MHR 523: HR Individual Case 1

Organizations are growing in size each and every day, which in turn creates a high demand for employees. This outcome, however, needs a systematic approach to determine the right employee for the right position. The process has become so large that organizations need specialized help from Human Resource Management (HRM) departments to ensure that the requirements of the position are met. Therefore, the HRM department provides the function of job analysis in order to select the right individual for the position. "Job analysis is a complex and vital part of every HRM program, as well as an important systematic process used within an organization to determine future members of the workforce." Job analysis

In the Case Study "Maple Leaf Shoes, Recruiting," Clark president of the shoe company has to devise a plan within a month to strategically integrate automation in his business to meet the union's demands. He is also concerned with the loss of major stakeholders from foreign competitors and the emerging Indian Shoe Company that produces higher, superior, and unique quality and brand compared to his. Not to mention, Clark has legal issues with the Human Rights Commision pertaining discriminatory practices toward females in the workplace; in which they require him to review and alter job requirement for the supervisory position. With the gravity of the situation, Clark resolved to hire a new Human resource manager, considering his previous one resigned, and his other two employees who handled human resource functions were unavailable. He used the same template when hiring the former manager and made minor changes, and put the new ad on a newspaper without thorough planning. After that, Clark hired Joy to search because he recalls that she runs a temporary help agency. Clark also has a consultant that is writing up a job description but dismissed that idea because it was unnecessary to him.

The problem with Maples Leaf Shoes Ltd. was that the company did not have an experienced, qualified, skilled and knowledgeable manager to deal with the company’s day-to-day human resource activities like union negotiation and recruitment. A human resource manager plans strategies and handles the short and long-term challenges facing the company’s increasing global completion, increasing labor and production cost, managerial training and development for employees.

In an era of organizational flux due to competition and globalization, companies and employees are faced with constant change. Leaders must be able to adapt to change as the environment shifts. HR has been known as the organizational change agent, administrative expert, and employee advocate. More recently they have been regarded as business strategic partners for many organizations. In order to be successful and remain competitive in today’s market, Human Resources (HR) must be considered a strategic partner if an organization wants to flourish. Top executives today commit significant resources to ensure that their company’s functions are capable of rapid change and achieving their

I am very interested in a career field in Human Resources. For this paper, I interviewed Lillian Mannino who is a Human Resource and Personnel Manager at the UC San Diego Graduate School of Global Policy and Strategy. As a manager, Lillian serves as the link between the graduate school’s management and its employees. She is in charge of overseeing recruitment, employee relations, policy development, payroll, and benefits. Personnel management is a special branch of management that is focus on the concerns of employees at work and their relationship with the organization. Her educational experiences consist of a bachelor degree at UC San Diego in Management Science and a professional Human Resources certificate from UCSD Extension. She has been working in the academic administration for almost ten years and earned her current position as manager through climbing up the ladder. She started off working in this field as a student affairs officer then was promoted to an administrative specialist. Her prior work experience paved a path for her to build up professional experience as well as a solid network within the UCSD administrative system.

The board of directors and the president know that they have serious human resource issues. They understand that management practices have to change in order to compete in the local healthcare market as an employer-of-choice. As in any healthcare organization, fiscal resources are limited, but the board is firmly committed to investing in a well developed human resources plan that will decrease the turnover and stem the ever-growing turnover and vacancy rates. The president has asked you to attend the next board of directors meeting to share your plan for addressing these serious issues. What will you tell them? Outline the focus of your presentation and include the issues you have identified, as well as the recommended strategies for turning this around. (Points : 25)

I, Marion Forbes the recently appointed senior human resources manager at Hallington Utilities Services (HUS), am facing with a dilemma; work out HR strategies with the Organizations mission and handle employee’s issues and concerns. HUS has made changes due external and internal factors encountered in the market as well as the new regulations happening within the sector. All are very complicated and my main issues are privatizing, downsizing, unionization, motivation, training and compensation. With the information collected, I need to figure out

“The human resource planning process, demands the HR manager to first understand the business requirement. Only if he comprehends the nature and scope of the business, will he be able to employ those who will deliver the required performance. When it comes to engaging the

As a student of Memphis, I think that equality should be present now than it ever was in the past. But still, to this day, our economy has not been promoted into becoming equal. With some difficulties, we accomplished our tasks. As a group, we chose an answer. That is the 500k should be divided equally by 50k each. Although my group decided to split the budget equally. I, however, think that the budget should be split in a ranking of the most important job to least important. That meaning the important job gains more money than the least important. As an individual, I would distribute the budget to 3 qualities. The reason being a job qualification, skills, and the economic system which all play a role in society.

Ms Keeling called to report that she never received the credit of -$187.80 of August 2018. She explained the light flicked that caused the register to close down. She was told that her transaction did not process, so they processed again, but because the charged processed she received a decline, therefore she had to remove some of her items. She charge to her Amex was never credited back. I was unable to locate a receipt for the charge on the Amex.

First off we would NEVER throw sales numbers around or guarantee sales it's just not our style . We pride ourselves in being honest and ethical and quoting sales numbers we have absolutely no idea whether we'll hit is even achievable. We tell most new vendors to expect a break even financial situation at best over the first 18-24 months . The first 12-18 months it's imperative that we promote within our distributors ,participate in shows ,offer placement programs.. etc etc..It's all about planting retail seeds that we hope grow and gaining exposure .

You made it! You received your master’s degree in Human Resource Management, and now it’s time for you to start seeking career opportunities. At this point, you may be a little confused as to what areas you should focus on in HR since your experience may be limited. Imagine that a friend shares with you that he/she has a small but rapidly growing business which is in need of an HR department. He has asked you to be the HR Manager. Your friend mentioned that he / she previously worked with an HR consultant, but now has close to 100 employees with no definite, dedicated HR department, and really needs your assistance. Although you are nervous, you realize that it’s now time for you to show your skills and put all your years of studying into action.

The Mercedes-Benz U.S. International (MBUSI) is located in Vance, Alabama employs over 4,000 people. This organization has created thousands of others jobs by association in the area and has contributed billions of dollars of other commerce do to its presence in Alabama. This company’s story began in Alabama in 1997. It began producing only one model and after such a great response to the vehicle it increased its production with other models in 2004. Since the inception of the organization into the state there has been only one layoff. Employees make some of the highest wages in Alabama at this organization. There are generous bonus packages and vacations. MBUSI

For some employees they become Entrenched Employees maybe by choice because they really like what they do or maybe they have tried in the past to move up the career ladder with not much success. It would be up to the Human Resources department or the employee themselves to keep trying until they discover a position within the company that offers them satisfaction with open communication between these parties the goal of a more satisfied employee and employer can be achieved.

Boxall, P and Purcell, J (2011), The Goals of Human Resource Management, Strategy and Human Resource Management, 3rd Edition, Palgrave Macmillan, New York, pp. 1-36.