1)Given Bandag Auto’s size, and anything else you know about it, explain why and how the human resource management function should be reorganized. Because of the lack of any kind of plan or strategy for the company, having a functioning human resource management in place is vital. First of all management formulates a strategic plan. The strategic plan implies certain workforce requirements.
Given these workforce requirements, human resource management formulates HR strategies to produce the desired workforce skills, competencies, and behaviors. Finally the human resource manager identifies the measure he or she can use to gauge the extent to which it’s new policies and practices are actually producing the required employee skills and behavior. There should be a strategy map in place which shows the big picture of how each department’s performance contributes to the company’s overall strategic goals.
The HR score card is used by many employers to quantify and computerize the maps activities. The score card refers to a process for assigning financial and nonfinancial goals or metries to the human resource management-related chain of activities required for achieving the company’s strategic aims and for monitoring results. The computerized scorecard process helps to quantify the relationships between the HR activities, the resulting employee behaviors and the resulting firm-wide strategic outcomes and performance. All of this presents the manager with a digital dash board which are computerized graphs and charts of where the company stands on all the metries from the HR scorecard. 2)Recommend what Bandag should change and/or improve upon regarding the current HR systems, forms, and practices the company now uses.
They should put their HR system under one management source in order to acheire a desired workforce. This would be achieved by having (a) set policies and practices Human resources policies are vital to any organization because they provide structure for the human resources department and guidelines for employment activities. Without human resources policies, it would be extremely difficult to justify employment or business decisions. Human resources leadership is initially responsible for creating the policies. Human resources practices are the method used to conduct any type of employment action. The human resources department develops the introduction to the set of policies and guidelines and explains the importance of the policies.
Policies about performance appraisals, fair employment practices, appearance and behavior are just a few of the several policies contained in an employee handbook.The handbook is distributed to new employees on the first day of work and is typically discussed during informal or formal orientation sessions. Employers expect employees to fully understand the policies; a signed form to acknowledge the employee has received and understands the employment policies is contained in the employee’s personnel file. Without the support of its executive leadership team – to which the human resources director should belong – the human resources policies will either fail or the workforce will be resentful of the human resources department as a whole.
Without policies, an employee has no way of knowing what’s expected of her. Without policies, whenever a manager needs to correct the employee’s behavior or performance, neither the manager nor the employee have any guidelines to follow. This makes it extremely difficult to conduct any type of manager-employee discussion. In short, the lack of human resources policies weakens the employer-employee relationship which can prevent your business from being successful.(b) recruiting and screening Recruitment refers to the process of attracting, screening, and selecting qualified people for a job.
For some components of the recruitment process, mid- and large-size organizations often retain professional recruiters or outsource some of the process to recruitment agencies. The recruitment industry has four main types of agencies: employment agencies, recruitment websites and job search engines, “headhunters” for executive and professional recruitment, and niche agencies which specialize in a particular area of staffing. Some organizations use employer branding strategy and in-house recruitment instead of agencies.
Recruitment-related functions are generally carried out by an organization’s human resources staff.The stages in recruitment include sourcing candidates by advertising or other methods, screening potential candidates using tests and/or interviews, selecting candidates based the the results of the tests and/or interviews, and on-boarding to ensure the candidate is able to fulfill their new role effectively.. One meaning of screening is the investigation of a great number of something (for instance, people) looking for those with a particular problem or feature. ( c) benefit plans and payroll,There were three plan features I thought were going to become increasingly more prevalent in the future: individually managed accounts, distribution planning help, and greater integration of payroll and 401(k) administration. and (d) application forms and performance evaluation forms.
This would eliminate all the different channels that everything goes through and make it much simpler and easir to keep a handle on .Because every =thing would one consistent source. 3)Jim fired an employee for creating what the manager called a poisonous relationship. Explain whether or not the employee has a legitimate claim against the company and the actions the company should take. The employee could have a legitimate claim because on his performance appraisal it was said that he did the technical aspects of his job well. Even though it was said he had serious problems interacting with his coworkers his boss admitted hearing rumors that he might have some mental issues. So under the new ADA laws he could possibly have a claim against the company due to mental disability. The actions the company should take from my view would be to have in place a working HR system to be able to handle this type of situation.
Then there would be no guess work into how to proceed. My thoughts are that they may well have to take this employee back and attempt to make reasonable accommodations for him if possible in accordance with the new ADA guidelines or risk possibly being sued. 4) Miriam, the controller, is basically claiming that the company is retaliating against her for being pregnant, and that the fact that the company raised performance issues was just a smokescreen. Explain whether or not the EEOC and/or courts would agree with her and the actions the company should take now. I think that EEOC and \or courts might agree with her because the company had no problems with her for the 6 years previously.
The issues the company rasied especially in regard to her monthly budgets being late and possibly being forged should have shown up in her performance appraisal and dealt with before now .The actions the company should take now is to have a viable HR syatem in place to be able to avoid such situations like this from happening in the first place. Because they would have known all the specific facts of the Pregancy Discrimination Act of 1978 and been better able to remedy the situation possible without a lawsuit. 5)An employee who is deaf has asked to switch jobs to be a delivery person and he was turned down.
He is now threatening to sue. Recommend what the company should do and describe why. The company should allow the employee to switch because under the American Disabilities Act it prohibits employment discrimination against Qualified disabled individuals. It prohibits employers with 15 or more workers from discriminating against qualified individuals with disabilities with regard to applications, hiring, discharge, compensation, advancement, training, or other terms, conditions, or privileges of employment.
It also says employers must make reasonable accommodations for physical or mental limitations unless doing so imposes an undue hardship on the qualifying job skill he should be able to switch and given reasonable accommodation in the form of modified work schedules, acquiring equipment or other devices to assist Kim.