Loot Crate Case Study Solution

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Introduction The company that we found called “loot crate”. It was a company that when the customers subscribed them on the internet, they would send the crate, which includes some product of comic, sport, or video games, to the customers monthly. It liked a monthly magazine. The Customers could get the goods they like every month. Discussion We found some resource from the website called Glassdoor. In the website, we could get some response about the job and the company. Most of the employees’ feedback was talking about the problem of the management. Suggestion 1. According to a former employee, the leader of the company never knew why the employees were leaving. They never tried to find out the problem. They just kept cutting back the money…show more content…
As an HR management, notice that CEO bring in his fraternity friends. The first thing the management has to do is to make sure the workability. If the employees, who are CEO’s fraternity friends, are ineligibility. The HR management should try to deny CEO’s decision. However, if CEO still persist to hire his friends. HR management should have some evidence, such as performance, to prove that the employees are not suitable. If the problem is from the CEO the HR have to try to let the board of director know about these problems. In addition, the problem of CXO seems more simple. CXO is the way that customers can contact with the company. Customers are always in a first way for a CXO. He shouldn’t fight against the customers. Although making the company a good figure is necessary, CXO still has to force on his work. It’s better to let CXO know that what he did wrong and he has to change. Otherwise, the figure of the company might be hurt and all the things that post on internet customers will think it a fake information. Suggestion…show more content…
And he, the HR also have to hold the responsibility guiding, or warning if required, the employee for a good working environment. For this they have to go through some activities such as implementing some conflict policies, and manage some programs for conflict- resolution programs. He should also have a record on the employee communication in the conflict and also the costs that are involved for efforts that are made for resolving that conflicts. These HR people are normally trained about resolving the conflicts, in their training period. Sometimes, HR may not come to know about the workplace conflicts as soon as they happen which may relust, happening the situation more worse, some employees lean=ving their jobs and some people harming themselves which effects the company’s reputation. And in that cases, the line managers have to act like HR by warning the employees and making the environment cool for that time and informing the HR immediately about the situation. If the situation is not able to get controlled by the manager, the HR should be in the scene immediately, and should resolve it and if it is couldn’t get controlled even by the HR, some outside specialist should be brought in to settle up the matter. (https://www.shrm.org/resourcesand
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