The Vice President Of Human Resource For Moore Beer, Inc.

An evaluation of actions taken in the case to address the problem: Reasons why Maricopa County should terminate Jorgensen, 1.The workload imposed upon the Automotive Repair division had increased dramatically in the past year and would continue to do so in the future; 2. A temporary or on-call person could not fill the position of Auto­ motive Mechanic II because of the high cost of training and lost productivity. Also, temporary employees can only work up to 90 days and qualified mechanics who are willing to work on a temporary basis are extremely hard to find;3.The staff level "in the division was insufficient to keep up with the work load demand created due to Jorgenson 's absence;4. There were no vacant positions within the department for which Kenneth Jorgenson was qualified (Employment Relations ADA Concerns are Heavy Lifting an Essential Job Function?)

“The decision may be based on seniority, job performance, or the position with the organization” (VERHULST, 2013). It is critical that decisions are made carefully and critically thought through because the decisions to let go an employee can have a ripple effect on the entire company. The decision I made in this assignment was impacted by several areas including educational level, employee evaluations, contributions to the company and tenure.

You have recently been hired as the HR manager responsible for two separate Ontario locations belonging to Wilson Brothers Limited. You have been asked by the HR Director at the head office in Brandon, Manitoba, to quickly provide a report on any initial HR issues related to Recruitment and Selection, Compensation and Benefits, Health and Safety, Training and Development and Labour and Employee Relations that are affecting or will affect the Cambridge operation and the new plant in Scarborough. The HR Director has made it very clear that Wilson Brothers would like both the Cambridge location and the new plant in Scarborough to remain union-free and are willing to offer very competitive wages and benefits

The third alternative was to perform a job analysis of the less competent employee to determine their place in the practice. The use of job analysis to determine if the job duties assigned to the employee are above their competency levels. I will also assess their ability to perform their job duties. Once the analysis is perform it can be questioned whether the person can be moved to another appropriate position to decrease the workload of other employees.

When a company experiences a financial setback of the magnitude that More Beer, Incorporated had after its failed venture into internet marketing, it sometimes becomes necessary to reduce the workforce in order to mitigate the losses. The Human Resources (HR) Department faced a very difficult decision in choosing whom to fire, as there was a potential for legal action with each of the five candidates presented for possible termination. In addition, many of the candidates also had personality traits or

I will be evaluating the practices the company in regards to, the training program the company uses and how they train their employees, basic personnel ethic practices within the organization, and how the company deals with high rate of employee turnover. With this being a small company, I will be working with the owner and will be reporting my initial findings to him. Once the reports are completed I will be forwarding my findings to all of the

As time went on, and I graduated with my undergrad in Marketing, it became time to move on. Around the same time a position in the marketing department opened at Briggs & Stratton and I made the hard decision to leave a role I was good at, the role I knew inside and out, and venture into the unknown. Interviewing against 6 other people it was no walk in the park. Sitting with the VP of Marketing I was comfortable but yet still nervous about the questions I was going to be asked. All was going well and very typically for an interview until the end. I was directed to his whiteboard. There was a list of our customers: Lowes, Home Depot, Menards, and next to them was a number. The question at hand had to do with grass seed, similar to long and garden equipment but not a market I was entirely familiar with. The numbers next to the customers was their market share, and the question at hand was how to increase Home Depots market share with new homeowners. Feeling extremely inexperienced, I thought for a second on how to answer the question. Was he looking for a technical aspect of numbers? Was he looking for a quick detail of a campaign, and ad idea maybe? Deciding to stop second guessing myself I went with what my gut was telling me to do. I thought about all the suburban housing developments that go up everywhere, what is the one thing they are usually lacking when the house is complete? Grass. Unless it’s a high-end subdivision the home

For this assignment, I am going to conduct a thorough analysis of a prospective employer. This includes an organization description, history, financial analysis, and industry profile. I am also going to identify a position I plan to pursue throughout this course as well as a position summary and benchmarks. The Employer I am going to analysis is SS&C Technologies, Inc.

There are a number of solutions that can be reviewed to solve most any problem and most require a touch of creative or critical thinking. William Hughes once said, “If we are not prepared to think for ourselves, and to make the effort to learn how to do this well, we will always be in danger of becoming slaves to the ideas and values of others due to our own ignorance.” This quote is one that can be considered as individuals encounter issues or problems. This paper will discuss the solutions initially considered to resolve the problem of understaffing at a place of employment, and how these resolutions can be further honed to provide the best

This will quickly address performance issues that the business encountered in the workplace. Keeps an employee log on all employees tracking performance level? This will also help with weeding out employees that does not meet expectation standard with new hires trial 60 days performance review evaluation.

The company that I selected for my project is where I currently work. Briggs Distributing. The company was founded in 1934 by Fred Briggs in 1951 Pete Decker joined Fred Briggs and the company has been in the Decker family since then. It is now owned by John Decker and his two children both work for the company. Briggs Distributing is a distribution company that distributes Miller/Coors, and many other products to local bars, convenience stores, and grocery stores. There are currently about 70 employees that work for Briggs Distributing. I will be reviewing the selection process for all of the positions at Briggs Distributing. These positions include, office staff, truck drivers, sales staff, warehouse and merchandising

In the case described in our textbook, The Civil Service board decided to give written exam to all candidates for the supervisor position. Board believes that this exam would be fair and objectives because it will eliminate subjective judgment and personal favoritism. While the board was making that decision Maxine Othman, the Manager of social service agency, offered that position to Sheryl Hines. The manager likes to give people a chance to grow to their full potential and decided to put Sheryl who was working for the company for seventeen years a chance to improve herself in the supervisor position. The Board made their decision that all candidates for the supervisor position need to take the exam. They want a person with the highest score

Michael Jordon is an employee that was recently hired from an ad posted on Craigslist and was recommended by a co-worker. He was hired as a Human Resources Assistant. While on his first day of work, Mike was told that when it comes to making decisions regarding hiring and firing of staff members and other issues such as sexual harassment and violation of policies, he should use his own judgment.

The purpose of this midterm project is as a Vice President (VP) of Human Resources (HR) for Moore Beer, Inc. standpoint terminate 3 employees using all the applicable laws. Moore Beer, Inc micro brewing company heavily involved in the direct marketing of its various microbrew products. To cash in on the internet selling Moore Beer, Inc. opened two new online marketing and direct distribution channels and soon after they begin to have technology problems, and slow sales that affect the company’s profits. As a result, Moore Beer Inc. decide to reduce its workforce. The President asked to evaluate and identify which employees to terminate, the reasons for each termination and the legal risks with each employee in terms of post termination litigation.

To prepare for the downsize effort, we will protect employee and organizational data and safeguard against potential legal liabilities by a thorough review of the company records privacy policy and employee files will include their name, position, salary, date of hire, work records, attendance, appraisals, EEO information, along with a review of employment files for completeness and consistency. Finding a