Contents
This report answers the following questions on the case study - - 1 - What legal issues does Gemma need to take into account in designing a redundancy process? Is Alan's suggestion of targeting people closer to retirement age a feasible approach?
- 2 - How does Gemma configure the HRIMS to provide useful data about the company's workforce? What sorts of workforce data reports should the system generate?
- 3 - What kind of HR planning process would be appropriate at this point in the company's development? Would a qualitative or quantitative approach be more effective? Why?
- 4 - What would be advantages and disadvantages of the company devolving or outsourcing operational and administrative HR functions? What would Gemma reccomend and why?
Description
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