Regarding Manpower Planning, Richard had cut staff levels to the point where the departments themselves were being compromised. However, it should be noted that this was being done by Richard due to his own unsavory goals and plans, but at any rate, Richard's actions make an important point. When manpower levels are cut to unsafe levels, for whatever the reason, disaster is likely to follow.
Employee Motivation was crushed by Richard both by his policies and his actions. When he cut staff levels as was mentioned before, those who remained in the staff were displeased at being forced into assuming more work volume, suspicious of Richard's motivations in slashing the staff levels, and left to fear for their own positions. Beyond this, once it was apparent that there were ulterior motives for Richard to be doing what he was doing, the staff members became more and more disillusioned with the company because it appeared that Richard was being rewarded for bad behavior, selfishness, and a seemingly endless supply of power that he was free to exploit whenever it suited him.
Overall, what we see in Richard's...
Therefore, it is the duty of HR professionals to closely monitor individuals to prevent this from happening.
Solutions for the Problem
Lastly, solutions for the problem that Richard created are presented in order to try to avert another huge problem:
AVOID CREATION of CONCLICTS of INTEREST- When Richard was given supervision of a key department that could pick out flaws in his performance and that would compromise his earnings, a serious conflict of interests arose. Therefore, job responsibilities must be carefully planned to avoid conflicts of interest.
REHAB COMPENSATION SYSTEMS- Take away bonus programs that motivate managers to commit fraud and other misdeeds to fatten their own paychecks. In doing this, the only motivation will be to perform well, fairly and ethically.
In closing, what should be understood is that proper planning of job functions can avoid a huge amount of later problems.
Human Resources
