance with labor laws, and support a fair and respectful work environment.
- Expected Outcomes: Positive employee morale, effective conflict resolution, legal compliance, and a productive work environment.
- Activities to Perform: Develop employee relations policies, investigate employee grievances, provide guidance on disciplinary actions, ensure compliance with labor laws, and facilitate communication between employees and management.
- Competencies Necessary: Employee relations principles, conflict resolution skills, knowledge of employment law, investigation skills, and communication.
ix. Recruitment Manager
- Objective: Oversee the day-to-day activities of the recruitment team and ensure the efficient and effective sourcing and hiring of qualified candidates.
- Expected Outcomes: Timely filling of vacancies, effective management of recruiters, and adherence to recruitment metrics.
- Activities to Perform: Supervise recruiters, manage recruitment processes, track recruitment metrics, and ensure a positive candidate experience.
- Competencies Necessary: Recruitment expertise, team leadership, process management, and communication.
Sample Answer
b. For each position, show:
i. Chief Human Resources Officer (CHRO)
- Objective: Develop and execute the human resource strategy in support of the overall business plan and strategic direction of the organization, focusing on talent acquisition, development, engagement,