Social and Economic Dynamics Influencing HR Strategy

There is no exact definition of a developed economy, but rather a sliding scale. The G8 countries (see Resources for a list) are widely regarded as having the major economies in the world and are responsible for a majority of the world’s economic output. For this assignment you will select a country from the G8 countries, other than the United States, and compare it to another country in the world. Choose an early development stage country or a developing country for the comparison. Compare the essential social, economic, and environmental indicators as presented in the CIA World Fact book country reports, The Economist country briefings, or other resources you find throughout Unit 1.

Next, create a simple table that compares the relevant factors that may affect the development of HR strategies in developing and developed countries. Include demographics of a population related to age and education. Additionally, natural resources, health, existing industries, and other social, environmental, and economic factors may be relevant. Select two of these additional factors. You will have four factors. After creating your table, focus on the gaps between the two countries you chose. In your one- to two-page analysis, address the following questions:

  1. How large are the gaps?
  2. How might these gaps influence HR strategies in these regions? For example: What does an education gap mean in planning a strategy for a workforce in a developing country?
  3. In your analysis, weigh the advantages and disadvantages of these factors when taken as a whole. Together, what is the effect?
  4. Refer to the Social and Economic Dynamics Influencing HR Strategy Scoring Guide to ensure you have met all of the requirements of the assignment. Also, be sure that you have cited all of your sources according to APA formatting guidelines. Submit your work in the assignment area.

Holland Enterprises Benefit & Compensation Analysis

Attracting and retaining the most talented employees is essential for long-term organizational success. An important component to attracting and retaining such employees is the design and implementation of an effective compensation and benefit system.

Assume the role of a highly regarded human resource consultant hired to review, analyze, and revise the compensation and benefit system utilized by your city’s largest employer, Holland Enterprises. The firm employs 3,500 employees, but since 2007 has lost 25% of its staff. Exit interviews indicate the primary reason a majority of these employees have resigned is because of a compensation and benefit system that is perceived to be unfair and noncompetitive in the marketplace.

Present to the management a revised compensation and benefit strategy. Your proposal should include a discussion of:

  • How an effective compensation and benefit system contributes to organizational effectiveness.
  • The principle components of your revised compensation and benefit system for a large-scale organization as well as a recommendation for each component.
  • A convincing argument to the already skeptical top managers of this organization to increase their compensation and benefit expenses.

At a minimum, your compensation and benefit system would include the following components:

  • Compensation and benefit philosophy
  • Pay structure architecture (pay grades, pay ranges, and pay width)
  • Ratio of base pay to incentive (bonus) pay
  • Emphases on external equity or internal equity
  • Principle type of benefits to include (example: deferred compensation match, health insurance, vacation and sick leave, etc.)

Guidelines for Writing the Final Paper

  • Paper must be six to eight double-spaced pages in length, exclusive of Title Page, References Page, Appendix, References, Exhibits, etc.
  • Formatted according to APA style as outlined in the approved APA style guide (including title page and reference list).
  • Must address the topic of the paper with critical thought.
  • Must include an introductory paragraph with a succinct thesis statement.
  • Must conclude with a restatement of the thesis and a conclusion paragraph.
  • Must utilize a minimum of four scholarly references.

Strategic Leadership and Knowledge Management

For your Portfolio Project, you will utilize knowledge about strategic leadership and knowledge management and provide for the Portfolio Project an essay that addresses the following aspects:

The Nature of Strategic Leadership

Within this section, explain and discuss how the nature of strategic leadership is critical to the success of the leadership of a firm. Be sure to address the following points for this section:

  • Explain and describe the nature of strategic leadership.
  • Why is high-level cognitive activity of a leader important?
  • How and why should a leader gather multiple inputs to formulate a strategic direction?
  • How does a leader anticipate creating a future to address the unknown?
  • Why is revolutionary and contrarian thinking important for the leadership team?
  • Explain why creating a vision is critical to the success of the leadership of a firm and address the pros and cons of not having a vision.
  • Explain how leadership can determine and measure the effectiveness of strategy direction.
  • As the CEO of a firm, explain how you would implement the strategic direction and factors that will cause revising the strategic direction for your firm.

Conducting a SWOT Analysis

Within this section, explain and discuss how a SWOT Analysis can assist the leadership team develop and implement a strategic direction. Be sure to address the following points for this section:

  • Internal strengths
  • Internal weaknesses
  • External opportunities
  • External threats

Lesson Learned

Within this section, explain and discuss how lessons learned from the research can assist you, as a CEO, to develop and implement a strategic direction for your firm. Be sure to address the following points for this section:

  • Provide at least two examples of successful business strategies and explain why these business strategies were successful.
  • Provide at least two examples of unsuccessful business strategies and explain why these business strategies were unsuccessful.
  • Explain and describe, as the CEO of your firm, how you would contribute to the management knowledge and the learning organization.

STRATEGIC HUMAN RESOURCES

Select a united states publicly traded company to research and evaluate its Human Resource (HR) and business strategy, HR department job positions, and ways it markets its company regarding human capital.

Write a two to three (2-3) page paper in which you:

  1. Propose how you would ensure the HR strategy is in alignment with the business strategy.
  2. Describe the HR job positions and the responsibilities listed for that HR department.
  3. Determine which HR job positions you would prefer and explain why.
  4. Analyze how the selected company can establish HRM strategies to improve competitive advantages.
  5. Propose three (3) ways that the company can increase diversity.
  6. Use at least three (3) quality academic resources in this assignment. Note: Wikipedia and other Websites do not qualify as academic resources.

Your assignment must follow these formatting requirements:

  • Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and 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 assignment page length.

The specific course learning outcomes associated with this assignment are:

  • Examine the role of human resource management (HRM) in organizations and how it supports the organization’s business strategy.
  • Evaluate human resource strategies and how these strategies align with business strategies.
  • Create a competitive advantage in the marketplace.
  • Formulate HRM strategies and policies to recruit, select, place, and retain the most efficient and effective workforce.
  • Use technology and information resources to research issues in strategic human resource development.
  • Write clearly and concisely about strategic human resource development using proper writing mechanics.

Employment Laws, Policies, and Processes

Imagine that you are the Director of the HR Department at your current organization or an organization with which you are familiar. You are responsible for delegating duties to your team for the selection, development, and management of both the new and current employees. You must ensure that your organization is diverse and follows all employment laws.

  1. Outline one (1) job interview process, and document the methods that you must use to select the right person for available positions. Determine two (2) employment laws that you must consider in the process in question, and examine the key ramifications of the organization’s lack of enforcement of said laws.
  2. Suppose your same organization decides on an unconventional workforce comprised primarily of independent contractors and temporary workers. Predict three (3) issues that you may encounter in building relationships with each type of worker. Next, examine two (2) laws that you must follow during the relationship building process, and specify the manner in which each law would help in the relationship building process.
  3. Evaluate the effectiveness of the organization’s HR policies and processes that are designed to promote a diverse workforce. Next, outline one (1) strategy for the organization that recognizes affirmative action. Include a plan to mitigate both the glass ceiling effect and reverse discrimination within your organization. Support your response with at least two (2) examples that illustrate the major benefits of the plan to the organization.
  4. Use at least three (3) quality academic resources

Your assignment must follow these formatting requirements:

  • Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and references must follow APA or school-specific format. Check with your professor for any additional instructions.

Empowerment Approach to Human Services Management

Review the 12 principles presented by Hardina et al. in the section titled “Humans Service Organizations and Empowerment” in Ch. 4 of Management of Human Service Programs. Additional resources may be used.

Discuss the principles presented by Hardina et al. In your paper, discuss the principles that characterize an empowerment approach to social service management, and evaluate how these principles are applied to a human service organization in which you are familiar.

Specifically, address the following:

  • Explore what themes from classical management theories (bureaucracy, scientific management, universal management principles, etc.) are utilized with an empowerment approach.
  • Explain the ideological belief systems of a manager who espouses empowerment for the overall agency, staff members, and clientele.
  • Explain the differences between horizontal and top down organizational models.
  • Explain how the concepts of team building and collaboration are met through the use of contemporary management theories.
  • Discuss strategies for consistent evaluation of organizational efficacy that includes strategic feedback from clients, community constituency groups, and staff members within the agency.

Hardina et al. (2007) suggest that an “empowering approach” to social service management is characterized by the following basic principles:

  1. Empowerment-oriented organizations create formal structures to support the participation of clients in organizational decision-making …
  2. Empowerment-oriented organizations create partnerships with program beneficiaries in which all parties (clients, staff, and board members) are equal participants …
  3. The purpose of client involvement in service delivery is to decrease personal feelings of powerlessness and to improve the quality of, and access to, services …
  4. Empowerment-oriented organizations explicitly develop policies, programs, and procedures that can be used to bridge cultural, ethnic, gender, and other demographic barriers to effective service delivery …
  5. Empowerment-oriented organizations have top managers who are ideologically committed to the empowerment of both staff members and program beneficiaries …
  6. Empowerment-oriented organizations engage in specific strategies to increase the psychological empowerment and motivation of workers …
  7. Empowerment-oriented organizations promote the use of team building and collaboration among staff members …
  8. Empowerment-oriented organizations encourage staff to advocate for improvements in services and policies …
  9. Empowerment-oriented management approaches can only produce effective outcomes when a consistent funding base is available to maintain the organization …
  10. Empowerment-oriented organizations involve clients, community constituency groups, and staff members in ongoing evaluation of services and program renewal …
  11. Empowerment-oriented organizations act to increase their own political power as well as the political influence of program beneficiaries …

Benefits of Outsourcing Services

Many companies benefit from outsourcing services because it allows the company to lower costs, focus on its organizational culture, and increase the speed and quality of services. You have been asked to analyze how the outsourced service interacts with your company’s clients.

Read and select 1 of the following scenarios to complete the assignment:

  1. In 2009, the U.S. Stimulus Act changed the way health care providers use electronic health records (EHR). A local clinic was informed that to avoid penalties it would need to adopt a qualified EHR system. The clinic managers discussed two options: 1) adopting an in house EHR system and 2) outsourcing the EHRs. After weighing the pros and cons of each option, the company decided to outsource the EHRs.
  2. Recent research shows that many companies are starting to explore the idea of outsourcing for their human resources department. A large pharmaceutical company has begun discussing outsourcing their human resources department.
  3. Atwood Laboratories is a small company that completes lab work and bills its patients using two staff members. A larger laboratory in the neighborhood closed its doors recently, which has increased Atwood’s patients and billing. The company is considering outsourcing its patient billing to accommodate the influx of patients.

Write a 700- to 1,050-word paper that includes the following:

  • Identify the relationship of the outsourced service and the impact to the organizational structure.
  • Describe the benefit and alignment of outsourcing services on organizational culture.
  • Describe how a company can align the client experience with the outsourced service along with your organizational culture.

Format your paper according to APA guidelines.

Explain how viable employee relations’ practices have contributed to Wal-Mart’s success as an employer.

The secret to Wal-Mart’s success has long been attributed to its strong culture. Wal-Mart employees are referred to as “Walmartians” which is a sign of a unique culture shared by them. This culture is responsible for a company of this magnitude to be able to sustain its entrepreneurial spirit decade after decade.

In early days, Wal-Mart achieved remarkable growth rates and was the first trillion-dollar company in the world. With amazing success came criticism. Wal-Mart once held the record for being sued the maximum number of times. Its practices and culture were held responsible for killing small local retailers. It was also criticized for gender-based discrimination, it’s overtime policies, and using sweatshop products.

Write a three to four (3-4) page paper in which you:

  1. Explain how viable employee relations’ practices have contributed to Wal-Mart’s success as an employer.
  2. Speculate on the contribution that employee benefits have in relation to the success of Wal-Mart’s employment practices.
  3. Predict the major effects that the organizational culture and the use of performance criteria could have on the establishment of a union.
  4. Speculate on why you believe Wal-Mart has not been effectively unionized over the years. Provide a rationale for your response.
  5. Use at least five (5) quality academic resources in this assignment. Note: Wikipedia does not qualify as an academic resource.

Your assignment must follow these formatting requirements:

  • 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.

The specific course learning outcomes associated with this assignment are:

  • Summarize the differences between employee relations and labor relations.
  • Examine the relationship between management and unions.
  • Use technology and information resources to research issues in employee and labor relations.
  • Write clearly and concisely about employee and labor relations using proper writing mechanics

Training and Organizations

Defining the strategic approach to employee training and development allows organizations to align training and development to overall organizational success. Organizations may provide minimal training for job-specific skills or they may opt for a wide range of training and development opportunities to foster human talent development and ties to succession planning.

  • Research the purposes and approaches to strategic training and development decisions, and address the following:
  1. Define the strategic nature of employee training and development?
  2. What criteria might an organization use to determine a strategy regarding employee training and development?
  3. Explain the difference between a small family-owned business and a multinational company in their approach to strategic training and development for employees?
  4. Analyze the relationship between training and development, succession planning, and organizational success?
  5. Why is multicultural/diversity training important in organizations?
  6. What are some legal considerations (employment laws and labor laws) managers must consider in selecting staff for training and development opportunities?

Designing Training

Analyze the effectiveness of your organization’s training and development process. Prepare a PowerPoint presentation that addresses the following:

  • Explain the training needs analysis approach that your organization uses to define training needs.
  • Describe the process for capturing needs for individuals, groups, and the wider skills for the organization.
  • Evaluate the effectiveness of at least 3 courses in this curriculum. For each course, address the following:
  • Are adult learning theories evident in the course design?
  • Does the course have clear and measurable training objectives and learning outcomes?
  • Is there alignment of the course objectives with organizational strategic goals and objectives?
  • Describe the training delivery methods. Are they varied and appropriate to the course topics?
  • Does the course incorporate varied learning styles in the design?
  • What level of evaluation is used to measure the effectiveness of the training?

Computing Factory Overhead Costs and Variance

The process of analyzing overall performance of a company often entails making comparisons between anticipated costs and actual costs for areas such as materials, labor, and factory overhead. To make such comparisons, managers use the principle of variance analysis to determine how well company operations are meeting expectations. Within a Human Resource budget, the costs per hire including funds on recruitment, training, evaluation and total rewards represent a significant portion of an organization’s expenses. These costs vary widely across industries.

In this Application, you will analyze two scenarios using the information presented in your Resources. You will apply your knowledge of variance analysis, flexible budgets, and overhead to draw conclusions about the following scenarios.

You will set up and use an Excel spreadsheet for all your calculations for the problems below, and the spreadsheet you develop should be what you turn in for the Application. Note: The Resources section includes tutorials for those who might need help in designing and using an Excel spreadsheet.

Part 1:

Yum Town Frozen Foods is an emerging company in the market of high-end TV dinners. Yum Town’s position takes on popular favorites such as steak and potatoes and macaroni and cheese have gained significant attention on cable food channels. However, as Yum Town’s level of activity has risen, the company has struggled to make sense of its manufacturing costs. Representatives have asked you to analyze the company’s factory overhead costs and labor hours. Yum Town accumulates the following data concerning a mixed cost by relating total factory overhead costs to direct labor hours.

As an HR Manager, human resource planning analyzes the data to make decisions on when to add additional employees in contrast to adding hours to current employees and this is impacted by changes both the fixed and variable costs. Hence HR planners are responsible for carefully exploring headcount and costs per employee and headcount relative to resources and overhead. For this reason, variance analysis is a valuable tool for human resource planning and forecasting.

Month DLH Factory Overhead
March 300 $2,400
April 400 $3,000
May 600 $3,600
June 790 $4,500
July 500 $3,200
August 800 $4,900

 

What is the flexible budget formula for factory overhead?

As a HR manager, how might you make use of this information in the decisions being made about employee headcount—including hiring and staffing choices.

Part 2:

Honey Bear Confections is a small company dedicated to making bear-shaped sweets with honey as a sugar substitute. You have just been promoted to a position as manager of the production department at Honey Bear Confections when your supervisor shows you the following report. She asks you to prepare an analysis to fix the problem she perceived with employee productivity and efficiency. After reviewing the following information and making the necessary calculations, what would you recommend?

Honey Bear Confections

Manufacturing Overhead Static Budget Report

For the Month Ended June 20XX

 

Budget Actual Variance (U of F)
Production in bags of candy 10,000 12,000 2,000F
Costs:
Indirect labor $26,000 $31,200 $5,200U
Supplies $25,000 $29,500 $4,500U
Utilities $19,000 $22,500 $3,500U
$70,000 $83,200 $13,200U

In preparing the report, consider the learning objectives for this unit.

Part 3:

In a 2-paragraph essay respond to the following:

Provide examples of how HR managers might make use of variance analysis. How might line managers explore variance analysis in viewing HR budgets and both direct and indirect labor expense?

Selection and Staffing

Some organizations set up a selection process that is long and complex. In some people’s opinion, this kind of selection process is not only more valid but also has symbolic value. address the following questions:

What can the use of a long complex selection process symbolize to job seekers? 
How do you think this would affect the organization’s ability to attract the best employees? 

Should include at least two outside sources to support your response.

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Human Resource Management

With reference to the models and theories presented to you in the module and as a result of your own wider reading, critically evaluate the approach an organisation of your choice has adopted to managing an international workforce.

You are required to write a 3000 word report which discusses the extent to which this organisation has taken into account local needs in their HRM strategy.
Select a country of your choice and explain how to manage a company with the human resource management of another country (i.e: How to adapt the British management in China

 

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HUMAN RESOURCE MANAGEMENT

Learning Outcome 2 – formulate resourcing strategies for getting the right people, training them in the particular skills needed by the organization and ensuring those worth retaining, stay with organization.You are part of the Management team in the department where you currently work. You have been asked to prepare for recruiting a new first level employee (relevant to your department). You must complete all the tasks listed below and submit the completed documents in a Recruitment, Selection and Training Portfolio.

You must work in teams of maximum four students to complete the following tasks to develop a professionally produced Portfolio by Week 9. This is the first week after the spring break. You are also required to sit an individual written exam in class in week 9. This exam will test your understanding of each document in the portfolio.

YOUR TASKS:Carry out a Job Analysis for your chosen job position to find out exactly what the job entails, and the type of person needed for the job.

You must design a Job Analysis Questionnaire and use this to interview someone holding this job position. You must also carry out some additional research to find further details of this type of job. You should include your Job Analysis Questionnaire and the results of your interview in the Appendix of the Portfolio.Use the information gathered during the Job Analysis interview and from any further research to write a Job

Description for the job vacancy.Use the information gathered during the Job Analysis interview and from any further research to write a Person Specification for the job vacancy.Prepare a recruitment plan for this job vacancy showing details of how you will recruit this person. Where will you advertise? What type(s) of advertising will you use? You must identify at least two different methods of advertising and include time scales and cost for each method. Develop a checklist for your selection process. You should include some form of testing as well as an interview. Your checklist should include points to remember before, during and after the selection process. Develop a full one day orientation training timetable (6 – 8 hours) for the new employee. The timetable should include a range of topics, venues, delivery methods and people.

 

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Human resources

Write a report describing and analysing the HR practices and issues within a company of your choice (subject to approval by the seminar tutor).You must identify two different HR topics within that company. The HR topics are to be chosen from the weekly session titles on this module, for example Performance Management, Culture, Equality and Diversity etc.

The company and topics must be approved by the seminar tutor, who has the final sayover which companies to use. It may be possible to combine different aspects but check with your tutor. Tesco and John Lewis are barred as companies that you can choose.For each topic you are expected to incorporate at least one appropriate theory/model or recognised practice. For example with Reward you could incorporate Total Reward; Culture you could include Schein or Deal and Kennedy; Performance Management you could include 360 degree feedbackIn your Conclusion you are to include at least one recommendation as to how might the company / industry etc improve the situation in the future.

 

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Human Resources Management in Justice Organizations

In your paper, you will describe how your organization operates with regard to communication, planning, decision making, or conflict resolution. You will pick two of these areas to focus on. Find specific examples within your DFS and critically evaluate the effectiveness of the actions taken.
Describe the recommendations you would make to address any issues or concerns. Include a detailed critical analysis of which, in your view, is the best course of action to take. Within your introduction, include a short review of the literature that examines the topic from a theoretical perspective.

 

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Human Resources Management (HRM)

Pick one of the chapter 8 interviews and discuss the implications of what that person had to say about Maternity Leave. What information did you see that was different? the same? from the main/complete interviews included in Chapter 6. Why was it important to include these interviews in Chapter 8?What can you do to help improve the status of women in the workplace when she needs/wants to take maternity leave?Pretend you are a future HR manager, how would reading this book help to prepare you for such responsibilities?

 

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HR Job analysis

How do organizations use job analysis data and information?Describe and orderly and systematic procedure for developing a job analysis program.By using word processing and computing capabilities, organizations can develop their own major activity and task inventories. Share a process and explain the role of the job analysis in this process.

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Human resources

Write a report describing and analysing the HR practices and issues within a company of your choice (subject to approval by the seminar tutor).You must identify two different HR topics within that company. The HR topics are to be chosen from the weekly session titles on this module, for example Performance Management, Culture, Equality and Diversity etc.The company and topics must be approved by the seminar tutor, who has the final say over which companies to use. It may be possible to combine different aspects but check with your tutor. Tesco and John Lewis are barred as companies that you can choose.For each topic you are expected to incorporate at least one appropriate theory/model or recognised practice. For example with Reward you could incorporate Total Reward; Culture you could include Schein or Deal and Kennedy; Performance Management you could include 360 degree feedback

 

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Human Resources Development

Critically discuss approaches to “Training Needs Analysis (TNA)” in organisations and its significance (800 words) AND Reflect upon and document key areas of your own academic achievements to date. What training needs can you identify from this and what suggestions have you about further personal training options. (400 words)

 

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Human ressources

Write a report describing and analysing the HR practices and issues within a company of your choice (subject to approval by the seminar tutor).You must identify two different HR topics within that company. The HR topics are to be chosen from the weekly session titles on this module, for example Performance Management, Culture, Equality and Diversity etc.

The company and topics must be approved by the seminar tutor, who has the final say over which companies to use. It may be possible to combine different aspects but check with your tutor. Tesco and John Lewis are barred as companies that you can choose.For each topic you are expected to incorporate at least one appropriate theory/model or recognised practice. For example with Reward you could incorporate Total Reward; Culture you could include Schein or Deal and Kennedy; Performance Management you could include 360 degree feedback

In your Conclusion you are to include at least one recommendation as to how might the company / industry etc improve the situation in the future.1,500 words (excluding cover sheet, contents page, references and appendices). Any necessary additional information can be included in an appendix (company history, for example).
STRUCTURE OF THE REPORT
(you will lose marks if this is not followed):
• Cover sheet with title, name, date, word count;
• Contents page;
• Introduction (maximum one page);
• Main sections with appropriate headings and subheadings (numbered);
• Conclusion including at least one recommendation;
• List of references;
• Appendices (optional but can be very useful)

 

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Human Resources Management

Complete aging calculations,Complete position worksheet,Heading information (Client & Position Title,ID Surveys,Insert profile descriptors in worksheet,Insert Age Factors,Insert Data from Survey Page,Delete Unused Cell Data,Compile/write report,Position ranges: determine range % for position,Insert midpoint amount (from worksheet),Calculate Grade Minimum, Maximum and Quartiles Submit 2-Page Report and 1-Page Worksheet

 

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Human Resources Management

Complete aging calculations.Complete position worksheet.Heading information (Client & Position Title,ID Surveys,Insert profile descriptors in worksheet,Insert Age Factors,Insert Data from Survey Pages,Delete Unused Cell Data,Compile/write report.Position ranges: determine range % for position,Insert midpoint amount (from worksheet),Calculate Grade Minimum, Maximum and Quartiles,Submit 2-Page Report and 1-Page Worksheet

 

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Human resource management consultant

You currently work as a human resource management consultant, and you have scheduled a presentation to pitch your organization’s value to a company that you have worked for in the past.Prepare a Microsoft® PowerPoint® presentation that will be used to pitch the need for your consultant services (Editable).Include the following components in your presentation: Identify the organization’s operational gap or need for the human resource management services. Provide any relevant background information within the speaker notes.Determine why a training or employee development plan is needed and why it will fill the organizational gap identified.Provide an outline of the proposed training or employee development plan.Create a performance improvement plan worksheet and integrate it into the presentation. Complete the following in your presentation: Convey the benefits of using your performance improvement plan over more standard, similarly used forms.Explain how your performance improvement plan should be used.Determine what impact your proposed services will have on the organization and its goals.Explain how these changes might affect the company’s Equal Employment Opportunity standing and its overall diversity-related issues.

 

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Leadership and Management

A hospital trust has been struggling to improve its performance and its organisational effectiveness. It has been hampered in the past by its hierarchical structure, bureaucratic management and ineffective leadership at all levels. It has also had a divisive, inward-looking culture with, for example, many doctors tending to look down on generalist managers while failing to see that they themselves, despite their degrees in clinical subjects, often have much to learn about the effective management of budgets and people.
Leadership skills at senior management level have been particularly poor, but the Trust’s new chief executive officer has begun a process of radical transformation to make the Trust more outward-looking, with improved levels of employee engagement and of internal and external customer service. Management and the provision of specialist services including human resource (HR) management and development have been streamlined, using assessment centres to help determine suitability for new or changed roles. This has led to the recruitment of new staff as many former managers and professionals failed to gain re-employment in the downsized Trust. A new performance management process currently being established has as its key features creative ways of rewarding good performance, clear measures for activity, and an emphasis on behaviours that will ensure across the Trust well-managed service delivery provided by trained and motivated people.

The Trust’s reorganised HR department now employs eight HR professionals, four of them new to the Trust and indeed to the National Health Service. In addition it has a new HR director, brought in from the commercial sector. In the past, HR was seen in the Trust as no more than the guardian of personnel procedures and the organiser of recruitment exercises. Now, the HR director is determined that the department will become a true business partner, ultimately skilled enough to sell its professional services to external organisations as well as to internal customers. He believes that HR has a particularly vital role to play in helping to build a new culture across the Trust.
The learning and development (L&D) function used to be the ‘Cinderella’ of the HR department. However there is now a new L&D manager in post, who will be reporting to and working closely with the HR Director. Together they aim to ensure that L&D plays a major part in aiding the transformation of the HR department and of the Trust more widely.
You are the new L&D manager. You and the HR Director have been discussing the kind of changes that the HR Department need to enable. Drawing on research and practice as well as on the case study data, produce a draft report for the HR Director in which you:
Consider how the hierarchal structure, existing culture and the power of the doctors, may impact on the changes that are being proposed.Produce a set of recommendations of ways in which to reduce the risk of such changes. Consider ways of improving communication and team work to enable the cultural changes needed.

 

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