Alice Saddy Case Study

The Alice Saddy Caring for the Community a non-profit agency located in London, Ontario, was established to support individuals with developmental disabilities by assisting them to live independently rather than an in a group home. Via various programs and services offered by the association, they provided opportunities for individual with developmental disabilities to become active, “contributing members of the community”. As a nonprofit, community-based organization, the Alice Saddy Association is committed to promoting independence and building an inclusive community where all individuals with disabilities can lead full and gratifying lives.

The human resources department needs to revisit some of their decisions to strength their portion of the structure and better the company for the future. The high turnover rate has caused lack of employee motivation, low morale and with pay levels below their competitors’standards; there is lack of structure in the performance review process within the entire company. These issues can be corrected by creating a coaching, feedback process, and

| Explain how different organisational structures and management roles can impact on the HR Function (AC: 1.3)

The professional working in this area of HR ensures that the relationship between an organisation and its staff is

I have been asked to provide a report that supports the retention of the HR function within our organisation. In this report I will explain how Human Resource activities support the organisations strategy and how HR professionals support line managers and their staff.

Firstly, the internal and external environment and how it relates to their HRM strategy. Secondly, the current problems encountered within the organisation. Thirdly, review of literature to verify or falsify the alleged problems. Fourthly, make recommendations to address and correct the identified problems. Fifthly, a review of the current practices and recommendations, and lastly a list of recommendations the ASNSW HR department could implement to improve it position.

Starratt’s work resonates with any educational change initiative, but this book has added dimension and depth to my work. Every day I attempt to orchestrate organizational change in dysfunctional special education departments that serve special needs individuals. First, Starratt (2004) makes it clear that an overarching goal of an effective and ethical educational leader is not only to identify the critical areas of concern, but to initiate the change needed to uphold and enhance the “common good.” In my current career, that applies to special education systems requiring reform where unwilling administrators do not reorganize priorities for that to happen. While the definition of the phrase, “the common good” may be unclear, when it comes to initiating change in special education practices, the indisputable outcome should be the ownership of all special needs students by every staff member.

Further to the recent organisation re-structure forecasting the closure of the HR department, the following report has been created to highlight the importance of the HR activities and the support it offers within the organisation.

The Alice Saddy Association, a non-profit agency in London, Ontario, supported people with developmental disabilities, which allowed them to live independently in the community, rather than in more restrictive group homes. The Alice Saddy Association was guided by its statement of philosophy and its day to day operations were a reflection of the statement of philosophy. The Association had an informal way of going about things. It had a live through approach and created an environment of respect, opportunity and equality. In the early years, with a relatively small case-load, it was possible for the support service supervisors to spend time with the support workers and interact with

With the internal and external environmental threats such as war and internal, PU human resources department is unable to assure the consistency and stability of work which leads either to a lack of commitment of its employees to their work and/or turnover where employees search for a job security.

Q1. Discuss the relationship between corporate human resources structure andoperations at the plant level. What impact, if any, did that relationship have on thesituation described by Newcombe?

As the new Human Resources Director of TWK, when I carefully looked through the human resource system, I get a strong sense that the lack of integration and cooperation is significantly affecting the whole organization. As the employees sometimes have different problems and sorts of dissatisfaction with each other, I am planning on holding collective activities focusing on training and development which can gather them up and make them feel more like a group. Secondly, the vagueness of individual obligation on the job occasionally cause blurry messages received by the employees that they may not have a defined job duty or tasks. For which I will design focused and clear job analysis and give regular performance appraisals

As written in the case study, earlier the SYSCO operating regions had conducted their own HR practices without consulting the HR department. This was the big problem and could have led to negative impact on company’s growth. Cooperation between operating managers and the HR department is extremely important for HR efforts to succeed. HR also known as employee advocates or company morale officers who serves all employee issues or concerns with managing organization’s strategies and goals. But without the HR advocate role, there could be a risk for employer to face lawsuits and other regulatory complaints.

Basically, HRD supports the entire organization in addition to being a self-supporting department within the organization. The authors provide a thorough explanation of how HRD interacts with the organization which depicts levels one through three as a departmental HRD process of input, process, and output and the same used again in relation to the organization. Additionally, a systems approach is used that encompasses inputs, processes, and outputs, in that order.

Regarding the organization of the HR departments, we believe that the majority of them are not fulfilling the tasks they are named after, and that there are also too many departments dealing with the same kind of issues. In addition, the hierarchical structure of the company is too leveled. As such, we recommend that a fusion of departments is made, clearly defining the proper functions, as well as fixing the hierarchical structure in order for the information to flow horizontally in an easier and more efficient way, hopefully improving the time