Bandag Automotive Case Study Human Resources Management

* Protect the rights and promote the interests of people and their careers – this is to include

The new employee would sit through a presentation from managers from the department of human resources (HR) and get a broad overview of the job. Overview includes, but not limited to: tasks that need to be performed, working hours, skills and abilities, rules and regulations, and other fields that work with HR.

-Provide training, development and support to APCWs and SOSA on policy/procedure, APS interventions, CSR, state statutes, etc.

The human-resources department is responsible for performing HR management. This includes overseeing numerous aspects of employment, such as compliance with labor laws, employee benefits, recruitment and retention just to name a few. According to APHSA (2016), there are four primary functions for which HR is responsible: Executing HR Administrative Functions; Developing Talent; Influencing Culture; and Influencing Direction. By executing HR admin functions the department; builds trust with administration, engages leadership in the development of jobs, recruits, hires, and assist with onboarding new employees. HR develops talent by creating employee development and training opportunities for increased performance as an organization. In utilizing this skill, it can create opportunities for leadership and promotions.

Bhagria, A. (2010). Roles and Functions of the Human Resource Department; Young HR Manager. Retrieved May 4, 2014, from

The primary function of human resources management is to increase the effectiveness and the contribution of employees, which are in alignment with the organizations goals and objectives. With in human resources management, there are many components or pieces of the puzzle that allow human resources management to exist. Such pieces of the puzzle include, equal employment opportunity, affirmative action, human resources planning, recruitment, selection, development, compensation, benefits, safety, health and benefits. Each of which will be discussed. In human resource management,

HR liaise between management and employees to ensure that policies and procedures are applied fairly and consistently and interaction with the HR department is

• Acts as a liaison and handles the communication with persons and groups within and outside the organization.

Clear job descriptions and hierarchies will be developed so that every employee is sure of their role in the organization and who their manager is. The revised job descriptions along with “mental, physical, and technical” qualifications will be used to determine employee suitability for the new positions within the organization as well as possibly eliminating positions (Liebler & McConnell, 2008). Using these criteria for placement of employees in positions within the new organization will “foster a positive climate of compliance with nondiscriminatory practices” (Liebler & McConnell, 2008, p.204).

I assist Mangers and Line mangers to support their staff and help keep them informed of any changes to policies and procedures. They also require my assistance when the need arises to take on new staff.

The person in charge of human resources would be responsible for the recruitment side of the business such as advertising for a post, be part of the interview and selection process, be part of the induction process. The HR manager would be responsible or making sure they’re up to date with all the most recent employment law legislation and ensuring people know about the changes. The HR manger would also be responsible for wages, finance and pensions in accordance with company policies.

Manages human resources operations by recruiting, selecting, orienting, training, coaching, counseling, and disciplining staff; planning, monitoring, appraising, and reviewing

Helping to gain buy-in to the new HR model, through developing the roles and responsibilities for the important new HR groups and further advocating the case for the changes. Leading on the development and implementation of the People Plan which has provided the framework for guiding and managing the transition (downsizing, restructuring and reskilling) of the HR function – and aspects of the related changes required of managers and individuals as a result

HR Managers need to be alert to potential harassment and discrimination issues and act appropriately, either directly or through the appropriate line manager/s. They also must be able to give impartial and expert advice to people involved in harassment and discrimination cases, both complainants and alleged offenders.

In reverse, P&G promoted the continuous improvement of logistics services of Paogong which has been the today's leading third-party logistics company.