...Imagine you are a midlevel sales manager at InterClean, Inc. with three first-level managers under your responsibility. In response to a merger that is about to take place with EnviroTech, you have been instructed to draft a memo to your supervisory team about the importance of the behavior exhibited by managers. Review the InterClean–EnviroTech Merger Scenario on the student website. Write a 700- to 1,050-word memo that includes the following information: Explain how a manager’s behavior can affect the productivity of his or her workers. Describe the types of management action that align with employment laws and those that do not. Describe best practices for working within a diverse work environment. Note. Be sure to draw from your experiences and readings for each aspect of your memo. APA format is not required for this memo; however, you must include a title page and a references page. MEMORANDUM To: First-level Managers From: Sanjay Patel, Sales Manager Re: InterClean – EnviroTech Merger Date: February 21, 2011 First and foremost I would like to confirm the rumors you have been hearing about InterClean merging with EnviroTech. This is an exciting time for InterClean, as we look at this merger as a great opportunity for our company to gain market share and build for future success. While this merger may cause some uneasiness among our employees, it is vital for our management team to stay professional and address our employees concerns thru...
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...Systems Consideration in HRIS In today’s knowledge economy, organizational success depends almost disproportionally on the performance of Human Resources (HR). To increase the effectiveness of Human Resource Management (HRM) organizations are becoming more dependent on human Resource Information Systems (HRIS). A HRIS organizes employee applicant and qualifications, organizational demographics, recruiting, professional development, performance appraisals, payroll, retention, and attrition. Organizations that implement HRIS’s improve the organizations administrative efficiency with faster information processing, improved employee communications, greater information accuracy, lover costs and overall HR productivity improvements (Beadles, 2005). When selecting a HRIS, Human Resources (HR) should consider the efficiencies of using software as a service, the inefficiencies of various Microsoft Access based database software, the risks involved with integrating and combining multiple products into one system, and the consequences of improper database maintenance. In analyzing HRIS’s that would be beneficial in my current organization I chose to focus on HRIS Pro by Micro Systems, and MyHRIS by Nuview Systems. Commercial Database Systems HRIS-Pro information management software allows organizations greater effectiveness in managing HR functions and responsibilities. The advantages of HRIS-Pro are the information systems cost, modular flexibility, expansion capabilities,...
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...Human resource (HR) database systems are in vast abundance throughout the business world today. HR database systems help HR professionals manage and carry out basic functions needed to achieve organizational goals and objectives. Column Case Management HR and HR Quick are two commercial HR database systems. Column Case HR is an easy to implement, web-based HR Services delivery solution addressing collaboration, content management, workflow automation, and integration features to improve organizational performance. Column Case HR advantages include multi-language support, 24-hour access, security features, it capitalizes on HR talent productivity and organizational performance, computerizes and regulates organizational practices and communication, and improves information distribution with extremely versatile, case-specific workspaces. Column Case HR only disadvantage would be its price; smaller businesses might not have the resources to afford its services. HR Quik is a Human Resource Management System that simplifies the processes and procedures of tracking employee information and generating forms that are critical to the employment process. HR Quik advantages include affordability, user-friendly; can easily track history of job, salary, and manager changes, track benefits plans by employee, employment forms are easily generated and ready to print, and running reports are hassle free. HR Quick also doesn’t have any management features that would allow the company to manage...
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...Running head: ADP Functionalities ADP Functionality Kenya Clark DeVry University Introduction My introduction needs no introduction because ADP Vantage Human Capital Management (HCM) does it all. In detail, this software does everything but the employee’s work duties. Its functionality software extends beyond a basic logging system and equips businesses with the tools to improve the company-employee relationship on multiple fronts. A valuable HCM solution may also assist with increasing employee satisfaction and motivation, as well as automate many of the tedious administrative tasks involved in managing human capital. When reviewing software options, it’s important to look for a solution that is customizable to address your company’s specific business needs, easily integrates with your existing payroll and HR software and collects data to produce valuable insights into retention patterns and workforce strengths and weaknesses. ADP Functionality ADP vantage HCM, is one of the most widely used software for HRIS (Human Resource Information Systems) in the United States. With the right training from management, employees would remain motivated and begin to enjoy the company while increasing their absenteeism, and their respect for their company while making the employee’s feel like they are a part of a family outside of home. The employees would start feeling a sense of appreciation. A happy employee causes a happier work environment. Business Assessment The ADP Vantage...
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...Running head: Human Resource System Executive Summary In 1992, Riordan Manufacturing Inc., implemented and established human resource information system (HRIS), which was included as part of a financial package. The HRIS package included functions such as maintaining personnel information, pay rate and tax information, hire and seniority dates, vacation leave for non-exempt employees, and organizational information. However, certain areas of the HRIS could be improved upon and developed. One area that needs improvement is the network communications between headquarters and all the Riordan plants. Improvements are also needed in central repository, resume storage, maintaining training and knowledge skills information, online employee user interface, and a central location for updating and maintaining employee personal and professional information. Improving the current HRIS activities would be advantageous to Riordan leadership and their employees. Hugh McMCauley, the COO for Riordan Manufacturing requested that the human resources (HR) system be analyzed to integrate the existing variety of tools in use in the present day to a single integrated application. The request will take advantage of a more sophisticated look for information systems technology in the HR department at Riordan Manufacturing. After the project is to be completed, Riordan Manufacturing will then be left with a detailed project plan that will provide a list of tasks, resources, schedule and budget required...
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...Lawson.com | Industries of all types and sizes, with a particular emphasis on the healthcare and US public sectors | UltiPro HR | UltiPro Workforce Portal, eEmployee Self-Service, eManager Self-Service, eAdministration, eHuman Resources, ePayroll Processing, eRecruitment, eBenefits Enrollment, eReporting and UltiPro Business Intelligence, Position Management | SAAS, cloud | Customer videos, whitepapers, video casts, company documents, podcasts. | Ultimate has a comprehensive and well structure website. It is very informative with all kinds of introductive videos and descriptions. Attractive website. | Ultimatesoftware.com | Industries of all types and sizes (ranging from 200 – 1000+ employees) | Oracle | Human Resources, HCM Warehouse, HRMS Portal Pack, Employee Benefits and Compensation Modules, Recruiting Modules, Payroll Modules, eDevelopment, Learning Management, ePerformance, Workforce Planning, Absence Management, Directory Interface, eProfile, Time and Labor. | SAAS | Oracle Premier Support, Oracle Advanced Customer Support Services, My Oracle Support, Training. | The website is well categorized, and the interface is very fancy. It is informative as well, and it will attract many potential...
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...Executive Summary Castle’s Family Restaurant has been a highly successful restaurant operating in the northern California area for the last thirteen (13) years. As a family-owned chain, the restaurant as proven success by operating eight (8) restaurants under the family name. In an effort to continue achieving the high levels of success that it has experienced over the years and possibly expand further, certain aspects of the operation of the company will have to be controlled by technology. One such area is the HR process that has become a manual, time consuming, daunting process. Castle’s can improve their HR operations and support their growing company overall, by implementing a web-based HRIS. After much research and evaluating the needs of the organization my recommendation to help with automating the HR process would be Asentis. This web-based software would be an asset to the restaurant chain. It would assist the operations manager, Jay Morgan is carrying out his duties in a more time effective manner rather than driving from store to store to deal with HR issues. Asentis is secure, comprehensive, caters to the needs of a growing business and is very easy to use. Asentis will assist with the payroll process and other aspects of the business including scheduling, benefits management etc. Additionally, with a staff of 340 plus, having this system will allow for better scheduling which can also be tied into the payroll system once implemented that way. The software...
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...Problem Solution: InterClean, Inc. In the Interclean Inc scenario, the company is a major player in the industrial cleaning and the sanitation industry. The InterClean, Inc. is competing to fulfill the emerging need of providing solutions and services as well as products catered to the stringent environmental safety requirements (University of Phoenix, 2008). This paper will identify alternatives that could be followed by InterClean to achieve the company’s end state goal. The Human Resources Management could follow these alternatives for making its employees motivated and productive while working towards a successful merger. By making the employees happy, they will make the customers happy and show continues support for the growth of the company. This would make Interclean to attain their sales goal by increasing the profit of the company by 40% in the following year. Situation Analysis Issue and Opportunity Identification The CEO of the Interclean has come out with the new service model to meet the customer needs and the currently changing environment. This service model will provide an opportunity for the employees and the company to gain valuable skills over the next several years. Interclean merged with Environ Tech, which could have a restructuring in the existing departments. Since there will be an organizational change in the company, the HRM department should communicate with the employees. They should be explained about the need for the change, which will motivate...
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...InterClean Memo to Managers Pamela Trombero Human Capital Management HRM/531 April 26, 2010 Janis White, SPHR Memo To: InterClean Supervisory Team Date: April 26, 2010 From: Pamela Trombero Subject: Merger and Management Behavior The purpose of this memo is to explain a recent acquisition between InterClean, Inc., and EnviroTech, and to discuss management’s behavior affecting productivity, employment laws, and working within a diverse environment. As you are aware, EnviroTech has been acquired and will fully merge with InterClean, Inc. in the coming months. The merger between InterClean, Inc. and EnviroTech places the organization in a position to dominate the sanitation industry. This is clearly an opportunity for our organization as we move in our new strategic direction. As a first-line management team, my expectation is that this merger happens with as few issues as possible. I am counting on you to be honest and open with your staff, and to answer any questions they may have. Change is not easy, and I am relying on you to hold regular staff meetings to discuss EnviroTech staff entering the InterClean, Inc. family, and to address rumors flying around that are unfavorable. As our organization grows and moves on to becoming one of the largest autonomous cleaning industries in the market for both commercial and institutional organizations, I would like to remind you of some of your management responsibilities. Management behavior can sometimes impact worker productivity...
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...Management Behavior Memo HRM 531 November 15, 2010 Management Behavior Memo To: Supervisors From: Manager CC: David Spencer, President Janet Durham, VP of HR Date: November 15, 2010 The purpose of this memorandum is to remind each of you about the importance of your response and behaviors as a result of this merger with EnviroTech. To this point each of you has done a superb job in maintaining your professionalism and addressing issues as they come up. I want to commend you for your hard work and dedication to making this transition as seamless as possible. There are numerous issues we as a team will see, hear, and experience. These issues will be equally as important and confusing to your employees. I am excited about this merger because of the opportunities it will open for our growing company. Without getting into specifics, this merger will set InterClean up with more resources and expertise to break into a global market and offer services that will be unique to our company. This merger will give us a hand-up on our competition as it will set us apart as the industry leader and allow us to provide mass customizations aimed at our customers. I want to reiterate our responsibilities as supervisors for the five areas of the HRM system we have trained on in the past and they included: Staffing, Retention, Development, Adjustment, and Managing change (Cascio, 2006). Every leader is different and to have a successful merger we will have to face tough challenges...
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...InterClean Company Development Plan University of Phoenix-Diamond Bar HRM/531 Human Capital Management September 19, 2010 InterClean looks at two key elements of a job analysis, one it identification of major job requirements (MJR) which are the most important duties and responsibilities of the position to be filled. They are the main purpose or primary reasons the position exists. The primary source is the most current, official position description. The second element is identification of knowledge, skills and abilities (KSA) required to accomplish each MJR and the quality level and amount of the KSA’s needed. Most job analysis deal with KSAs that are measurable, that can be documented, and produce meaningful differences between candidates. Typically, possession of KSAs is demonstrated by experience, education, or training. Goals of KSAs is to identify those candidates who are potentially best qualified to perform the position to be filled. (U.S. Department of Interior, 1998) InterClean ------------------------------------------------- ...
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...Plan de compensación InterClean, Inc. cuenta con un excelente equipo de trabajo, que aportan sus contribuciones físicas, conocimientos y habilidades a cambio de una compensación. El término compensación abarca más que un simple pago de salario o sueldo. La compensación es la acción y efecto de compensar (“compensación”, 2001). En la administración, la compensación incluye incentivos que motivan a los empleados y a su vez aumenta la productividad de estos. Las diferentes formas de compensación: La compensación es la gratificación que los trabajadores reciben por la labor que realizan. Esto garantiza el bienestar de los empleados, lo que a su vez beneficia a la empresa a conseguir y retener un equipo de trabajo productivo. Una compensación negativa puede afectar la productividad y producir un deterioro en la calidad del trabajo. InterClean cuenta con un sistema de incentivos que ayuda a mantener la productividad en la empresa de Puerto Rico, este se compone de: Bonos sobre producción: cada vendedor tiene una meta, una cantidad de ventas que tiene que cumplir al terminar el año. Si éste sobrepasa las ventas más de un diez por ciento (10%), se le dará un bono adicional sobre producción. Las ventas se auditarán cada tres meses para observar su evolución, y de esta forma el vendedor tome conciencia de las áreas que tiene que reforzar para lograr superar su meta. Comisiones: el vendedor va a recibir un cinco por ciento (5%) del total de la venta que cierre. Este...
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...InterClean and EnviroTech New Develop Sales Team Aries Jackson University of Phoenix HRM 531 October 19, 2010 InterClean and EnviroTech New Develop Sales Team InterClean is an $8 billion dollar institutional and industrial cleaning and sanitation company which is in the process of expanding the company domestically and worldwide. David Spencer who is the CEO of InterClean, goal is to provide full spectrum of cleaning services and solutions packages that will become the major avenue for sales (University of Phoenix, 2010). Recently, InterClean has merged with EnviroTech which leaded to developing a new sales strategy which have resulted in the need for organizational restructuring of the sales department. Filling the new sales positions will require the combined talent and skills of InterClean and former Enviro-Tech employees. In this paper, we have conducted a job analysis to evaluate the job, design training, develop a career plan, and to aid in the process of selecting the new sales team. Job Analysis What is a Job Analysis? A Job analysis provides information about specific job tasks and the personal characteristics (education, experience, skills, and abilities) required for efficient output (Cascio, 2005). Also, in a job analysis it must have a written summary of the task requirement for the particular position which gives a description of the job, and a written summary of the job specification which includes the worker qualities they must possess the skills...
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...InterClean Enviro Tech Merger Paper Shari Arthurton HRM 548 LJ Elliot 2-13-2012 Introduction InterClean has begun a new shift in their strategic plan. The new direction of the company is one focused on a “solutions and service model” through the creation of “full-range service packages” that are designed to meet the individual needs of each client (University of Phoenix, 2012). In concurrence with the new strategic plan, Interclean has merged with Envirotech. InterClean has made a big decision by merging with EnviroTech, which will allow them to sell cleaning products and evolve them into an environment friendly full-service cleaning business. As with any merger, there will be the need to be an evaluation of the options available in relation to workforce planning that is aligned with the organizational goals of InterClean. Interclean will need to determine if rightsizing is a viable option. In the event of job elimination, a plan must be developed to ensure the process is conducted ethically and legally, and if there is an involuntary separation, what steps need to be taken. Viable Options Whenever there is a merger between two companies, it is up to the purchasing company to figure out a way to intertwine both workforces. In this case, EnviroTech has decided to shift their strategic direction to Interclean. The new strategic goal of InterClean requires a need to provide new training to...
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...InterClean and EnviroTech Jessie Ladson HRM 531 October 12, 2010 Linda K. Begley InterClean and EnviroTech Job Analysis Recently, InterClean has merged with EviroTech taking on a new strategic direction. The company will be expanding its’ horizon by providing full-service cleaning solutions for organizations within the health industry. The new strategy will provide full-service cleaning solutions on top of selling cleaning products. With this approach, the mid-level manager acquires the responsibility to obtain a new sales team. The team is a combination of current employees from both companies. The objective is to create a career development plan that includes a job analysis using an appropriate method, a workforce planning system and to identify the method to select members of the new sales team. A job analysis will prepare job descriptions and job specifications to assist in the hiring of the right quality of workforce in the organization. It will demonstrate the qualities required by employees to provide optimum work performance. The job analysis of the employees accepted on the new sales team will provide in-depth understanding of competencies required. It can help the company in creating a diverse, open environment, provide a clear decpetion of roles and responsibilities and promote positive job attitudes and work commitment. The jobs analysis will also improve organizational performances and productivity, indentify factors that shape worker’s motivation and...
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