...THE KING COMPANY BACKGROUND The King Company experiences many of the difficulties common in today’s business climate. In response to declining sales, the company must transform itself from a strategy of expansion and high profit to one of cost containment and staff reductions. The case discusses the organization and provides details of the human resource department. Also presented are e-mails from various staff members. The e-mails identify specific problems that need to be addressed by the HR department and provides a look at King’s overall culture. You may find the tone of some e-mails to be unprofessional. This is a good lesson for us all--As much as we enjoy informality in the workplace, all documents and correspondence— including e-mails—can be retained and are discoverable in litigation. Managers must be cautious in their writing because inappropriate language may be impossible to defend in court. Employees In the Case: Amera, Argonta---Accounting employee Andreas, Gary---employee on workers’ comp Call, Jake---Compensation & Benefits Manager Dean, Don---C.E.O. Dugas, Karla---Benefits Coordinator Folkner, Meg---Supervisor, CAD Design Grant, Alan---Current HR Director Honduras, Margo---Previous HR Director Jones, Lyle---Production Employee Madison, Charles---Senior V.P. Petersen, Matt---Production Supervisor, Team 3 Planky, Burt---fishing buddy Putt, Tonia---CAD Designer Rey, Dave---Production Foreman Sanders, Tomas---Design Manager ...
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...FEMSA – Organization Development – HR Sustainment Intervention Fomento Economico Mexicano, known as Femsa (FMX) sustainability program keeps evolving with new acquisition and joint business ventures. In 2011, FEMSA and business segments required an organization development planned change to improve the corporation’s sustainability. Our research will focus on the corporations five core areas: ethics and corporate values; quality of life in the company; health and wellness, community engagement and, environment care. The OD practitioner used the well know Lewin’s Action Research theory, which is composed of repetitive four step process: diagnostic, planning, plan execution, and plan evaluation (Cheung-Judge, M., & Holbeche, L. 2011) FEMSA is a leading company that participates in the non-alcoholic beverage industry through Coca-Cola FEMSA (KOF), the largest independent bottler of Coca-Cola products in the world in terms of sales volume; in the retail industry through FEMSA Comercio, operating the largest and fastest-growing chain of stores in Latin America, and in the beer industry, through its ownership of the second largest equity stake in Heineken, one of the world’s leading brewers with operations in over 70 countries. KOF invested more than Ps. 28,000 million in mergers and acquisitions during 2011, to consolidate its leadership position in Mexico and Latin America, while entering the milk and value-added dairy products category with a leading...
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... History....................................................................................................................3 Global Structure…………………………………………………………………3 Organization Structure……………………………………………………….....3 3.1. Human Resource Department……………………………………………...4 3.1.1. Shared Services……………………………………………………………4 3.1.2. Centre of Expertise………………………………………………………..4 3.1.3. Business Partners………………………………………………………….4 3.2. Brands Department…………………………………………………………5 3.2.1. Dairy……………………………………………………………………….5 Mission Statement……………………………………………………………….5 Vision & Strategy………………………………………………………………..6 Core Business Activities………………………………………………………...6 Consumer Service……………………………………………………………….6 Corporate Social Responsibility………………………………………………..7 8.1. Social Investments………………………………………………………….7 8.2. Creating Shared Value……………………………………………………..8 Human Resource Function……………………………………………………..8 9.1. Shared Services (SS)……………………………………………………….8 9.2. Centre of Expertise………………………………………………………...8 9.2.1. Hiring & Recruitment…………………………………………………...9 9.2.2. Training Programs……………………………………………………....9 9.2.3. Remuneration…………………………………………………………....10 Interview with the Human Resource Manager……………………………....10 10.1. Tasks & Responsibilities of the Manager……………………………....10 10.1.1. Chain of Command and Span of Control…………………….............10 10.1.2. Strategic Vs Operational Roles………………………………………..10 10.1.3. Role as a Business Partner……………………………………………...
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...Analyze HR System I Shane Maher BSA/375 03/31/2011 David Bruce Analyze HR System I For the Riordan Manufacturing service request the requestor Hugh McCauley has stated that the current HR system should be more “sophisticated, state-of –the art, information systems technology in our Human Resources department” which was stated in the service request SR-rm-004. The scope and feasibility will set up so that the best solution for achieving the goals of a technically new system is obtained. This paper will also identify the key factors to make this happen, the process will be gathering information regarding employees and the current system. Surveys and questionnaires along with face to face interviews which have worked in the HR department, other sources will be in the form of journals, books and experts in the related field. For the system to be developed and be implemented at the needs of Riordan, the SDLC will be making sure all five phases are completed. Investigation, Analysis, design, Implementation and Maintenance. (Valacich, 2009) Key Factors: Riordan has many focus points within their HR department.(Riordan, 2006) * Employee and Labor Relations * Employee Recognition Programs * Global Operations * Key Jobs * Recruitment and Selections Practices * Training and Development All factors need to be accounted for within the new system to make it more functional for HR. The current system HRIS was installed in 1992 (Riordan Intranet) , part...
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...organization process of Wal-Mart, Sam Walton was the creator in 1962 in Rogers, Arkansas (Wal-Mart Corporate, 2012). The organizing process is described as the management function of pulling together and synchronizing human financial, physical information and other assets required to accomplish goals (Bateman & Snell, 2009). In 1972 discount sores such as Kmart expanded. Sam Walton at that point in time had 15 Wal-Mart stores and did not have the funds to increase the amount of stores, so he offered Wal-Mart stock to the New York Stock Exchange. For the reason of the large profit that toke place from the sales of stock, Wal-Mart was able to expand. By the 80s hit Wal-Mart had 276 stores Wal-Mart Corporate, 2012). Organizing contains numerous organizational resources, physical assets, knowledge, funds, and human resources. In this paper we will talk about human resources and monetary of Wal-Mart. Human Resources of Wal-Mart Managing and upholding of the human resources section is imperative while assessing how effective the organizing function is. “People are assets not commodities” (Bateman & Snell, 2009). The supervisors as well as the businesses have to work collectively to take into service the correct people for the occupation. Human resource management is in charge of recruiting, training, performance evaluations, rewards, labor relations, earnings, and benefits (Bateman & Snell, 2009). Wal-Mart provides work for about 2.1 million associates. Also depending...
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...interested in alliances with the hospital. There is a local county health department that provides some clinic services, primarily for the uninsured. You’ve been asked to give a presentation to the board of directors on options to restructure the local delivery of healthcare services. The hospital’s president has asked you to focus your presentation on the common elements a comprehensive delivery system attempts to accomplish and to highlight innovative methods of restructuring. The presentation will lay out the requirements of an integrated healthcare delivery system. (Points: 25) 2. (TCO B) You are the newly-hired Vice President of Human Resources for the Bayside Community Health System. You’ve been on the job for just 3 months and have considerable experience in human resource functions. You have responsibility for all of the usual human resources functions, including the recruitment process, the training and development functions, and the retention plan. In addition, you have the...
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...like to work. My ideal job would be to work as a Human Resource Director at the Social Security Administration, making a salary of $270,000.00 per year. As my job duties I would be responsible for all of the Human Resource functions within the company and report directly to the commissioner. The department areas that I will cover and be responsible for all function are as follows. This would consist of recruitment; the Human Resource Director would have to make sure that the recruitment team is able to find the right talent. Ensure the individual is right for the job. This is important that the recruitment team has a strong filter process, or able to red flag particular candidates. Recruiters should also be knowledgeable of the company, confident and loyal. The duties would also involve traveling as well. Payroll and Time management, this is a very important sector of the Human Resource department. This area would be responsible for hourly employee’s time, vacation, sick time, FMLA, and bonus. They will make sure they all the taxes are accounted for and verification of the employees direct deposit and tax exemptions. If the employees have questions about their pay checks they will need to contact this area of human resource business. The Human Resource Director should ensure that a knowledgeable Human Resource Generalist is in place to handle all terminations and on boarding. This is a vital part of the Human Resource function because everything should be done in a specific...
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...regional hospital that is trying to establish a statewide hospital network. There is a local county health department that provides some clinic services, primarily for the uninsured. You’ve been asked to give a presentation to the board of directors on options for restructuring their local delivery of healthcare services. The hospital's president has asked you to focus your presentation on the elements of a comprehensive delivery system and to highlight innovative methods to restructure the hospital. The presentation will lay out the requirements of an integrated healthcare delivery system. (Points : 25) 2. (TCO B). You are the newly hired Vice President of Human Resources for the Bayside Regional Health System. You have the responsibility for all of the usual human resources functions, including retention plans, the training and development function, and the recruitment process. In addition, you have the additional departments of volunteers and the hospital chaplaincy services. You've identified a number of serious organizational issues. Turnover is high, there are many job vacancies, and a very high number of positions are considered hard-to-fill positions because of national workforce shortages. There are also a very high number of EEOC complaints over the past 5 years for an organization of this size. Employees were blunt in their...
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...Describe the unique challenges of managing the human resources function for your specific organization Becoming Senior Vice-President of Human Resources for HCA Inc. presents many challenges due to the size of the healthcare organization. HCA owns and operates 164 hospitals and 106 surgery centers within 20 states including London, England. The organization and its affiliates employee approximately 183,000 people; therefore, there is a need for a large competent staff of human resource individuals. As Senior Vice-President of Human Resources, I would report to the CEO of the organization as well as have a staff of several vice presidents that would handle all of the relevant areas and facilities. The human resources department is broken down into sections and there are vice presidents over each of these respective sections that would report to me. The groups include our (1) division offices which oversee our hospitals and surgery centers, (2) operations and recruitment, (3) employee relations, (4) benefits and compensation, (5) information systems, (6) executive workforce development, (7) human resources IT&S, (8) community relations and foundations and (9) organizational leadership and development. Each one of these subgroups covers all of the various human resources functions within the organization. According to Flynn, Mathis and Jackson (2011), “HR professionals in all segments of the industry will be faced with the challenge of recruiting and retaining the right...
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...System Analysis for Riordan Manufacturing’s Human Resources Department Kelly Beckwith University of Phoenix, Online Table of Contents Abstract ………………………………………………………………………………………… 3 Introduction ……………………………………………………………………………………. 4 Scope and Goals ………………………………………………………………………………… 4 Supporting Measures …………………………………………………………………………. 5 System Requirements …………………………………………………………………………. 7 Application Architecture and Process Design …………………………………………………. 9 Data Flow and Protection ………………………………………………………………………. 10 Data Flow Chart ………………………………………………………………………………. 10 Flow of Data Chart ………………………………………………………………………….…. 11 Implementation Process ………………………………………………………………………… 12 Human Resource Organizational Chart ………………………………………………………… 12 Conclusion ……………………………………………………………………………………… 14 Resources ………………………………………………………………………………………. 16 Abstract Designing a new system for Riordan Manufacturing’s Human Resources Department is a crucial and important part of Riordan efforts to evolve with new technology. The company has asked that installation of their new system occur within six months. The current Human Resources Information Systems (HRIS) is outdated by over 10 years. Allowing an outside company to implement a new system will save Riordan Manufacturing time and money, and allowing completion of the project in the time allowed. Combining all of the systems used by Riordan’s human resources staff will allow easier access for all. ...
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...challenges and choices HR managers now face in regard to work life balance and wellness. I will analyse the main choices that HR managers have in order to deal with wok life balance and wellness and how they benefits the employees. This briefing paper is an overview of what I will include in my individual paper in which I will discuss the main choices in more detail. 2. Background This briefing paper is to prepare me for my final academic paper. This briefing paper will be correctly referenced and will inform my tutor on how I will complete my final paper due in week 14. Once I have completed this paper I will write an action plan which will give the details of the various tasks I will undertake and I will also allocate deadlines in order to complete those tasks. For my individual paper I have chosen to critically examine the challenges and choices HR managers now face in regard to work life balance and wellness. My briefing paper will focus on the above title and I will cover many areas which include what I know about the subject already, what my arguments could be and my supporting evidence, drafting the final individual paper and I will also include a paragraph which will be the introduction to the final paper. 3. Findings 3.1 - What the assignment is asking me to do This assignment is asking me to critically examine the challenges and choices HR managers now face in regard to work life balance and wellness. In this assignment I will analyse my chosen topic and brief my tutor...
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...533-Human Resource in Management Dr. Andrew McLeod May 15, 2016 Human Resource Organization Design An efficiently run human resources department can provide an organization with structure and the ability to meet business needs through managing the organization’s most valuable resources—its employees. This internally coherent system, or a business within a business, must be aligned with the mission and objectives of the organization (Becker & Huselid, 1999). Therefore, the human resources department must work closely with management and understand the organization’s goals. The human resource department is responsible for analyzing the entire organization so it can propose proper adjustments to management for increased efficiency, production, and financial success (Ulrich, Younger, & Brockbank, 2008). The Typical Human Resource Department While the structure of the human resources department might vary from organization to organization, there are six essential functions of any human resources department no matter how big or small: recruitment, safety, employee relations, compensation and benefits, compliance, and training and development (Mayhew, 2016). Human Resources Director The Human Resources Director influences and administers the overall provision of the Human Resources Department. This includes but is not limited to services, policies, and programs for the entire company. Some of the roles and responsibilities of the Human Resources Director...
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...Human Resources Management Approach to SAMHSA Strategic Initiatives Alena De la cruz Saint Leo University Professor McCabe October 25, 2014 The human resources department plays an important role when it comes down to strategic planning. To illustrate this form of planning is a vital component in strategic human resource management. The human resource department must demonstrate a plan, which is the strategy which is intended to accomplish the goal of the organization over time. This is the way the organization functions. When the human resource department is on the same page as the organization this directly links the two together and guide them on a straight path of success while meeting the mission of the organization. Decision making is implemented through the human resource department on behalf of the organization by way of setting policies, careful planning and daily practices. In order for the organization to meet their mission and goals, the organization and human resource department must be on the same page with the business strategy of the organization culture in mind. “The goals of organizations differ within and among departments. All departments probably have goals that include employee satisfaction, survival, and adaptability to change” (Ivancevich & Konopaske, 2013). In order for this approach to work the plan must relate to the present and future critical needs of the organization...
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...Stacey Jean | 4/22/2014 | | Human resource functions that are likely to be affected from this new technology are: Trends in the workplace and manpower planning: It would be now completely different to analyze the number of employees needed and that to be of a particular skill since the requirement of the skills will also change. This is normally done by analyzing the projected growth of the company but now since it would be difficult to project the growth rate owing to new technology; this function is going to be affected at large and hence there is a need to review it properly, determining wages and salaries: More qualified and skilled employees will need higher salaries and more benefits. As a human resource manager, I would plan training and development: New technology means the need for new training and development program. This function of HR would become most crucial aspect in the future growth of the company. There are many ways by which the changes can be implemented properly. First of all, there is a need to analyze completely the right number of employees needed with a specific skill set. Secondly, hiring right employees with the necessary skill set would be very important. Rather than just planning for training for the employees, it would be important to understand the training needs of the human resource team itself so that they would be...
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...in case of emergency, attending physician, and individual or insurance company responsible for payment of bill. For the first month or so of the internship, I felt that it was a much directed process. Daily I would arrive at The Trust Hospital and my tasks for the day would be emailed to me along with a detailed explanation of how to complete them. As I became more comfortable and aware of what tasks needed to be completed by the intern at TTH, the internship became much more self-start. My ultimate goal was to develop an understanding of how to complete these responsibilities and learn as much about Human Resource practices in the process. Quality of Instruction The quality of instruction that I received during this internship is a priceless asset in my learning as a human resource management student. Since The Trust Hospital is a small company, there is not a Human Resource Management Department. These tasks are carried out by different personnel throughout the organization. Staffing needs are taken care of by upper management (Administrator), when a job becomes available the secretaries are told to put out advertising searching for personnel, and the head of the hiring department is responsible for doing initial interviews. The General Manager, Darius Kofi Osei makes all final decisions on the hiring process. The training needs of employees are also decided upon by upper management. For example, if K.O Aduamoah (the Hospital Administrator) feels that the...
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