Critical Incident analysis-HRM

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Critical Incident analysis
Focus on a single incident where a manager’s HR-related actions
had either a positive or negative effect upon that manager’s
subordinate(s). Describe the manager’s actions, analyze the reason for
the action, and evaluate the resulting outcome.

Structure of your paper:

1. Brief case. The first half of the paper will be written up like a
case study. In this section, describe the incident as a brief “story”
which provides the key facts of the incident.

2. Analysis and Evaluation. Using the facts of your case, provide a
brief analysis of the observed outcome and the reasons behind that
outcome. Evaluate that result (either positive or negative) in terms of
outcomes important to the company.

3. Lessons learned . Present what you believe the key learning points
are from your incident.

Critical Incident analysis-HRM

The purpose of this paper is for you to try to think about how
management practices help to shape and guide employee behaviors, in both
positive and negative directions.

My personal experience (please elaborate according to this story)

I’d like to introduce my previous internship experience in a securities
company. There are many departments in this securities company. My
department is the “Asset Management” department, with only 30 employees.
In the first quarter of that year, the company’s overall performance was
very good, but in the third quarter, because of the impact of the “Sino
US trade war”, the whole China’s A-share was impacted. As a securities
company, the impact is very serious, so the company’s human resources
Many measures have been taken by the human resources department. For
example, “the original performance evaluation of semi annual inspection
is changed to three-month inspection”, “the attendance and KPI audit
standards are more stringent”. By the way “Our department suddenly laid
off three people because the performance didn’t meet the standard.”. I
think as HR, it is the adjustment based on the overall situation and
structure of the company. They take measures to maintain their own
interests for the shareholders and beneficiaries of the company. After
three layoffs, our colleagues in the department work harder and overtime
every day(other colleagues who have not been dismissed fear that they
will be the next one, so they are more enthusiastic and work harder). In
addition, every new employee who has just joined the company needs to
have a securities qualification certificate. One of my colleagues failed
twice in a row, so he was expelled. I think this is a negative approach
to the subordinates of the company, but I think HR is also a choice for
the sustainable development of the company. However, our company has
also learned the “overtime” policy of the “Big Four accounting firms”,
giving bonus + travel plan and other rewards to extra overtime employees
to stimulate their better work.

Critical Incident analysis-HRM

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