...Training Plan Introduction The team at Atwood and Allen Consulting came together to develop a comprehensive plan to assist the Human Resource department of Clapton Commercial Construction with training of new employees in Arizona. It includes how best to train adult learners, specific training for particular jobs to include job descriptions, and documenting and evaluations of individuals to help reduce turnover. The company should align the training plan with the vision and mission statement to help meet the goals and objectives of the company. The Arizona team will incorporate some basic training essentials from Michigan such as work instructions, procedures, and other documents that may need some minor revisions. This should be a starting point to guide the Human Resource department without the need to start over and should help as a cost saving measure. The company will dedicate any other resources to accomplish and complete the training program to include visual aids, videos, and a mentoring program. The training plan should include individuals from every level of the company. The implementation and success of a training plan can help secure a brighter future. How to best train adult learners Many adults are already set in their ways, they are liberated and independent. They each have their own learning styles. Although you carefully design and create your training program to include information that is interesting and rewarding for them, they will still be hesitant...
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...Career Development Plan Part III Career Management Plan & Performance Appraisal Form HRM/531 December 7, 2010 Career Development Plan Part III—Performance and Career Management INTERCLEAN, INC NEW EMPLOYEE WELCOME PACKET PROPOSAL TO MANAGEMENT AND HR Welcome to the InterClean, Inc. Sales Team! This packet will cover several items to ensure your success with the company. In the last year InterClean, Inc. acquired EnviroTech, Inc. With this acquisition, InterClean, Inc. has taken a giant step in achieving domestic market dominance in the sanitation industry. The Leadership Team consists of: David Spencer, President and CEO Sally Lindley, CEO of EnviroTech, Inc. Division Janet Durham, Vice President of Human Resources Tom Jennings, Vice President of Marketing Sam Waters, Chief of Compliance InterClean, Inc. is committed to providing employees with every opportunity for a successful career and continued development. Communication is at the core of career success and development. Communication begins at the New Sales Employee Orientation. Orientation items: • Background and history of InterClean, Inc. • Open Door Communication Commitment – feedback to the Team and from the Team is essential. • Successful Sales Technics - Examples modeled from sales team. Presentations have developed by current sales team. • Pairing with tenured sales team member for 90 day mentorship...
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...Unions Joel Salgado HRM 531 October 22, 2012 Rebecca Marek Unions The Puerto Rico Power Authority known as AEE (Autoridad de Energia Electrica de Puerto Rico) is a public corporation and the only electric power company in the island of Puerto Rico. In 1941, AEE received the tile of public corporation because of the recovery efforts from the great depression that affected Puerto Rico as well as the United States. This title gave the AEE the “self-regulator” authority as a public corporation. The AEE have a very well organized union called (in Spanish) Union Trabajadores Industria Electrica y Riego (Union of Electric and Power Laborers) or “UTIER.” The union is very well structured. They have general assembly, chapter’s assemblies and delegates in each of them that represent their chapters in the state assembly. They usually negotiate multi-year contracts or collective covenants with the AEE. The last published collective contract was for the term between August 24, 2008 and, August 24, 2010. On October 22, 2012 the corporation and the union initiated conversations for the new collective covenant in which they try to agree on salary raises and safety measures among the most important topics. The union representative said, “The agency does not want to negotiate, we have modify our proposal three times and they have not listened to us”...
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...Dental The years of managers ranting and raving at employees to work are over, today’s managers are leading with a smiles. To take care of those teeth, we have provided a choice of a few plans to tailor to your families and your perilly whites. Most Americans who have dental insurance through their employer (and many who are self-insured) are enrolled in some type of a managed dental plan - either a DMO or PPO. (Bihari, MD, 2010) There are two available plans for your families and yourself. The most common types of managed care plans are dental maintenance organizations (DMOs) and preferred provider organizations (PPOs). DMO’s and PPO’s, how do I choose and which will work best for my needs? Dental Maintenance Organizations (DMOs) A dental maintenance organization (DMO) is a dental organization was designed to lower dental costs for you and your employer. (Adler, 2009) By joining a DMO, you get quality coverage at half the cost, it is much less than if you went to the dentist and paid for it yourself. Employees and employers tend to favor DMO’s because they are generally a lot cheaper than PPO’s. Preferred Provider Organizations A preferred provider organization (PPO) insurance plans pay for each individual treatment that is covered. According to Keh (n.d.), “What is covered varies based on plan and price, but when a service is covered, anywhere from 50 percent 100 percent of the cost is covered. Utilizing preferred dentists contracted with PPO ensures full...
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...Employment Law Compliance Plan Curtis E. Hall II HRM/531 June 29, 2015 Dr. Brian Frank To: Traci Goldman FROM: Curtis E. Hall II DATE: June 29, 2015 SUBJECT: Employment Law Compliance Plan With respect to your request, I am responsible for creating an employment law compliance plan for my client Mr. Bradley Stonefield. Mr. Stonefield will be opening a limousine company in Austin, Texas and his intent is to employ 20 to 25 personnel within the first year of operation. The purpose of this compliance plan is to ensure that Mr. Stonefield business succeeds. There are specific employment laws that will directly impact Mr. Stonefield’s limousine business and adhering to these laws will allow him to avoid penalties and fines. There are certain laws from both the federal and state level that Mr. Stonefield must comply with. The Federal Laws include the Equal Pay Act of 1963 which ensures impartial and fair compensation to both men and women and the Americans with Disabilities Act (ADA) that protects qualified potential employees with disabilities against discrimination. Also Texas adopted the Federal Minimum Wage rate which is $7.25 per hour which needs to be enforced. From a state perspective all drivers who transport more than 16 passengers must obtain a valid commercial driver’s license. Additionally all drivers must have a valid commercial C Texas driver’s license in their possession already and undergo a formal background check. Also Mr. Stonefield...
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...Compensation and Benefits Strategies Recommendations HRM/531 8 July 2013 University of Phoenix Compensation and Benefits Strategies Searching for a job in today’s market can become a long process and one thing many potential employees look at first is the compensation and benefits packages being offered from the potential most qualified, retaining employees, and maintaining motivated workers (Cascio, 2013). Most organizations are realizing that a well-constructed compensation and benefits programs for employees has a considerable effect on productivity, morale, and the employers cost benefit. These positive effects bring in revenue to add to the business success. In today’s economy there are many who are unemployed and the compensation and benefits component is on the side of the employer where the employer can be more constrained on their rewards and benefits. Regrettably in todays market companies can offer less or no compensation and benefits, and oftentimes receive more in skills and expertise. Although the compensation and benefits package has gone through a transformation its primary purpose is to focus on adequacy, equity, cost control, and balance. Our team has reviewed and concluded that the following adjustments should be implemented in the compensation and benefits package at Landslide Limousines. Compensation will be determined considering the organization’s budget and most importantly the required performance and productivity to achieve organizational goals...
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...HRM531 HRM/531 Compensation and Benefits Strategies Recommendations Week 3 Download 100% accurate A++ and most economical answer from here http://www.homeworkmarket.com/content/hrm531-hrm531-compensation-and-benefits-strategies-recommendations-week-3-1 Complete the Compensation and Benefits Strategies Recommendations task as described in the Email from Traci on the Atwood and Allen Consulting Page. Hello, For this task, I need you to work with a team. You will only be able to work with one client, though, so everyone in your team must agree on which client to work with. I need you to develop some compensation and benefit recommendations for the client. Don't forget to check the Client Communications link to see a copy of my communications with the client regarding this issue. In your recommendation, make sure you do the following: Conduct a market evaluation by researching what companies in the relevant market are providing to employees from a total compensation perspective. Recommend a compensation structure. Recommend the position in the market. Create a total compensation and benefits strategy. Consider the use of performance incentives and merit pay to recognize and engage employees. Identify laws related to the benefits and pay program. Your recommendation should be no more than 1,750 words. Please have this to me by the end of the week. Download 100% accurate A++ and most economical answer from here http://www.homeworkmarket...
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...Job Analysis Report Hugo G Haro HRM531 March 25, 2011 Gabriel Lewall Job Analysis Report InterClean, Inc. Project Proposal Project Information Project Name: | Full Service Cleaning Solutions Blitz | Project Focus: | Sales Team Development | Time-frame: | 90-180 days | Summary: | The focus of this project proposal is to demonstrate the need to develop an experienced sales team that will provide a brand new full service cleaning solution service. A new business strategy will lead us to a market of opportunities, in which include entering the healthcare industry. | Background and Purpose The purpose and focal point for this proposal is to integrate solutions and services into InterClean’s product line with the recent acquisition of EnviroTech, Inc. In addition, InterClean has a strategic advantage and a potential to grow by building the right experienced sales team. As a company we recognize and want to capitalize on the diversity of employees from Interclean and EnviroTech merger, which we believe has given us an additional advantage in our industrial cleaning and sanitation industry. Although our company can explore outside resources, we believe our organizational structure provides the adequate staffing thanks...
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...Learning Team Reflections, Week 5 Week 5 Learning Team Reflections University of Phoenix Charles Diggs, Fernanda Montero, Olivia Miller, Phoebe Ochoche Human Capital Management HRM531 Karin Wagner March 12, 2012 Learning Team Reflections, Week 5 During week 5 team A students discussed several topics. The topics include concept of training and development, different methods of delivering training, the process of performance improvement plan and how the results of performance improvement plan are used to determine training needs for employees. Learning team A members reflected over the topics covered during the week and each member stated the topics they were comfortable with and those they found difficult, during the weeks’ discussion with other classmates. Comfortable Topics Some of the team members found most of the topics discussed to be comfortable. The comfortable topics for the team members, were different types of training methods, and how to help managers determine if the training has been effective or not with an employee. Another team member found most of the topics on training to be comfortable because she has been a trainer and a trainee at her place of work. She stated that she was familiar with computer-based training, but learned that she was not the only one who believed they were not as effective in some cases. A team member said he is familiar with on the job training method and so found the topic interesting. A team member said she was excited...
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...HRM531 Chapter Presentation prepares 1) Ch3 is talk about equal employment opportunity, it tell us how to use law to protect woman, disable person and other protected category’s legal job right, such as equal employment, and equal pay. This chapter is also introducing what’s sexual harassment, and what we can do, when sexual harassment happened. 2) Equal Employment Opportunity (EEO) * All individuals should have equal treatment in all employment-related actions. Discrimination * “Recognizing differences among items or people.” Protected Category * A group identified for protection under EEO laws and regulations. •Race, color • gender • Age •Disability • Religion • Sexual orientation 3) Illegal employment discrimination: Protect category: Disparate treatment: Occurs when members of group are treated differently from others. * Occurs in employment-related situations when either: * Different standards are used to judge different individuals, or the same standard is used, but it is not related to the individuals’ jobs. Disparate impact: occurs when members of a protected category are substantially underrepresented as a result of employment decision work to their disadvantage. 4) EEO Concepts: Business necessity is a practice necessary for safe and efficient organizational operations. Job relatedness is employers are expected to use job- related employment practice BFOQs is characteristic providing a legitimate...
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...Analyzing a Job Misty Diaz HRM/531 Human Capital Management July 18, 2011 Carol Jackett Analyzing a Job This paper will discuss changes made to a job description that was acquired from jobseekers.com for a Sales Representatives/Service at Catholic Healthcare West. A job description is used to describe in writing the overall summary of a task or job requirements ( Wayne F. Cascio, 2010). Many organizations use job descriptions to ensure that the employees are aware of what he or she will be entering into as far as position requirements. When many people look for employment, a job description can verify if he or she has the qualifications for the position prior to applying for the job. Organizations use job descriptions when recruiting for positions within or outside of the organization. Determining a Need to Create Job Position When reviewing the job description posted on jobseekers.com for the Sales Representatives/Service, their need for this job position was urgent. The reasoning behind this was because the start date actually was for someone to start as soon as possible. I would have changed that for a start date to be tentative pending a review. The former makes the description of the job sound too desperate. This description could cause a multitude of unqualified people to apply for the position. As the mentality could be that the organization would take anyone for this position, thus possibly sounding unprofessional and undignified. Strategy...
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...Week Six Reflection Week six dealt with how an organization’s diversity impacts human capital management. This is not a new subject for me. Working for a global corporation requires working with a very diverse group of people. Valerie didn’t struggle with any of the concepts, but some of the topics made me think about how to create a better environment for my employees. My district has about 130 employees. Each of the nine branches has diversity within each group. Our employees attend many different training classes with other people around the country and around the world, so we are accustomed to learning about cultural differences as well as personality differences. Handling conflict is sometimes challenging, so we have to adjust how we handle conflict accordingly. Tram felt comfortable with this week’s topic about diversity. There was no topic that Tram was not comfortable with. An organization’s diversity impacts human capital management by the integrating people of different backgrounds, beliefs and values. We have a diversified group of employees at our organizations. We are from different backgrounds, not just from educational backgrounds but also geographical settings and beliefs. There are people who have been working at the organization for 25-plus years and others like me who have been working for two to three years or just newly hired. Tram learned from the older workers about how to get a good pace/routine to finish the work on time. It helped me a lot because...
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...Employee Relations Program HRM531 PR – Human Capital Management in Puerto Rico University of Phoenix May 8, 2012 Employee Relations Program According to Mondy (2007) to ensure that workers with the proper skills and experience are available at all levels, constant and concerted efforts are required to maintain good internal employee relations. Internal employee relations comprise the human resource management activities associated with the movement of employees within the organization. These activities include promotion, transfer, demotion, resignation, discharge, layoff, and retirement. Discipline and disciplinary action are also crucial aspects of internal employee relations. In addition an employee’s relations include a compensation program, a dispute resolution program, a performance management program, and a labor relations program. For employees one important aspect is to be properly compensated; that is been paid according to his productivity and performance, and to value the KSA she or he brings to the organization. A method of accomplishing this is by ensuring salaries are competitive when comparing with other companies or competitors; linking their performance with a rewards system, and rewarding those employees who meets productivity goals. All these efforts promote enthusiasm, high performance and productivity. At a minimum good compensation program will attempt to keep quality employees from leaving the company. Another important aspect of an employee...
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...Career Development Plan Part two Marisol Miranda University of Phoenix HRM/531PR January 18, 2014 Career Development Plan Part Two Businesses around the world use training programs to increase productivity and knowledge among its employees. The purpose of training employees is to provide them with the tools that will help them execute their jobs with quality and high performance. It equips them with the efficient skills to perform their jobs. At Interclean, a training program has been designed for the five employees that will be relocated to Puerto Rico to ensure their success in the new acquisition. Because all five employees will be working in a new environment, and new culture, it is important they acquire the necessary skills to succeed as Sales manager, and sales representatives. Within the group, there is a need of learning the main language of the island which is Spanish and also learn about the Puerto Rican culture. Coaching and mentoring will be added to the training program once it is completed. The objective of the training program is to empower employees and enrich their knowledge in a second language. Once the training program has been completed they will proceed to receive coaching and mentoring. The objectives of coaching and mentoring is to give follow up and continuous guidance throughout their employment. To establish performance standard, it is necessary that every employee learn the definition and pronunciation of 15 words in Spanish within...
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...Performance Management Plan Damon E. Furbush, Sr. University of Phoenix HRM/531 Mr. William Wood 29 January 2014 Introduction A performance management plan is a system where the leaders in the firm has to set a standard of professionalism and making sure that the employee are trained, maintain fairness and equality and making sure the mission have been completed. According to the United States Army Performance Management Plan, the Army Performance Management Plan is a system that create an integrative pay, performance, and awards systems that improve the organizational and an individual effectiveness to accomplishment of Army goals and mission. The United States Army Management Performance Plan of and is made up of the Performance Program and the Awards programs and the within-grade increase plan. (U.S. Army TAPES Performance, 2013). Alignment of the performance management framework to the organizational business strategy. In the alignment of the employee performance management framework within the Organizational business strategy, employers need to use right tools to succeed in the strategy of the aligning performance management. The performance management solutions of today, provide a set...
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