...Assignment 1: Planning Document S. Rivers HRM 517 – Managing Human Resource Projects 1. Construct a project charter to revamp the compensation and benefits package. Since recently being appointed head of human resources and now in charge of managing a small team; I have a huge task ahead of myself. My next project in regards to this appointment is to revamp the compensation and benefits package employees are receiving at my company. Employee compensation and benefits are extremely critical and important factors in the new hire acceptance process, as well as, employee retention. It is my duty along with my team to revamp, develop and offer exceptional compensation and benefit packages that attract and retain the best and most talented employees while making them feel proud, valued and as appreciated members of the company. A company’s fundamental purpose and objective of compensation is to provide adequate and equitable rewards to employees at a level that matches theirs skills, abilities and contributions to the company (DeNisi, Angelo S., Griffin, Ricky W., 2008, p. 284. Para. 1). Compensation is the human resource management function that deals with every type of reward that individuals receive in return for performing work – including financial and nonfinancial rewards. Financial rewards include direct payments (e.g. salary) plus indirect payments in the form of employee benefits. Nonfinancial rewards include everything in a work environment that enhances...
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...HRM 517 WEEK 10 ASSIGNMENT 2 To purchase this visit here: http://www.activitymode.com/product/hrm-517-week-10-assignment-2/ Contact us at: SUPPORT@ACTIVITYMODE.COM HRM 517 WEEK 10 ASSIGNMENT 2 HRM 517 Week 10 Assignment 2 - MS Project and Team Leadership - Strayer Latest Imagine your human resource project of revamping the employee compensation and benefits package is starting to develop issues. The project is 6 weeks off track and your team members are becoming discouraged. A key member of the team is consistently late with deadlines and you have discovered that your budget has been depleted quicker than expected. Write a 3-4 page paper in which you: 1. Write a memo that communicates the budget situation to the rest of the team. 2. Suggest two (2) ways to improve an underperforming team member. 3. Organize a plan of action to get the project back on track. Your assignment must: Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; references must follow APA or school-specific format. Check with your professor for any additional instructions. Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page and the reference page are not included in the required page length. Activity mode aims to provide quality study notes and tutorials to the students of HRM 517 Week 10 Assignment 2 in order to ace their studies. HRM...
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...reward and compensation system will no doubt take into account various gratitude opportunities, which include employees’ recognition in entire organizational level for good performance, and expanding annual winners circle. Furthermore, the system will be instrumental for it will include an array of quality performances and enhance employees’ morale in line with the company’s mission and vision statements (Griffin and Moorehead, 2012). Purpose statement To construct and design a project charter that will help the company in revamping employees’ compensation and benefit package. The new package should have the ability to recognize the efforts and dedications of the company’s staff in a way, which supports it values, mission, and priorities. Goals: Create a compensation and benefit plan that is sustainable, consistence, and visible applied across the company and connects staff in a way that: Motivates high individual productivity levels, Exacerbates the quality of work, Supports an inclusive and a positive working environment, and Reinforces work efficiency. The plan will incorporate employees’ feedback, which will provide direction on how their compensation and benefits should function. Categorize the type of results and scale of performances the company ought to achieve after enrolling the new benefits and compensations system. Develop manageable benefit and compensation system, which the company can easily adjust to basing on its resources. Deliverables: ...
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...Gap Analysis: Riordan Manufacturing University of Phoenix Human Capital Development MBA 530 Mar 18, 2007 Gap Analysis: Riordan Manufacturing This analysis looks at situations, challenging issues and opportunities facing Riordan Manufacturing, a global plastics maker headquartered in San Jose, California. Through this analysis, problems will be identified that Riordan Manufacturing would have to resolve in order to be successful. By resolving their problems and realizing their opportunities, Riordan will improve their human resource practices, which will give them a competitive advantage. Situation Analysis Issue and Opportunity Identification Riordan Manufacturing has annual revenue of $46 million with 550 employees. The company is a subsidiary of Riordan Industries, which is a fortune 1000 company with revenue over one billion dollars. Production is divided among three plants: plastic beverages containers located in Albany, Georgia; custom plastics parts located in Pontiac, Michigan; and plastic fan parts located in Hang Zhou, China. Research and development is handled in San Jose, California. Riordan’s major customers are automotive parts manufactures, aircraft manufacturers, beverage bottlers, appliance manufacturers, and the Department of Defense. Recently, Michael Riordan, President and Chief Executive Officer (CEO) made strategic changes in their manufacturing and marketing of their products. Their declining sales and profits over the last couple of...
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...Running head: PROBLEM SOLUTION: RIORDAN MANUFACTURING Problem Solution: Riordan Manufacturing Ray Pena University of Phoenix Problem Solution: Riordan Manufacturing In this paper will attempt to construct a problem statement that will assist Riordian Manufacturing in transforming their current human relations model. After establishing the company’s issues and opportunities that may arise as a result of attending to their current problems, the paper will discuss the influences that the stakeholders have during this process. After assessing the challenges, there will be a reflective analysis of primary and secondary alternative solutions that will facilitate the course to reaching the end state goals of the company. Finally, after creating mitigating factors and techniques that will help battle any conflicts, the paper will itemize a strategic implementation plan that will allow the successful implementation of changes and solutions to the conflicts. Situation Analysis Issue and Opportunity Identification Riordan is facing numerous issues within this scenario. The diversity with the employee pool is a challenge because of the span of ages and experiences. Each of the groups has extremely different opinions and desires in regard to rewards and motivation. A challenge exists for the leaders to come up with motivational techniques that will be well received by all the employees. The next issue that Riordan has to recognize is the fact that the leadership...
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...Construct a project charter to revamp the compensation and benefits package. Project name: Compensation & Benefits Date: January 25, 2011 As an HR manager, I have to come up with a plan to revamp the compensation and benefits package. I have to essentially come up with what is expected from a team so that there is no miscommunication about what is required. First, a compensation plan has to be written for the company should provide the managers with an important tool to get the most out of those who report to them. Second, the plan should include every form of the compensation that is available, such as, salary, bonuses, merit increases, wages and overtime, paid time off, 401(k), and other profit sharing plans. Third, we should have a policy regarding the number of hours worked, overtime, compensatory time, and paid time off (i.e. vacation, sick leave, or personal days). Lastly, the minimum or base salary grades should be based on the job title, description of the job, qualifications, and education should be established to see what will be paid to the employees. A compensation package should be what encourages long term employees that they will be rewarded without tying their hands or creating a sense of entitlement. As the HR manager, I have to present this material to the stakeholders as well as to upper management for approval of this project. We want to see where the dollars you (as the employee) spend on after tax dollars by showing what you...
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...Problem Solution: Riordan Manufacturing Riordan Manufacturing is a successful organization looking to improve overall performance and position the company for future growth. The organization was initially founded in 1991 and has seen significant growth since its inception. Today Riordan Manufacturing is a global competitor in the plastics market with over 550 employees. Projected earnings exceed $46 million with a heavy focus in plastic beverage bottles, custom plastic parts, and plastic fan parts. The following review will analyze various issues impacting the organizations operations. Identified issues will be used to determine business opportunities while connecting improvements to key human resource management concepts. Key stakeholders in the organization will be identified along with the establishment of strategic end-state goals that will help guide improvements at Riordan Manufacturing. Major gaps in Riordan Manufacturing’s process will be analyzed using a standard gap analysis approach with accompanied alternative solutions that have a long-term focus. An optimal solution will be identified along with an implementation plan with meaningful end-state goals that support the vision of the organization. Situation Analysis Issue and Opportunity Identification Riordan Manufacturing has developed various processes and procedures to manage the business. The organization maintains a heavy focus on research and development with a strong sales force to help distribute the...
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...processes. The following Performance Management’s Key Components are a must with the implementation process. Planning – Set goals and measurements to communicate the company’s requirements. Developing – Address and improve performance Monitoring – Observe productivity. Does the employee comprehend the tasks being implemented? Rating – rate the performance of the employee. Rewarding – compensate and award staff When conducted properly, evaluations serve that purpose by: (1) showing employees how to improve their performance, (2) setting goals for employees, and (3) helping managers to assess subordinates' effectiveness and take actions related to hiring, promotions, demotions, training, compensation, job design, transfers, and terminations (Kennedy, 1999). In implementing the Human Resources Department, there must be a certain criteria when posting and filling positions. Ask yourself, “What type of employee is required in filling the position?” The person’s character is just as important as trust and self-respect. The healthcare system has to align executive leaders in every department to inform all staff of upcoming...
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...International Red Cross Movement. It was created to provide relief to victims of disaster and help people prevent, prepare for, and respond to emergencies. The American Red Cross is a non profit organization founded in 1881 by Clara Barton to aid victims of fires, floods, and hurricanes. This charity, though they are congressionally chartered, does not receive federal funding. The main source of financial support is provided from the donations of many philanthropic organizations, people and corporations. Ninety-one cents from every dollar donated goes to humanitarian services and programs. Branches are located across the U.S. and internationally that provide relief to people suffering from the aftermath of disasters and war. Its human resources come predominately from volunteers willing to travel to disasters and offer assistance and to aid families searching for information on loved ones missing in time of disaster and abroad. “Today, in addition to domestic disaster relief, the American Red Cross offers compassionate services in five other areas: community services that help the needy; support and comfort for military members and their families; the collection, processing and distribution of lifesaving blood and blood products; educational programs that promote health and safety; and international relief and development programs.” The Red Cross is governed by a board of governors. The board consists of eighteen members located across the United States. They...
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...Amy Velez, et al., v. Novartis Pharmaceuticals Corp. is one of the largest gender discrimination lawsuits ever to go to trial. The class action lawsuit claimed Novartis Pharmaceuticals (NPC) practiced sex discrimination against female employees under Title VII of the Civil Rights Act of 1964 (Wilson 2010). The plaintiffs are nineteen women presently or formerly employed by NPC in sales related positions. They claimed the NPC discriminated against them in various ways, including compensation, promotion and promotional opportunities, personnel evaluations and by adverse treatment of women who take maternity leave. They seek injunctive relief, back pay and front pay, and compensatory and punitive damages (US District Court Document). The class action lawsuit later grew to include 6,200 women employed by NPC. The time period of the discrimination was from 2002-2007 Amy Velez, who had twins in 2001 claimed she was repeatedly passed over for promotions by men who had inferior sales numbers. She also claims to have overheard a manager asking recruiters prospective employees were married or had children. (Wilson 2010). Another woman claims she was told by a manager that he prefers not to hire younger women saying “First comes Love, then comes marriage, then comes flex time and a baby carriage.” (Wilson 2010). In addition, the plaintiffs claim that men in the same positions earned more money than women in the save positions. The final approval of the settlement was November 19, 2010...
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...Abstract Internationalizing a firm is one of the most important steps a company can take to become more competitive. It can also be one of the most challenging tasks ever taken on because of the amount of development a company must go through in order to make an expansion into new countries successful. The following internationalization plan for the company iCracked will go over strategic goals for the firm, what type of firm iCracked will have to become as it internationalizes, what key aspects of the market must be focused on to remain competitive, and how HRM is going to play an essential role in the company as it internationalizes. HRM will be focused on how performance is managed, how employees are compensated as well as rewarded, selection methods in differing countries, training and development across the globe, and if there is/should be a difference between countries in terms of work-life balance. iCracked Internationalization Plan Across the globe, more than 20% of iPhone owners accidentally damage their phone, resulting in an ugly, unattractive, obnoxious cracked screen. As one of the most popular SmartPhones in the world, Apple’s iPhone is in dire need of a specialized repair service for the easily cracked screens that leave consumers in a panic as warranties expire. Founded in 2010 by a Cal Poly student, AJ Forsythe, iCracked Incorporated is a company that offers such a repair service in the US replacing broken screens and providing repairs for water damage...
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...Taylor Adams Dr. E. Montgomery BUS 508 Contemporary Business 02/14/2014 Mergers and Acquisitions When Proctor and Gamble acquired Gillette Products in 2005, Warren Buffet stated “This was a dream deal, this acquisition would create the greatest consumer products company in the world”. (Englishe, 2011) This is one reason why P&G chose to take on the major brand. Other than being known for their razors, Gillette’s products include Duracell batteries, Oral-B, and Braun. This acquisition meant Proctor and Gamble would take much control over the grocery market shelves. Control was everything to P&G at the time of this acquisition. P&G opened a huge door for Gillette, a door that looked inviting to shareholders. Gillette would now be invited into new markets such as China and Japan. China and Japan were two fast growing grocer markets. While this was a great end of the deal for Gillette, P&G would benefit greatly as well. Gillette housed products that were selling and evolving in the market faster than the brand itself. These were the type of acquisitions P&G needed to remain at the top of the product chain, and open the eyes of its competitors. (Englishe, 2011) Proctor and Gamble, the “signed partnership agreement” that formed in 1837 between William Proctor and James Gamble, was making money from the very beginning of its existence. Gamble, began in the large business venture as William Proctor’s protégé, in already existing soap and candle factory...
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...STRATEGIC HUMAN RESOURCE MANAGEMENT MANAGEMENT 5340 Fall 2011 EXECUTIVE MASTER OF BUSINESS ADMINISTRATION (EMBA) Shanghai Modern human resource management may be viewed as a process of acquisition, development, utilization, and maintenance of a human resource mix (people and positions) to achieve strategic organizational goals and objectives. The purpose of this course is to provide the student with an understanding of human resource management from theoretical, practical, and empirical viewpoints. Material will be presented and discussed from the perspective of the operating or line manager as well as the human resource specialist. Attention will be devoted to the various contexts of human resource management, basic techniques and methods, and the changing nature of managing human resources. More specifically, our concerns will include human resource and employment planning, employee recruitment and selection, training and development, performance planning and evaluation, compensation administration, organizational career management, structure of the human resource function, and the strategic role of human resource management. Objectives of the Course: During the course, the student will hopefully progress toward attainment of the following objectives: 1. Become familiar with the human resource management process (or HR value chain) and its key elements: a. Organization and human resource goals and strategies b. Human resource planning...
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...PART A: ANALYSIS OF HR PRACTICES AT 2 RETAILERS The two companies I have selected for the purpose of comparative analysis of Human Resource practices are Sears Canada and Wal-Mart Canada. Both are Canadian subsidiaries of large American conglomerates. Wal-Mart Canada Wal-Mart Canada was founded in 1994 with the purchase of several now defunct Canadian locations of the Woolco discount retail chain. The advent of Wal-Mart’s expansion has forever changed the retail landscape in Canada. Other discount retailers such as Canadian-owned Zellers, have been hurt by Wal-Mart’s formidable rise. Wal-Mart employs a low cost provider strategy, as evidenced by their slogan “We sell for less, every day”. They sell goods at low prices, but often of poor quality. Prices are kept low by developing special relationships with suppliers, employing many part-time workers, resisting attempts by their workforce to unionize and controlling labour costs, which includes “discouragement” of working overtime. Wal-Mart founder Sam Walton once said in an interview, “I pay low wages. I can take advantage of that. Were going to be successful, but the basis is a very low wage, low benefit model of employment.” A number of Wal-Mart’s business tactics have been under fire by special interest groups and labour unions. In 2005, a store in Jonquiere, Quebec, was closed after workers came close to establishing a union. It would have been the chain’s first. While a spokesperson for Wal-Mart Canada...
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...Organizational Structure………………………………………………………………………………........... 5 Interview Questions……………………………………………………………………………………………….. 6 Performance Standards………………………………………………………………………………………….. 6 Conclusion of Personal Insight………………………………………………………………………………… 7 Appendices…………………………………………………………………………………………………………….. 7 Human Resources SAW…………………………………………………………………………………………...7 Operations and Production SAW……………………………………………………………………………..12 Human Resources Organizational Chart…………………………………………………………………..17 Operations and Production Organizational Chart…………………………………………………….18 Executive summary: This project was organizing, planning, and developing both the HR functional area as well as the Operations and Production functional area. This consisted of revamping the Org chart to add the new employees, creating important interview questions for hiring new employees, and setting standards for each department. Along with these tasks, there was also creating a purpose for the department which is one of the most vital tasks of this project, without a purpose what is the department there to do? Description of the functional area and purpose statement. Human Resource As the Human Resource Department we strive to ensure that the Atha Corporation is run at the highest integrity while serving to develop standards and guidelines in order to keep the highest company and employee satisfaction. This purpose statement shows the drive and capabilities of our department by giving a brief description...
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