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Hr Reconstruction

2.0 Problem Identification
Through the case study, in each Division, there are Human Resource Problems which are showed as following:
2.1.0 Operation Division
Operation Division is a very important division for the MAPS Ltd. But some problems have been found.
2.1.1 No guiding for "on the job" training
There is no formal induction and new staff appear to learn "on the job" in the Operation Division. According to the objective of "customer focus", it is a problem that the company doesn't provide the formal "on the job" training, the new staffs might don't know what to do, so they won't have a professional job performance and they can't serve efficient working to customers. Marthins and Jackson defined that "on the job" training (OJT), people do learn from their job experience, particularly if these experiences change over time. A manager or supervisor who trains an employee must be able to teach, as well as to show, the employee what to do" (Marthins 2000, p335)
2.1.2 Gender and Race Discrimination
According to the chart of "statistics on employees working in MAPS (2002)", we can find that, in Operation Division there is only 11.9% of female working in this division, it lead to unbalance of gender. in this Division, for Ethnicity, to compare with white (Male: 826, Female:120). There are only 4 Male and 0 Female of Minority ethnic that works in the Operations Division. So depending on the "Valuing Diversity", Gender and Race Discrimination is a problem in the Operation Division. "Both Acts (Gender and race discrimination) prohibit direct and indirect discrimination. Direct discrimination occurs when an individual is treated less favorable than another because of their gender, marital status or race. Indirect discrimination occurs when requirements are imposed that are not necessary for the job, and that may disadvantage a significantly larger proportion of one gender or racial group than another."(Beardwell 2003, p195)
2.1.3 The prejudice of the managers
As...