Introduction: The Case of Too Many Employees The Consolidated Global Mining Services Company has been experiencing financial difficulties. The operating profit of the firm has been dropping fast. In addition, the number of customers has shrunk. As a result, the company became unable to hold the current amount of staff. To solve the overstaffing issue, the firm may have to fire some of the employees. However, the organization’s ethics does not allow it. Problems Identification: What Needs to Be Addressed Non-HR Issues: The Factors That Make the Problem Worse Since the case states that the company is unable to manage its financial resources, a poor financial strategy is one of the key factors that lead to the company’s failure: “Getting working capital from the banks had become difficult” (Waight 2010, 144). HR Issues: Staff Control and Related Concerns HR managers have poor control over the actions of the staff. As a result, it seems that the firm is overstaffed. In fact, it actually needs better control over its employees: “Should we be looking at a more sophisticated way of managing our people?” (Waight 2010, 144). A Crucial HR Issue: Defining the Main Problem One might think that the lack of control over staff is the issue of the greatest importance for the firm now. However, there is a problem that is even more important. According to the case study, there is a serious problem with the use of information: “Regan’s main gripe was that the company didn’t seem to take information systems very seriously, so the whole area had been under-resourced for years” (Waight 2010, 144). Information management might be considered as unrelated to HR management. However, it is closely linked to HRM. The information management strategy helps use important data to create a solid resource planning approach. Without a good information management strategy, the company is unable to use its human resources successfully (Masum and Kabir 2013, 26). The importance of information management or HR is very high. There are various types of data that can be received from the staff members. For example, the feedback from the employees is crucial in defining the HRM approach. The statistical data of the staff performance and satisfaction rates also provide a background for the choice of a good strategy. In fact, the concept of Human Resource Information Systems (HRIS) has recently been created. HRIS helps improve information security and define the possible problems with the staff. Moreover, it shows what strategies can be used to manage the human resources: “HR professionals are considered to add value to organizations since HRIS can free up their time, whereby allowing greater involvement in strategic organizational decisions” (Zafar 2013, 107). HRIS requires a good knowledge of modern information technologies. Since the Consolidated Global Mining Services Company does not have appropriate IT tools, its managers are unable to use HRIS. Therefore, human resources are not used properly in the firm. The reason for the company for failing might be not the overstaffing but the inadequate strategy of HR information management. Thus, the company may need to improve its HRIS. The Consolidated Global Mining Services Company may even start a completely new HRIS str