The Human Resource Director claimed one of the employees is unfit to work in the industry.
Helmi is a Diploma in Culinary Art student in Segi University. Industrial internship is part of the course requirement. He went to one of the luxurious beach resort in Langkawi for his internship. Helmi has to complete 7 weeks in Kitchen Operation and 6 weeks in Restaurant Operation from 10 October until 7 January. Helmi was a good intern and he followed all the shifts and job that has been assign for him. Overall he was a well behaved intern. As a typical internship student does, Helmi accumulated all his public holidays’ leaves and claim it towards the end of the internship period.
The month of December is the busiest month for the resort. The resort offers a beach private candle light dining as part of their main attraction for the in-house and walk-in guest. The resort also offer event to be held on the beach for various occasions including, wedding, engagement, corporate dinner, season party and etc. In-addition, during the month of December, the workload is added for Christmas Eve Dinner and New Years Eve Dinner and to top everything more, there is one particular beach wedding event that have 350 invited a guest from all over the world. The resort foresees and had planned all measurable action to be ready for the busiest month especially in human capital. Few numbers of part-timers were hired for the whole month and mostly they are the secondary school student and SPM leaver.
Helmi were in the Restaurant Operation, Bar Department. With the scars of man power for the resort, work schedule for Helmi is a bit challenging particularly within fourth and fifth week in December. Helmi were schedule to have a day off on Monday (19-Dec). He has been always asked to work overtime for almost every day. His next day off were schedule on Wednesday (29-Dec) which is total of 10 days before his last off day. On 27 Dec Helmi fall sick with fever and swollen feet and had a medical leave for 3 days from the panel clinic. Helmi came to fulfil his shift despite his unfit to work for that day. He has the intention only to fulfil his shift since the resort is facing a shortage of manpower. Unfortunately, he has been force to do overtime. The next day, his health worsens but yet he still came to work and intended only to fulfil his shift. Despite he is currently unfit to work, he mentions to the manager about his condition and the manager acknowledges and grants him to end working when his shift is done. When Helmi is about to finish his shift the manager holds him to do overtime. He complete the overtime with the total working period from 9 am until 11.00 pm with only lunch break. Helmi then went home and plan not to work tomorrow and use the remaining 1 day medical leave that he has. On the particular night, His father make call to ask about his well being and he tell his condition to his dad. Helmi’s intention not to complaint but always just to tell about his condition. Without his aware, Helmi’s dad call the university career centre and ask for explanation about his son condition in the internship placement. The career centre called the Human Resource Director to seek further explanation.
At 30 December, Helmi was called by the HR Director to discuss the situation. She claimed that Helmi was unfit to work in the industry and terminate his internship on the very day even he only have 3 more days to complete his internship period.
1.Analyse the case study
2.Recommend of helmi
3.Suggest of hr department
4.Implementation plan
pls help...how to answer it?i have no idea>.<
From Malaysia, Ampang
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Helmi is a Diploma in Culinary Art student in Segi University. Industrial internship is part of the course requirement. He went to one of the luxurious beach resort in Langkawi for his internship. Helmi has to complete 7 weeks in Kitchen Operation and 6 weeks in Restaurant Operation from 10 October until 7 January. Helmi was a good intern and he followed all the shifts and job that has been assign for him. Overall he was a well behaved intern. As a typical internship student does, Helmi accumulated all his public holidays’ leaves and claim it towards the end of the internship period.
The month of December is the busiest month for the resort. The resort offers a beach private candle light dining as part of their main attraction for the in-house and walk-in guest. The resort also offer event to be held on the beach for various occasions including, wedding, engagement, corporate dinner, season party and etc. In-addition, during the month of December, the workload is added for Christmas Eve Dinner and New Years Eve Dinner and to top everything more, there is one particular beach wedding event that have 350 invited a guest from all over the world. The resort foresees and had planned all measurable action to be ready for the busiest month especially in human capital. Few numbers of part-timers were hired for the whole month and mostly they are the secondary school student and SPM leaver.
Helmi were in the Restaurant Operation, Bar Department. With the scars of man power for the resort, work schedule for Helmi is a bit challenging particularly within fourth and fifth week in December. Helmi were schedule to have a day off on Monday (19-Dec). He has been always asked to work overtime for almost every day. His next day off were schedule on Wednesday (29-Dec) which is total of 10 days before his last off day. On 27 Dec Helmi fall sick with fever and swollen feet and had a medical leave for 3 days from the panel clinic. Helmi came to fulfil his shift despite his unfit to work for that day. He has the intention only to fulfil his shift since the resort is facing a shortage of manpower. Unfortunately, he has been force to do overtime. The next day, his health worsens but yet he still came to work and intended only to fulfil his shift. Despite he is currently unfit to work, he mentions to the manager about his condition and the manager acknowledges and grants him to end working when his shift is done. When Helmi is about to finish his shift the manager holds him to do overtime. He complete the overtime with the total working period from 9 am until 11.00 pm with only lunch break. Helmi then went home and plan not to work tomorrow and use the remaining 1 day medical leave that he has. On the particular night, His father make call to ask about his well being and he tell his condition to his dad. Helmi’s intention not to complaint but always just to tell about his condition. Without his aware, Helmi’s dad call the university career centre and ask for explanation about his son condition in the internship placement. The career centre called the Human Resource Director to seek further explanation.
At 30 December, Helmi was called by the HR Director to discuss the situation. She claimed that Helmi was unfit to work in the industry and terminate his internship on the very day even he only have 3 more days to complete his internship period.
1.Analyse the case study
2.Recommend of helmi
3.Suggest of hr department
4.Implementation plan
pls help...how to answer it?i have no idea>.<
From Malaysia, Ampang
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Is this your assignment question? If so, what course are you pursuing and what's your background? The way to go about it is to read, read, and read the case study, digest its contents, and then start analyzing it.
From United Kingdom
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1639From United Kingdom
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I take course of diploma in baking. this is hr course... i dont know how to analysis how to give suggestion suggestion=plan???
From Malaysia, Ampang
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From Malaysia, Ampang
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Dear Anonymous,
In my opinion, considering a trainee's ability to handle pressure during his internship, I don't think anybody should force anyone to do overtime. An average employee understands the company's needs and has an urge to contribute during busy times, as he/she is aware of the golden rules of the hotel industry. We can't expect the same from a trainee, and moreover, no one, regardless of who they are, should be forced to work if they are physically unfit.
Therefore, if the root of the problem is addressed by the operational manager, then the incident would have never escalated to the HR director.
Jayeeta
From India, Calcutta
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In my opinion, considering a trainee's ability to handle pressure during his internship, I don't think anybody should force anyone to do overtime. An average employee understands the company's needs and has an urge to contribute during busy times, as he/she is aware of the golden rules of the hotel industry. We can't expect the same from a trainee, and moreover, no one, regardless of who they are, should be forced to work if they are physically unfit.
Therefore, if the root of the problem is addressed by the operational manager, then the incident would have never escalated to the HR director.
Jayeeta
From India, Calcutta
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Dear friend anonymous,
I do share my doubt with Mr. Simhan that the anecdote narrated and the queries asked clearly show that it must be your assignment relating to the written analysis of cases. Anyway, as pointed out by Mr. Simhan, had you given a thorough reading and expressed your views of the problem from your own perspective and sought the views of others, it would have been better. The incident you've narrated reminds me of an episode of the serial "Hell's Kitchen" telecast on a popular English T.V Channel. Since the central issue of the case is a lack of situation management both on the part of the poor intern and the inconsiderate managers of the busy Beach Resort, I shall try to answer your questions in the order they are posed.
Firstly, let us analyze the case in the backdrop of the prevailing ubiquitous practice followed in the hospitality industry concerning the engagement of interns or trade apprentices. The engagement of students as apprentices from catering institutes as part of their curriculum is a cheap and indirect source of employment for the hotel industry everywhere now. Their manpower planning during peak business seasons is designed in such a way that the interns outnumber the regular employees. Even though it is perfectly plausible that the success of a professional in their career depends on the effectiveness of their apprenticeship, the individual's physical capacity should not be completely overlooked. Serving a large number of customers continuously for a long time in a bar during festive occasions is highly demanding work. In such an extraordinary situation, a prudent Beverage Manager should arrange for extra hands to substitute the exhausted workforce in quick succession. Despite his illness and against medical advice, the intern, in his excess of enthusiasm, tried to take on more than he could handle that day. Though fully aware of it, the manager was so inconsiderate and ruthless to have insisted on overtime work. When the intern, like any other teenager, casually mentioned his illness to his father during their usual conversation, the annoyed father, in his angst, brought it to the university's attention. When the University sought an explanation from the H.R. Director of the Resort, perhaps she might have taken it as a prestige issue and, in an attempt at preemption, held an eye-wash inquiry and hastily terminated his internship with just 3 days remaining for its actual completion. Thus, this is a case of a lack of situation management.
Secondly, my advice to Helmi is that in work-life or personal life, one should not try to take on more than they can handle by losing equanimity of mind.
The HR department should obtain necessary inputs from the operations or service departments well ahead of the peak business seasons and devise adequate manpower planning. Any operational challenges that may arise during the season should be anticipated, and remedial measures should be put in place. The HR head, like the one mentioned in the episode, should not hastily act in a defensive mode but look into the crux of the problem and make decisions in the right direction of eliminating the problems rather than eliminating people as scapegoats.
Hope you will devise the implementation program yourself, okay?
From India, Salem
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I do share my doubt with Mr. Simhan that the anecdote narrated and the queries asked clearly show that it must be your assignment relating to the written analysis of cases. Anyway, as pointed out by Mr. Simhan, had you given a thorough reading and expressed your views of the problem from your own perspective and sought the views of others, it would have been better. The incident you've narrated reminds me of an episode of the serial "Hell's Kitchen" telecast on a popular English T.V Channel. Since the central issue of the case is a lack of situation management both on the part of the poor intern and the inconsiderate managers of the busy Beach Resort, I shall try to answer your questions in the order they are posed.
Firstly, let us analyze the case in the backdrop of the prevailing ubiquitous practice followed in the hospitality industry concerning the engagement of interns or trade apprentices. The engagement of students as apprentices from catering institutes as part of their curriculum is a cheap and indirect source of employment for the hotel industry everywhere now. Their manpower planning during peak business seasons is designed in such a way that the interns outnumber the regular employees. Even though it is perfectly plausible that the success of a professional in their career depends on the effectiveness of their apprenticeship, the individual's physical capacity should not be completely overlooked. Serving a large number of customers continuously for a long time in a bar during festive occasions is highly demanding work. In such an extraordinary situation, a prudent Beverage Manager should arrange for extra hands to substitute the exhausted workforce in quick succession. Despite his illness and against medical advice, the intern, in his excess of enthusiasm, tried to take on more than he could handle that day. Though fully aware of it, the manager was so inconsiderate and ruthless to have insisted on overtime work. When the intern, like any other teenager, casually mentioned his illness to his father during their usual conversation, the annoyed father, in his angst, brought it to the university's attention. When the University sought an explanation from the H.R. Director of the Resort, perhaps she might have taken it as a prestige issue and, in an attempt at preemption, held an eye-wash inquiry and hastily terminated his internship with just 3 days remaining for its actual completion. Thus, this is a case of a lack of situation management.
Secondly, my advice to Helmi is that in work-life or personal life, one should not try to take on more than they can handle by losing equanimity of mind.
The HR department should obtain necessary inputs from the operations or service departments well ahead of the peak business seasons and devise adequate manpower planning. Any operational challenges that may arise during the season should be anticipated, and remedial measures should be put in place. The HR head, like the one mentioned in the episode, should not hastily act in a defensive mode but look into the crux of the problem and make decisions in the right direction of eliminating the problems rather than eliminating people as scapegoats.
Hope you will devise the implementation program yourself, okay?
From India, Salem
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Industrial Relations Management.pdf