...By: Human Resource Management Foundations – HRM500 October 26, 2013 The manufacturing company that I work for has decided to invest in a new material resource planning (MRP) system. The system is very sophisticated and would improve efficiency by automating work planning needs for resources, ordering materials, and scheduling work on the shop floor. Basically if the company transforms any input or materials within the new system it will ultimately eliminate shortages, over stocking, job delays and of course high expediting cost and gain control over the intensity of the shop. In order for the company to maintain its success in manufacturing productivity, it is my job as the HR manager to hire qualified individuals with minimal technical skills designed to meet the company’s needs. Also individuals who have obtained certain qualities in particular with the training and experience needed. Keeping in mind the many challenges which may approach in hiring individuals, I will be addressing skill deficiencies based on job analysis and job design to determine the kind of individuals the company needs. In progression, I will go through the recruiting and selecting process to seek potential employees. Both processes generally will allow me the best opportunity to basically identify with the necessary skills, knowledge, abilities and other characteristics that are required by individuals to...
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...Megan Gregor HRM 500: Human Resources Management Foundations Dr. Sue Lowe Strayer University Fall 2010 Abstract This paper will discuss one of four approaches that Toyota uses for employee development. It will discuss three advantages and three disadvantages of using retired employees to coach current employees. It will identify developmental programs that contribute to continuous improvement and high quality. And it will overview if I would use a similar approach at another automotive company. Finally, this paper will elaborate on the human resources practices at Toyota has created to create the competitive advantage for the organization. There are four approaches for employee development according to The Fundamentals of Human Resource Management; these four approaches are formal education, assessment, job experience and interpersonal relationships. Although Toyota uses a combination of all approaches to achieve the best outcome, I feel that Toyota aids in employee development mostly through job experience. Job experience is defined as, “the combination of relationships, problems, demands, tasks and other features of an employee’s job.” (pg 256.) Through job experience employee development is a continuous process that involves not only the employee but also the people around the employee through their relationships. Because employees bond and learn from each other it forms relationships that can aid in the development process. In encountering problems and actively...
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...Performance Review Takes a Page from Facebook Student’s name HRM500(Include Full course ID) Strayer University Instructor Month, Day, 2011 1. Agree or disagree with this statement and provide reasons for your response. “If you have regular conversations with people, and they know where they stand, then the performance evaluation is maybe unnecessary.” The performance evaluation is never unnecessary regardless of the regularity of meetings with their employees. Employees prefer to know where they stand. They dislike surprises but they do desire clearly defined goals and objectives in order to performance successfully. In 2011, Noe Hollenbeck, Gerhart & Wright reported that, “Most Employees are motivated by direct and regularly scheduled feedback: they want to know that they are on the right track” (p. 245). However, it is important to consider the generation preferences within the group. Millennial employees have grown up in an era with continual guidance from parents; therefore, they prefer frequent and candid performance feedback. Baby boomers on the other hand, were raised more independent and earned their statuses, which results in their preference for less interactive feedback. Generation X leans more toward the Millennial preferences regarding evaluation feedback. They too want constant feedback but it must be” accurate, specific and timely” (Tulgan 1996, para 4). They want each feedback encounter to provide learning and career growth opportunities...
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...Hersey’s Sweet Mission Chatty Kathy HRM500 January 26, 2013 Hersey’s Sweet Mission In this paper will be discussed options to improve Hersey’s sweet mission by redesigning their performance management system. An analysis of Hersey’s values will also be discussed. Another topic of discuss in this paper will be the trends that may impact Hersey the most. Lastly a topic that will be discussed in this paper is the effects that mentoring has on Hersey’s values. Hersey’s Performance Management System My recommendation is to redesign Hersey’s performance management system. With the help of HR, management should attempt to appeal to the company’s diverse group of employees. Offering diversity would show that Hersey wants to include all their workers in their vision of growth. Diversity in the workplace is not limited to ethic origin but many other characteristics such as gender, age, race, etc. The performance management system should focus on two different generations, the millennial and the baby boomers. The baby boomers primary responsibilities would be to train and mentor the millennial workers. Management should consider most baby boomers as the company’s role models, coaches, and mentors to be looked up to by the workforce. Empowering the baby boomers will allow the company and millennial workers to draw on the wisdom and experience which is mutually beneficial to the company and the workforce. Often times baby boomers...
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...Fundamentals of Human Resource Management (HRM500) Assignment #1 – Hershey’s Sweet Mission Student: Cheryl L. Simpson Professor: Dr. William Clampitt 22 January, 2012 Recommend the redesign of Hershey’s performance management system to appeal to the diverse groups that it employs. (Bohlander & Snell, 2004) High Performance Work System (HPWS) is defined as a set of management practices used to create an atmosphere within an organization where the employee has more involvement and responsibility. More precisely, HPWS has been defined by Bohlander et al (2004) as “a specific combination of HR practices, work structures, and processes that maximizes employee knowledge, skill, commitment and flexibility” (Bohlander & Snell, 2004). An approach that Hershey’s could use to appeal to the diverse groups that it employs would be to utilize knowledge workers, such as indicated by Noe et al (2011) in the case study in the form of mentoring. Noe et al (2011) defined knowledge workers as employees whose key contribution to the organization is specialized knowledge, such as knowledge of customers, a process, or a profession. Hershey has baby boomers that specialize in the knowledge of the customers and the process, and who are also enthusiastic about sharing what they know to the younger generation of workers, and subsequently fascinated by leaving a legacy. In order to address the younger generation’s eagerness for challenges, employee empowerment is also...
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...Running head: HERSHEY’S SWEET MISSION Assignment 1: Hershey’s Sweet Miss Running head: HERSHEY’S SWEET MISSION Recommend the redesign of Hershey’s performance management system to appeal to the diverse groups that it employs: Hershey’s company deals mainly with confectionary products. Their products consist mainly of chocolates and the candies. It has existed in the market since 1890’s. They market their products worldwide. My recommendation to the redesign of Hershey’s performance management would be to keep their current performance management system. Hershey’s have a redesign system that caters for different generations and more specific to two. These generations may include the baby boomers and the younger generation. In reference to these systems, they entail a situation where the baby boomers train or mentor the new recruits to the company. The main aim of this is to leave a long term legacy with betterment of the whole world. This particular system has been known to be particularly enthusiastic in mentoring the younger colleagues in order to cope with company’s policies (Wright, 2011). Hershey benefits from the baby boomers as the role models, coaches and as well as their advocates in the business and cooperate world. In terms of younger generations, the company has strategized their systems to attract the younger generations. This is suppose to offer the young generation with a lot of eagerness for challenge, self independent, achieve results in the...
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...Performance Review Takes a Page from Facebook HRM500 – HR Management Foundations May 12, 2013 Today’s workforce has evolved just as technology. The dynamics of the labor force consist of generational differences. These differences can support organizational success as well as cause its failure. What constitutes as a productive workforce are the tools provided by the employer. Performance management systems have become essential to the development, productivity and retention of top producers. It is imperative that employers understand the needs and listen to the concerns of their employees. The old way of conducting performance appraisals are no longer efficient because they are seen as outdated and cumbersome. Organizations should use technology especially the widespread acceptance of social networking as their new found way to communicate and provide feedback. This style of communication promotes comradery, supports inclusion and allows managers to perform better. It also supports the notion of 360 degree feedback but also provides the entire workforce an outlet to recognize accomplishment and seek guidance. I will attempt to explain and show how social media network performance systems are beneficial to the organization and their employees. Keywords: Social network, performance management, communication, generational workforce. Performance Review Takes a Page from Facebook Agree or disagree with this statement and provide reasons for your response....
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...Module 3 CT - Option 1 - Workforce Planning Edna Hunter Colorado State University Global Campus Managing Human Resources HRM500 Dr. C. Miller April 25, 2016 Module 3 CT - Option 1 - Workforce Planning Introduction Hiring strategy should have a clear plan as to the positions needed, compensation and benefit packages available and the organization’s share of costs as well as the employees’ share, goals of the organization including values and ethics. Adhering to applicable laws and workplace regulations is a necessary requirement (Reed & Bogardus, 2012). Developing job descriptions and exploring ways to revise current job descriptions and recognize the skills needed for the positions should be on the top of the list of tasks. Gauge the skill sets of current employees and seek employees with the correct skill sets. Use inside resources as well as outside resources to seek out talented potential employees. Selection Procedures Hiring practices of today must change with the current workforce requirements. Previously, the selection process relied upon hiring the person with the expertise to perform the requirements of the position for which they were hiring (Bowen, Ledford, & Nathan, 1991). In the past organizations did not consider the qualities and features of the organization and have disregarded the potential employees’ characteristics, rather hiring bodies to fill the slots. There is a new approach to hiring that is based upon hiring employees that are...
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...Hershey’s Sweet Mission Name: Courtney Johnson Professor: Dr. Richard Waldo Human Resource Management Foundations HRM500 Date: January 21, 2012 Abstract Located in Lancaster, Pennsylvania, Milton Hershey, candy-manufacturer, made the decision in 1894 to produce sweet chocolate to his caramels. In the 1900’s the Hershey Chocolate Company started their journey down the sweet road of creating milk chocolate in the form of bars, wafers and other creations. In 1907 Mr. Hershey looked to expand the product line, beginning the signature candy, Hershey Kisses. Hershey’s mission statement, “bringing sweet moments of Hershey happiness to the world every day,” summarizes their company, their people, their past and their future. (About Hershey, 2010.) Recommend the redesign of Hershey’s performance management system to appeal to the diverse groups that it employs. Hershey’s performance management system already appeals to the diverse groups that it employs, they are a well rounded group that continues to be successful. Their system already is appealing to their diverse groups; they cater to both the baby boomer generation as well at the “millennial” generation (employees in their twenties). Not only do they cater to age and generations differences, but they have experienced an increase in diversity with the expansion of the company. (Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2011). Hershey has found a way to attract the younger generations also known as...
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...Dismissal Meeting Strategic Human Resource Management HRM500 Dr. Young Brittney Ross May 18,2014 Dismissal meetings are always difficult but most be done to benefit the company and the remaining employees. There are plenty of reasons that a company would have to layoff, it is my job to choose the employees that may not be the best fit for the company. How I view the dismissal procedure or layoffs involves making sure that the reason for dismissal is valid, I would create a written statement or documentation for the reason of dismissal, giving the employee appropriate notice of dismissal, and notifying important agencies if necessary (Kelin,2008). Dismissal usually occur for misconduct or poor performance previous steps would be required such as write up and verbal warnings, as well as the additional steps of investigation and providing and allowing proper documentation. It is important to follow policy and procedure to the T, to avoid potential injustice against the employee and to reduce the possibility of lawsuits in the future. Dismissals and layoffs is a difficult time for employees and the company. I would need to help mangers figure out ways to cope with negative emotions that accompany layoff could have. I would propose three ways that a manager can cope with any negative emotions that may accompany an employee layoff. That would be communicate, Demonstrate continuing long-term interest in the careers of the survivors and last but not least Proactively address the...
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...Free eChapters (FALL 2012) eChapters offer students immediate access to the first few chapters of their textbooks while they are waiting for the print book to arrive. eChapters help students to keep up with required reading and assignments until they receive their course material, without having to pay expedited shipping costs. eChapters that are available from the publisher are attainable free of charge. How do students gain access to free eChapters? Not all courses or textbooks have eChapters available. For all courses where eChapters are available, the files are located in the student’s Blackboard course shell under the Student Center. Below is a list of courses with eChapters loaded into the course shells, giving students free access as of the first day of classes. * = eChapters are forthcoming Course ID ACC100 ACC206 ACC303 ACC304 ACC305 ACC306 Text Title Accounting Principles – 9th edition Accounting Principles – 9th edition Intermediate Accounting 14e Intermediate Accounting 14e Intermediate Accounting 14e Microcomputer Applications for Accounting Excel 2010 Microsoft® Excel 2010: A Case Approach, Complete, 1st Edition, copyright 2011 SOUTH WESTERN FEDERAL TAXATION 2012: COMPREHENSIVE, 36th ed. South-Western Federal Taxation 2013: Corporations, Partnerships, Estates and Trusts, 36th Edition Cost Accounting 13th 09 ed. Advanced Accounting 4th 10th ed. Auditing & Assurance Services 13th 10 ed. Core Concepts of Government and Not for Profit Accounting 2nd ed., 2011 ed ACC...
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