Page 1 of 13

Emma’Z

Case Study
Dr. Shady Hana, 2022

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Page 2 of 13

Part 2

Emma’Z Current Situation
After decades of learning, trial and error, and growth and decline, Emma’Z is at a unique situation with

the Pandemic impact created a situation where they could not continue with business as usual.

Currently Emma’Z Holding total employees are over 100’000 employees, in several business units:

1- Emma’Z Holding (E’ZH), where all strategic leaders of the entire group are allocated.

2- Emma’Z retail (E’ZR) including Emma’Z original (E’ZO) and Emma’Z Econo (E’ZE) brands, with 1000

stores spanning across Canada and the US and looking to expand worldwide.

3- Emma’Z Supply chain (E’Z SC), Purchasing and transporting all products sold in all stores, running

150 semi trucks, and looking to expand by selling supply chain and transport services to other

players in the market.

4- Emma’Z Processing (E’ZP), five processing facilities producing 50% of all store’s needs, and looking

to expand to a 100% in the next three years.

5- Emma’Z Agriculture (E’ZA), three farms producing year around vegetables supplying stores with

25% of their needs and looking to expand to 100% in the next five years.

listed below are specifics of the different business units.

For financial, Headcount, Salaries, , Social media analytics, Customer and Employees satisfaction surveys

pleaser refer to the posted Excel Sheet.

Emma’Z Holdin

f

Youtube link:

Youtube link :

Youtube link: https://youtu.be/MJ5dsefHLUE

HR competencies group assignment.

Instructions
You are contracted as an external consulting group to (based on the provided case documentation and resources, and your own research) review an organization’s details, and identity what are the problem/s and opportunities within this organization; In order to Present the organization’s C-Level with an end product ( A Report and an Action Plan) that will address the answers to the questions: What, so what, and now what?
Your report should offer a clear problem/s definition (at least three) discuss alternatives that the organization may elect to take, offer recommendations to improve areas of business, management, and or human resources management that you find to be ineffective or absent, and detail and Action Plan that would provide the organization with clear action items to complete the recommendations prioritized on your report, In your action plan you MUST identify: who will do what, when what resources might they need, what is the cost associated, and what are the KPIs and or Metrics to be used to assess the success of the action plan.
Your plan and recommendations must be realistic, meaningful and applicable.
The costs of all initiatives, projects, activities, materials, resources, etc. that you include in your plan and recommendations must be estimated. In part, your report will be evaluated on whether your plan is financially and operationally justified and sound given the constraints faced by the organization as described in the case.
Below are links to the assignment details, rubric, and the organizational needs analysis document that will provide you with a clear guideline of what is expected of you and how might you choose to do it.

Rubric

My part:

Identify a problem in two paragraphs
Provide support evidence
Metric used
KPI – 3 minimum
Alternative
Offer recommendations two

Strategic HRM Competencies

Organization Needs

Case Analysis!

1
TABLE OF CONTENTS
1 Introduction 4
1.1 What is Case Method Teaching? 4
1.2 Why use the Case Method? 4
1.3 In this course 4
2 Case Analysis Requirements 6
3 Case Analysis Evaluation 8
4 Case Analysis Report Requirements 9
4.1 Executive Summary 9
4.2 Organization Review & Stake Holders Analysis 9
4.3 Alternatives 11
4.3.1 Business 11
4.3.2 Management 11
4.3.3 HRM 11
4.3.4 Others 11
4.3.5 Use of Course Content 11
4.4 Recommendations 12
4.4.1 Business 12
4.4.2 Management 12
4.4.3 HRM 12
4.4.4 Financial Analysis 12
4.4.5 Others 12
4.4.6 Use of Course Content 12
4.5 Implementation Plans 13
4.5.1 What is an Implementation plan? 13
4.5.2 SMART Objectives / Goals 13
4.5.3 Answering the 7 key Questions 13
4.5.4 Finance, Budget, and Cost Discussion 13
4.5.5 Using key Metrics 14
4.5.6 Formatting an Implementation plan 14
4.6 Report Professionalism 15
4.6.1 APA 15
4.6.2 Turnitin Report 15
4.6.3 Use of Auto review MS Office Suite and or (Grammarly) 15
4.6.4 Research Guides 15
5 Presentation Requirements 16
5.1 What is an effective presentation? 16
5.1.1 1. Preparation 16
5.1.2 2. Choosing your main points 17
5.1.3 3. Choosing your supporting information 18
5.1.4 4. Establishing linking statements 18
5.1.5 5. Developing an opening 18
5.1.6 6. Developing a conclusion 19
5.1.7 7. Reviewing your presentation 19
6 Rubrics 20
7 Pair/Group work Rules 21

ii
Introduction

What is Case Method Teaching?
 
Case method teaching is an active form of instruction that focuses on a case and involves learners learning by doing Cases are real or invented stories that include “an educational message” or recount events, problems, dilemmas, theoretical or conceptual issue that requires analysis and/or decision-making.
Case-based teaching simulates real world situations and asks learners to actively grapple with complex problems This method of instruction is used across disciplines to promote learning, and is common in law, business, medicine, among other fields

Why use the Case Method?
 
Case method teaching has been found to improve student learning, to increase learners’ perception of learning gains, and to meet learning objectives Faculty have noted the instructional benefits of cases including greater student engagement in their learning, deeper student understanding of concepts, stronger critical thinking skills, and an ability to make connections across content areas and view an issue from multiple perspectives. 
Through case-based learning, learners are the ones asking questions about the case, doing the problem-solving, interacting with and learning from their peers, “unpacking” the case, analyzing the case, and summarizing the case. They learn how to work with limited information and ambiguity, think in professional or disciplinary ways, and ask themselves “what would I do if I were in this specific situation?”
The case method bridges theory to practice, and pro

Students learn to deliver their expertise in various human resource disciplines in ways that directly support the business goals of organizations analyzing
business needs, developing metrics to support recommendations and evaluate programs. They use specific human resource competencies to add value to
organizations through human resource initiatives. Students develop the skills of a business partner whose expertise is welcomed and rewarded by organizations
for whom they work. These skills have been identified through comprehensive research as those that distinguish successful human resource professionals; this
entails the use of technical expertise in the traditional human resource disciplines, as well as, mastery of an additional group of human resource competencies
that enable them to support and be seen to support the strategic imperatives of their organization. Learning experiences will include case analyses, field
research, lecture, role play, group work and presentations. The course will begin by analyzing broader business cases rather than human resource issues;
learners identify ways their expertise can contribute to meeting business needs. Learners will also explore and practice the domains in the delivery of human
resources expertise to organizations. A capstone group presentation is made recommending a human resources initiative in a business setting.

Strategic HRM Competencies

Copyrights Disclaimer

A majority of the course lectures and materials provided in class and posted in SLATE are protected by
Copyright. Use of these materials must comply with the Acceptable Use Policy, Use of Copyright Protected
Work Policy and Student Code of Conduct. Students may use, copy these materials for learning and/or
research purposes provided that the use complies with fair dealing and the Copyright Act, Permission from
the rights holder would be necessary otherwise.
It is prohibited to reproduce and/or post a work that is not your own on third-party commercial websites for
profit or non for profit. It is also prohibited to reproduce and/or post a work that is not your own, It is also
prohibited to reproduce and/or post a work that is your own work with the intent to assist others in cheating
on third-party commercial websites.

By clicking to go to the next slide you are acknowledging reading, understanding and approving to the
above!

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https://policy.sheridanc.on.ca/dotNet/documents/?docid=863

https://policy.sheridanc.on.ca/dotNet/documents/?docid=777

This Course is not for everyone. It is not HR for
Dummies . It is not for those who are afraid of lots
of data, Numbers, and Metrics It is not for those
who want a quick dip in the fountain of HRM
knowledge so they can catch the next wave.

CAUTION!

Module 2

Organizational Needs Analysis
(non textbook material)

An O

Sheet1

GROUP NAME Miles Morales Group Members

COMMUNICATION METHOD Whatsapp group Aya Mahmood Younus

INPUT DOCUMENT Shared google doc Ifunanyachukwuka Udezue

PERSON SUBMITTING DOCUMENT Tbd Kabwe Nkhata

SOURCES Tbd Sanya Kumar

Tentative Work Plan (Report)

ACTION & OUTCOMES RESPONSIBILITY ASSIGNEE START DATE END DATE (All input from team) NOTES

Table of Content Kabwe Nkhata Plan Pending Professor approval March 21 2022

Cover page Kabwe Nkhata Plan Pending Professor approval March 21 2022

Document APA formatting Kabwe Nkhata Plan Pending Professor approval March 21 2022

Final review Group Plan Pending Professor approval March 23 2022

Submission date Kabwe Nkhata Plan Pending Professor approval March 24 2022

Problem definition Kabwe Nkhata Plan Pending Professor approval March 20 2022

Problem 1 Aya Mahmood Younus Plan Pending Professor approval March 20 2022

Identify problem in 2 paragraphs Aya Mahmood Younus Plan Pending Professor approval March 20 2022

Provide support evidence Aya Mahmood Younus Plan Pending Professor approval March 20 2022

Metric used Aya Mahmood Younus Plan Pending Professor approval March 20 2022

KPI – 3 minumum Aya Mahmood Younus Plan Pending Professor approval March 20 2022

alternative Aya Mahmood Younus Plan Pending Professor approval March 20 2022

Offer recommendations two Aya Mahmood Younus Plan Pending Professor approval

Problem 2 Member 3 Plan Pending Professor approval March 20 2022

Identify problem in 2 paragraphs Member 3 Plan Pending Professor approval March 20 2022

Provide support evidence Member 3 Plan Pending Professor approval March 20 2022

Metric used Member 3 Plan Pending Professor approval March 20 2022

KPI – 3 minumum Member 3 Plan Pending Professor approval March 20 2022

alternative Kabwe Nkhata Plan Pending Professor approval March 20 2022

Offer recommendations two Kabwe Nkhata Plan Pending Professor approval March 20 2022

Problem 3 Sanya Kumar Plan Pending Professor approval March 20 2022

Identify problem in 2 paragraphs Sanya Kumar Plan Pending Professor approval March 20 2022

Provide support evidence Sanya Kumar Plan Pending Professor approval March 20 2022

Metric used Sanya Kumar Plan Pending Professor approval March 20 2022

KPI – 3 minumum Sanya Kumar Plan Pending Professor approval March 20 2022

alternative Kabwe Nkhata Plan Pending Professor approval March 20 2022

Offer recommendations two Kabwe Nkhata Plan Pending Professor approval

Conclusion Kabwe Nkhata Plan Pending Professor approval March 20 2022

Tentative Work Plan (PowerPoint Presentation )

ACTION & OUTCOMES RESPONSIBILITY ASSIGNEE START DATE END DATE (All input from team) Slide #

Cover page Kabwe Nkhata Plan Pending Professor approval March 21 2022 1

Agenda Kabwe Nkhata Plan Pending Professor approval March 21 2022 2

Document APA formatting Kabwe Nkhata Plan Pending Professor approval March 25 2022 Entire

Emma’Z Consultation Report
Group Miles Morales
Aya Mahmood Younus, Ifunanyachukwuka Udezue, Kabwe Nkhata, Sanya Kumar
Sheridan College
HRMT44007D HR Competencies
Dr. Shady Hana
April 5th, 2022

Table of Content Kabwe

Executive summary Kabwe

Problem identification – for each assigned business unit
Supply chain – Kabwe

Agriculture?
Holding?
Processing?
Retail (Professor confirmed we can use already graded individual input) If someone got a higher grade than 80% we can use their input. Kabwe

Alternatives- for each assigned business unit
Supply chain-Kabwe

Retail – Kabwe

Agriculture?
Holding?
Processing?

Recommendation/s – identify top 3 from each assigned business unit
Two people can work on this

Action plan – based on agreed to recommendation
2 people can work on this

Conclusion Kabwe

2

Emma’Z case study
Student’s Name
Institutional affiliation

Introduction and Problem statement

From the analysis of the case study information provided, the company is facing some challenges and as the external consultant my main role will be to identify the challenges which the organization is facing and recommend a way forward from a set of alternatives provided in the case. The company was affected negatively by the ongoing pandemic and Emma Z cannot continue with the current business model. One of the major issues in the company is the Human Resource management where you can see that the company lacks workplace diversity as a bigger majority of the staff that are working with the company are from one geographical location and from the same ethnicity. During the pandemic this was an issue because once one of the individuals got the virus it spread so fast because the members in the workforce are related to each other.
Another issue with the Human resource management is the employee rate of turnover which has gone up and this means that there are many employees who are leaving the organization to seek better employment in other organizations. The HRM division is having a big challenge dealing with the increasing turnover rate (Bailey et al., 2018). Attempts of creating an employee union for the retail employees was not possible because of the elevated level of employee turnover. The change in the government restrictions is also making it hard for the retail section to perform well (Armstrong, 2019). Generally, there are various HR competencies that are lacking in the organization. The relationship that the staff have with the supervisors is poor and this means that the company needs to work on relationship management as well. This paper will recommend alternatives that the company should explore, offer one recommendation that the company can pursue and lastly give a detailed action plan to be followed.

Alternatives

Increasing compensation and rewards

The company is facing a challenge of the employees being less motivated and the productivity of the organization has gone down. Despite the heavy impact of the pandemic on Emma Z the productivity of the business can be greatly increased if the company increases the compensation and rewards for its employees (Bailey et al., 2018). Compensation of the employees include the basic pay and the allowances that the company employees get from the work. If the company employees do not get enough compensation, then they are highly likely to feel like they are not a valued part of the company and even feel less motivated to work for the company (Jiang, K., & Messersmith, 2018). In Emma’Z retail for instance, the employee turnover has gone up and this can be lowered if the company focuses on rewarding the staff that do exceptionally well in the organization.

Training and development programs in the company

When it comes to managing human resources, training and development is




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