Human Resources Management Evaluation Plan

The final project for this course is the creation of a Human Resources Evaluation Management Plan. You will be given a scenario in which you will assume the role of a human resources (HR) manager who has just joined a new organization. In this role, you have been tasked with taking an inventory of the HR department and have been given six weeks to come up with a plan for improving the company’s HR problems. You will write a 10-15 page written plan describing how you will approach this task. 

To successfully complete this assignment, view the

Final Project document.

MGT 3320: Human Resources Management

Final Project Guidelines and Grading Guide

Overview

The final project for this course is the creation of a ​Human Resources Evaluation Management Plan​.

You will be given a scenario in which you will assume the role of a human resources (HR) manager who has just been hired at an organization. In this role, you have been tasked with taking an inventory of the HR department and have been given six weeks to come up with a plan for improving the company’s HR problems. You will write a 10-

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page written plan describing how you will approach this task. .

The project is divided into ​three milestones​, which will be submitted at various points throughout the course to scaffold learning and ensure quality final submissions. These milestones will be submitted in ​Modules 2, 3, and 4.

In this assignment you will demonstrate your mastery of the following course outcomes:

· Assess the value of Human Resources as a strategic partner in an organization

· Analyze the opportunities and challenges created or managed by human resources

· Examine the role of human resources in guiding compliance with laws and regulations that affect the organization

· Examine the impact of ethics in business on developing a solid work environment and team

· Analyze the components of people strategy to reduce waste, increase efficiencies, and maintain competitive advantages

Prompt

Scenario

Imagine you are a newly hired HR manager of the organization that you wrote or evaluated a job description for in Milestone

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and assume the following about the organization:

The organization is in a right to work state, and is also an employment at will state. The organization has high potential but soon after starting your new position, you discover that the work environment appears to be chaotic and discipline is lacking. In fact, discipline is almost non-existent. Employees are threatened with discipline, however it is not followed through. The previous individual in your role was “old school” (meaning they practiced status quo concepts, were not interested in learning new things, and were perhaps afraid of rocking the boat). The previous individual was getting very close to retirement and just wanted to “ride it out” and retire.

You have been given six weeks to develop a plan to present to the management team recommending what should be implemented to turn things around rather than shut down the division.

A quick inventory of the HR department reveals that the following issues are present:

1. Turnover is very high (high turnover is expensive)

2. Absenteeism is high

3. Work related injuries and “sickness” is high and is having a negative impact on various departments and the reputation of the company to provide quality service or products

4. There have been several altercations between employees, and a couple are very concerning

5. Frustration among employees is high

6. Some employees are not following rules and procedures and other employees are starting to lose faith in disciplinary policies and procedures

7. Some employees (including their supervisors) are not sure what their actual job is, nor who it impacts

8. The facility is in need of upgrades, but there is no plan in place to do so

9. There have been a couple of EEO complaints (one is a discrimination concern and the other is an age concern)

10. The pay structure has not been reviewed in several years, in fact, pay has been very subjective in nature.

11. Job descriptions have not been reviewed in several years, and some are questioning why certain jobs even still have employees doing the task because there is no real value associated with them

12. Ongoing employee training has not been implemented because there was no review of its value

13. Attracting quality employees has been a concern

14. The organization has been losing money and there has been discussion at the corporate level to shut the division down and relocate some of the functions to other divisions and outsource/offshore other jobs

15. Competition is strong in the organization’s industry or field

16. A quality succession plan does not exist for key positions

17. There are “older” employees who are not interested in changing their ways and do not relate to the newer and younger employees. They are afraid of changes, and will go out of their way to argue against making changes. They keep longing for the “good old days.” In turn, some of the newer employees are not interested in learning from the older employees because they consider them outdated or stuck in their ways.

Prompt

For your Human Resources Management Evaluation Plan, you will select the ​five​ most pressing issues from the scenario above that you recommend this organization address first.

Specifically, your plan must include the following for each of the five issues you choose:

1. Problem​: Explain why each issue is a problem from an HR perspective (i.e. How does it impact other employees? Recruiting new employees? Patrons/Customers? The organization’s bottom-line?).

2. Cause​: Describe how you would assess what is causing the problem, and include examples hypothesizing potential contributing factors that you might investigate as part of your approach (i.e. Are these quality issues? Training issues? Employee behavior? Management style? etc.).

3. Recommended HR Solutions​: For the milestones in this course, you explored how various human resources tools and methods could be applied in this organization. Now apply what you learned from those assessments to identify ways that HR can help improve the issues you have selected. Provide specific examples of tools and methods that could be used and explain why they could improve each problem.

4. Implementation​: Outline a detailed plan for implementing these changes. (i.e. Will they require training? What materials will be required? Will you need to allocate staff’s time, funding, or other resources? What is the timeline?).

5. Outcomes​: Explain the intended

outcomes of

the

recommended

changes; how these outcomes will impact the organization; and how you will measure whether these outcomes are being met.

6. Challenges​: Explain how you would manage potential challenges or resistance you might encounter when implementing these changes.

Milestones

Milestone

1​: ​

Analyze Job Specifications and Write or Assess a Job Description

In ​Module 2​, you will analyze job specifications and write or evaluate an existing job description. ​This is graded with the Milestone 1 Rubric.

Milestone 2:​ ​

Design a Training Program for New Recruits or Existing Employees

In Module 3,​ you will design a training program for new recruits or existing employees. ​ This is graded with the Milestone

2

Rubric.​

Milestone 3:​ ​

Employees Right to Know and Safety Data Sheets

In ​Module 4​, you will develop a process to ensure that Safety Data Sheets are kept current. ​This is graded with the Milestone

3

Rubric.

Final Submission:

In ​Module 7​, you will submit a Human Resources Management Evaluation Plan. It should be a complete, polished artifact containing ​all ​of the critical elements of the final product. It should reflect the incorporation of feedback gained throughout the course. This milestone will be graded using the Final Product Rubric.

Deliverable Milestones

Rubric

Requirements of Submission:

​ Your written analysis must be submitted as a Microsoft Word document, 10-15 pages in length, with double spacing, 12-point Times New Roman font, one-inch margins. Additionally, your paper must include a cover sheet and a reference page citing a minimum of five scholarly resources in APA format.

Instructor Feedback
​: Students can find their feedback in the Grade Center.

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LOGISTICGROUP OF COMPANY

Job Description

Name of the Officer: John Paul Position: Logistic officer
Qualification: Degree in Computer Science
Academic Effective Date: 8th January, 2021 Location: US.A
Supervision: Administration Officer Department: CT

JOB SUMMARY

The Logistic Officer is in charge of overseeing all aspects of logistics functions, planning warehousing, distribution, recoding, forecasting and reposting of relevant operation, logistic officer will also facilitate receipts, sorting out, logging and transportation of material to user destinations.

N0

Responsibilities

task

K1

Management and coordination
of aspects of supply chain function

The logistic officer does the routine logistical operation in the store, ensures that it works with and has efficient and effective results in order to support logistics .
Responsible for promoting, compliance, with good practice and company policy, procedure and systems in so far as the warehousing is concerned.
Ensure the company supply chain, store management and asset management are achieved in an effective manner.
Ensure excellence formal and informal communication with programme logicians

K2

Asset Management

Participate in development of databank of the project assets and ensure routine update of the company inventory
Support the company assets, by ensuring that it is updated and coherent with logistics programme asset lists, with all company assets which are supplied are given tracking numbers and entered onto the database
Coordinate with programmer and logistics workers ensuring asset disposal and management procedures are adhered by the company and donor requirement

K3

Record Management

Train the staff in charge of students records on how to manage records
Support the schools in developing proper registry systems
Overseeing the records management in the offices and schools
Coordinate the student filling system implementation
Train the librarian on theliabrary systems of cording for easy of tracing books

K 4

Store Management

Provide support for ensuring all request for goods by programme teams are fulfilled on time
Maintaining up-to-date records of all material and monitoring and ordering of new stock
Support all aspect of the company store including access, stock control systems and paper work
Ensure maintenance of an efficient systems of records, storage ,and retrieval of documents for all purchases

Company core value to be synchronized in all aspects operations

TRUST :
i. conduct business in a honest, trustworthy and transparent manner
ii. uphold good character and high moral standards
iii. seek to fulfill and keep any promises given dependable and reliable
iv. seek to fulfill policies , ethical codes ,law and regulations
v. trust is a relationship of reliance

RESPECT:

i. recognize and nurture diversity of option amongst staff, partners and communities
ii. cultivate team spirit to achieve shared results
iii. values and upholds the dignity, potential worthy and rights of every human being
iv. promote positive and effective staff interactions nd interpersonal relationships

ACCOUNTABILITY

i. demonstrate good governance
ii. ensure prudent and transparent allocation nd control of organization resources
iii. good stewardship of organization donor resources

COMMITMENT:

i. create opportunity for staff and communities to realize their potential
ii. learning from past experiences to inform future approaches
iii. set high standards in governance and managements
iv. strive to attend the highest standards in all you do
v. firms total commitments to the people we work with

EQUITY

i. advocate for and pursue attainment and enjoyment of the human rights of the people we serve and work with
ii. upholds and promote the dignity of all the people
iii. justice in relationship between children ,youth ,adult , tribe and gender
iv. fairness to all regardless of ethics background ,race, religion, ideology, gender and tribe

Autonomy
1) Freedom to do professional responsibilities and task described above without being intimidated.
2) Authority to choose between known logistics practices, methodologies and procedure to attain and maintain high programme standards.
Supervision and reporting relationship
1) the logistic offer works closely with the administration and school managements team to ensure effective operation of the activities conducted
2) the logistic office will be supervising all the drivers and assign daily tasks and assignment
3) The logistic officer will supervise the support staff ensure the offices and accommodation rooms are well maintained and cleaned daily.
Contacts key Relationship (Yoon, Kwon, Kim, and MIN, 2020)
1) All company staff and managers
2) partners who work in all our offices around the globe
3) donors who partner with the company
4) government and relevant offices around the globe
5) alumni and other potential partners
The desired qualification, knowledge, skills and abilities (Bartkowiak and Krugiełka., 2018)
1) A person must have degree in purchasing and supply or Information Technology and Records Management from a recognized University, with a hand in experience of at list 2 years.
2) The person must prove performance as a logistic office with outstanding results from a recognized company
3) The person should be ready to demonstrate capabilities and strategies to propel logistic function to operate at optimal level
4) have knowledge in Microsoft word and its application

Certification
Employee
I certify that I have read and understand the responsibilities assigned to this person
Name and Signature…………………………………………..
Date…………………………………………………………….
Supervisor – Human Resource Department
I certify that this job description accurate description of the responsibilities assigned to the person

Name and Signature…………………………………………..
Date…………………………………………………………….

Reference
Yoon, H., Kwon, N., Kim, M. and MIN, W., 2020. Job Crafting Alone or Together? : Job Crafting, Collective Job Crafting, and Creativity. Academy of Management Proceedings, 2020(1), p.19130.
Bartkowiak, G. and Krugiełka, A., 2018. Job crafting among Polish employees. Studia i Prace WNEiZ, 52, pp.187-197.

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Successful training for New employees

Successful training of the employee demands a well-developed employee training program. The employee can be trained through the integration of two learning strategies. The best training strategies for these employees are social learning and on-job training strategy. For this employee, On Job Training is the best training strategy to ensure that the employee is fully engaged and actively involved through learning. The training is being conducted on a single person and not a team, making the on-job training the best strategy. Participation in the training involves real-time activities on their future jobs, giving the trainers real-time feedback on the employee abilities and skills. After all, the training is geared towards learning new skills with minimal prior experiences.

Effective training significantly boosts the performance of the employee (Ocen et al., 2017). It also equips the employee with knowledge on the tasks as well as background knowledge of the organizations. The on-job training avoids time wastage since the new employee is trained as part of the job. He will be engaged in various tasks with each task when he will work on it with the rest of the team after some training. The process will also allow him to learn from other employees as well as from the instructor.

On-the-job training will also ensure that the employee received the appropriate training to complete various tasks independently. The process will also ensure that he satisfies the recommendations of performance appraisals. Training is more effective when it is carried practically rather than training the employees in theory and expects them to perform in the field independently. It will also help to identify any challenges that the employee may be experiencing, and once the problem is identified, the instructor can help the employee through the development of an effective solution. The strategy is only effective when training the employee on tasks and responsibilities such as management and coordination. Through guidance under the on-job training strategy, some of the employee training areas include store management, record management, asset management, and the management of aspects of supply chain function.

Training should not be a one-time activity for the new employee. Effective training is a long-term process as the employee has a lot to learn from other employees that have worked in the company and have gained experience. As a result, social learning comes when the employee learns from others by observing, imitating, and modeling their behaviors. The organization’s culture significantly influences social training. This kind of training can occur cognitively or not. Sometimes learning takes place without the knowledge of the learners, especially of behaviors.

As much as the employee is provided with the organizational core values, social learning helps the employee synchronize the values in all aspects of the organization. The organizational culture will influence the employee to portray trust and respect through daily operations (Kodwani, 2017). After all, the employee has to adapt to the organizational systems and practices. Through social learning, which occurs through observation, among other strategies, the employee learns to conducts the business in an honest, trustworthy, and transparent manner. It also influences the employee to be accountable and committed to the work based on how they carry out their operations. This kind of training is a long-term process that changes with the organizational cultural changes from time to time.

References

Kodwani, A. D. (2017). Decoding training effectiveness: the role of organizational factors. Journal of Workplace Learning.

https://www.emerald.com/insight/content/doi/10.1108/JWL-05-2016-0038/full/html?casa_token=6AymZKEIfmMAAAAA:NFSWyU_PYmdk8CZ4U2u_s29PzszNSFD6QgRkc-oET3POWRqCdpdiG9mQqQKqGGahfZS4cmXbIryGCj1UzD9ZBLN68O2DFhW_2QEH1zpTMOm_jZoBFKgb

Ocen, E., Francis, K., & Angundaru, G. (2017). The role of training in building employee commitment: the mediating effect of job satisfaction. European Journal of Training and Development.

https://www.emerald.com/insight/content/doi/10.1108/EJTD-11-2016-0084/full/html?casa_token=sIFoKPjVEPAAAAAA:VArBflgN1DqSoP6sTrlGrIGmP3gohn2iaYuumBGyaJVf9BiNArFGfT0EkUPVaEanDOn_WfMK1aCXmms7UzP77habWirXN6cYBK6gmm-ZVyxPBG3SXdXB

SAFETY DATA SHEET 5

Safety Data Sheet

●    Explain why safety data sheets are essential for this organization and its employees 

Safety data sheets are essential in helping every person and ensuring that the workplace is safe and sound for everyone. This is because data sheets contain some vital information, and this will ensure that one can assess workplace risks by having controlled substances to health regulations.

However, for the datasheet, it is not an actual assessment. Still, it can help ensure that it describes the hazards that may potentially arise in the workplace. Safety data sheets are essential in helping you, or anyone you supply, to make the workplace safe and protect the environment, (Bernstein, 2002)

●    Identify the types of chemicals and materials included in the safety data sheets for this organization. 

There are some loopholes in the USA, and through federal law, there are almost 60billion in the cosmetics industry. This ensures that some amounts of chemicals are found in personal care products, and this, in most cases, enters

Into personal care products and personal case, there are no tests which are carried out. This is because, amongst many products which are not regulated, cosmetics are always on top. Some of these chemicals have been linked to infertility in some men and women of all ages.

●    Assess what types of training might be necessary for employees concerning these chemicals and materials 

Effective training programs are essential for all kinds of people, especially those at top-level management in the production line. This is important as one must understand the potential hazards, risks and controlling all things associated with certain chemicals in the workplace. Training the needs of all organization members is essential since the organization will meet such conditions. There are some procedures and policies which are supposed to be known. This is to know which the kind of chemicals used in the facility are. When all the possible impacts of the chemical have been identified, knowing how well one can be in a position to understand how to curb such issues will be of much importance, (Kolp, et al, 2013).

●    Describe where the safety data sheets should be kept in the organization and how employees will access them, especially in an emergency 

These can be stored either in the form of paper or rim electronic manner. They are supposed to be stored in a place that is easily accessible, and they are supposed to be held in the work area. It can be stored in the form of pdf on the local drive, (Nicol, et al, 2008)

●    Explain how you would ensure that the safety data sheets are updated routinely 

According to OSHA, “it is essential that a chemical manufacturer, the employer is supposed to prepare the safety data sheet and they are supposed to provide all the necessary information. This is through having scientific evidence which is used to ensure that hazard classification. Therefore, this will ensure that everybody will be aware of the vital information regarding how one is supposed to protect themselves against any hazard. Any new information is considered updated in the datasheet after every three months to ensure that the staff and workers’ knowledge is up to date. Knowing how the end-users are supposed to update their datasheet is essential. This ensures that their responsibility is to ensure that they are using and keeping the latest version of the datasheet. The datasheet should be easily accessible to all who would like their information. The best way to do this is to ensure that one asks the manufacturer and the provide t give the latest datasheet, (Lee, et al, 2012)

References

Bernstein, J. A. (2002). Material safety data sheets: are they reliable in identifying human hazards?. Journal of allergy and clinical immunology, 110(1), 35-38.

Kolp, P., Sattler, B., Blayney, M., & Sherwood, T. (2013). Comprehensibility of material safety data sheets. American Journal of Industrial Medicine, 23(1), 135-141.

Nicol, A. M., Hurrell, A. C., Wahyuni, D., McDowall, W., & Chu, W. (2008). Accuracy, comprehensibility, and use of material safety data sheets: a review. American journal of industrial medicine, 51(11), 861-876.

Lee, J. H., Kuk, W. K., Kwon, M., Lee, J. H., Lee, K. S., & Yu, I. J. (2012). Evaluation of information in nanomaterial safety data sheets and development of international standard for guidance on preparation of nanomaterial safety data sheets. Nanotoxicology, 7(3), 338-345.