...Repairing Jobs that Fail to Satisfy Contents Executive Summary 3 Introduction 3 Goal and Recommendations 3 Introduction 4 Background 4 Data Analysis 5 Job Structure and Organizational Design 5 Incentive Structure 6 Hiring Practices 7 Recommendations 7 Job Structure and Organizational Design 7 Incentive Structure 9 Hiring Practices 9 Strategy and Implementation 10 Conclusion 11 Appendix 12 1. Customer Survey 12 When Your Drain Won’t Go, Call DrainFlow 12 2. Original Survey 13 3. Sample Interview Questions for Interview Consistency 13 4. Financial Analysis 14 5. Current Process Map 15 6. Future Process Map 16 7. Current Org Structure 16 8. Proposed Org Structure 17 9. Peer to Peer Award Example 18 Executive Summary Introduction The report focuses on how DrainFlow can improve in three areas: job structure, incentive structure, and hiring practices. The main contents include an introduction to the problems DrainFlow is encountering, analyses of the current business, and recommendations on how DrainFlow can overcome these issues to foster a long-term competitive advantage. Goal and Recommendations The goal of this proposal is to provide recommendations for a new job structure, a new incentive structure, and new hiring practices. The job structure recommendations will allow for more cross training between office workers and service providers. This will enrich all jobs at DrainFlow by adding different tasks, autonomy...
Words: 5219 - Pages: 21
...treatment, mental health services, robotic surgery, wound care, high – risk pregnancy care, and one of the most comprehensive women’s care centers in the state. Discuss the specific challenges in managing the relationships between human resources, executive management, and other organizational departments within the organization you chose. There are many challenges in managing the relationships between human resources, executive management, and organizational departments. The corporate vision and mission statements as well as executives stand behind HR and have the belief that people are their most important asset. HR associates are viewed as trusted confidants who add value to the company. Executives believe that HR staff do a great job working as a partner and going forward expect them to expand their skill with a much deeper understanding of the business. Yet, many HR staff members feel that they lack impact and influence within the...
Words: 1752 - Pages: 8
...sometimes referred to as workforce planning. This is the management process of anticipating an organization's current and future staffing needs. It includes the number of employees required and the type of worker sought, such as graduates or ICT-literate workers. Anticipating the human resource needs of a firm can be carried out by looking at: * Historical data and trends. Data on trends, such as the rate of change in the size of the workforce over the past few years or the shift to part-time and flexible working hours, can assist management in planning. * Sales and income levels. Employers will require more workers if the level of customer demand is increasing. Higher levels of income and spending in the economy will lead to more jobs being created. * Labour turnover rates. This measures the number of employees who leave a firm as a percentage of its workforce, per year. The higher the staff turnover rate, the more workers a...
Words: 18984 - Pages: 76
...301 BEST QUESTIONS TO ASK ON YOUR INTERVIEW SECOND EDITION JOHN KADOR New York Chicago San Francisco Lisbon London Madrid Mexico City Milan New Delhi San Juan Seoul Singapore Sydney Toronto Copyright © 2010 by John Kador. All rights reserved. Except as permitted under the United States Copyright Act of 1976, no part of this publication may be reproduced or distributed in any form or by any means, or stored in a database or retrieval system, without the prior written permission of the publisher. ISBN: 978-0-07-174128-6 MHID: 0-07-174128-3 The material in this eBook also appears in the print version of this title: ISBN: 978-0-07-173888-0, MHID: 0-07-173888-6. All trademarks are trademarks of their respective owners. Rather than put a trademark symbol after every occurrence of a trademarked name, we use names in an editorial fashion only, and to the benefit of the trademark owner, with no intention of infringement of the trademark. Where such designations appear in this book, they have been printed with initial caps. McGraw-Hill eBooks are available at special quantity discounts to use as premiums and sales promotions, or for use in corporate training programs. To contact a representative please e-mail us at bulsales@mcgrawhill.com. TERMS OF USE This is a copyrighted work and The McGraw-Hill Companies, Inc. (“McGraw-Hill”) and its licensors reserve all rights in and to the work. Use of this work is subject to these terms. Except as permitted under the Copyright Act of...
Words: 59943 - Pages: 240
...Preparing For Your Case Interview Where your ideas make a difference. At A.T. Kearney we are looking for people who love to reach out. People who want to stretch their talents. People who will challenge themselves to achieve meaningful, measurable results for their clients, their firm, and themselves. People with ideas. Your interest in a consulting career with us suggests that you may be one of those people, and we have designed our interview process so that you will have every opportunity to show it. The A.T. Kearney interview sequence consists of two rounds, typically completed within a 3-week period. The first includes two 45-minute interviews conducted back-to-back on campus or in another convenient location. The second, which normally takes place at our nearest office, involves three 45-minute meetings with one or more of A.T. Kearney’s senior people. If you are invited to complete the full sequence, you can expect that both interviews in the first round and two in the second will be case-oriented. This means that in addition to discussing our firm and your future it, the A.T. Kearney consultants you meet will also present you with real-world business problems and ask you to develop solutions. Experience shows that the applicants who are the most successful in a case interview are those who enter it with the right frame of mind and the best preparation. The following information is designed to help you achieve both. Why The Case Format? While we look for many qualities...
Words: 2248 - Pages: 9
...resource processes are highly dynamic practices that organizations and businesses adapt to reward, attract, motivate and assess their human resources. Below are the key points and framework of the human resource management process. Planning In this key point of HRM process all the strategic and structural plans are developed Recruitment There are a few main points that are essential for the recruitment process that human resource mangers take. First step is to plan and design the job description such as role and duties of the employee. Second is to plan to advertise through company’s website or other advertising media. Third step is to review the applications and shortlist suitable applicant that are best according to the job description. Fourth step is to take interviews and make final selection of the employee that is most suitable for that job and the company. Absence management Human resource management department records and make sure that all the employees are regular on their job and there is no unauthorised absence of any employee. Appraisals Human resource management team take appraisals of all the employees time to time to improve their potentials and rewards them. Appraisals are very important for the employees within the company to achieve targets and goals. Trainings Human resource management department plans and provide different trainings according to the staff and company’s need. This is very important process in human resource management by which...
Words: 254 - Pages: 2
...In these modern days, people take human rights very important such as the American. However, Malaysian doesn’t take it as an important issue. Sexual harassment issues are one of the examples and it has getting more serious nowadays. According to All Women’s Action Society (2010), they have done a survey which has 35% women of the respondents have been sexual harassed at their workplace. On the other hand, LawEddie.com (2009) also provides a survey which said by Mr. Lim Ah Lek (former of Minister of Human Resources) that, there are 42% to 70% of women has been sexual harassed at their workplace. This is also means that 7 women out of 10 have been sexually harassed in their workplace. The surveys and statistic above are done in Malaysia and we can see that, sexual harassment has become a serious issue in this community. As we know that, the American also sees human rights very important. According to the Sexual Harassment Lawfirms.com (2009), there are around 15,000 of employees reported sexual harassment to the Equal Employment Opportunity Commission (EEOC). From the statistic above, even the American sees human right so important but there are still a lot of victims been sexually harassed. A survey showed that 7 of every 10 workers were harassed sexually in its work place. Therefore, so sure what are you in the work? Have you ever been a victim of offensive sexual comments or pleasantries in the work? Or does it have a companion in tempted to touch somehow? Was it unhappy on...
Words: 404 - Pages: 2
...Week 1 Paper HRM/522 University of Phoenix Week 1 Paper HRM/522 The HR department does not have a clear mission or function defined and with the current organizational growth a Human Resource Plan (HRP) is needed. This plan must provide the mission of the HR department and detail the functions to provide a clear understanding of HR’s role and ensure alignment with the organizations strategic plan and goals. The organization will only experience long-term successfulness when the right people are in the appropriate positions at just the right time; the strategies for achieving the organizational objectives should revolve around having the right balance of talent, skills, and the aspiration to accomplish organizational objectives in a significant manner (Byars & Rue, 2008). HR Functions and Challenges Challenges that the HR department will encounter consist of finding a candidate pool large enough to fill the 50 vacant positions, finding potential employees that have the skills, qualifications and experience. Other challenges that exist are the implementation steps to develop a HRP in alignment with the organizational strategic plan and goals. With the organization looking to fill 50 positions the functions of the HR department must be clearly defined; this can be accomplished by developing the HRP. There are steps that must be taken to implement the HRP they include: • Determine organizational objectives • Determine Skills and expertise...
Words: 954 - Pages: 4
...jessicafox Career development sat Chicago campus Week 3 assignment July 28, 2011 1. When it comes to my life and career the things I value the most are being able to have free time with my family and friends. Life isn't about working 24/7. I want to be able to make memories with the ones I love the most. Work wise I want to be with a company that I can grow with. I want to be able to add on to the skills that I already have and move up in the company. I want to have a passion in the career I am in, because I want to enjoy what I do. I want to be recognized and respected for what I do, I consider myself being a hard worker and I would appreciate it being notice. I think if it was noticed I would be motivated to go above and beyond more. And lastly I would like to make a difference, I enjoy helping others and working with others. I want to put my stamp in the work world. The values that are most important to me I would say having free time with my family and friends, being at a company I can grow with, and have a passion for what I do. Its important for me to have free time to spend with my family and friends because I don't think world needs to take up all your time. I will go above and beyond my work duties if needed, but to a certain extent. I want to have the energy to spend time with my loved ones. Being at a company that I can grow with is important to me because I want to have the opportunity to do the best of my capabilities. It can be boring being at one position...
Words: 840 - Pages: 4
...TeA M YYe PG Digitally signed by TeAM YYePG DN: cn=TeAM YYePG, c=US, o=TeAM YYePG, ou=TeAM YYePG, email=yyepg@msn .com Reason: I attest to the accuracy and integrity of this document Date: 2005.07.04 23:45:43 +08'00' ������������ Want to learn more? We hope you enjoy this McGraw-Hill eBook! If you’d like more information about this book, its author, or related books and websites, please click here. HOW TO ACE THE BRAINTEASER INTERVIEW JOHN KADOR M C G R AW- H I L L N E W YO R K MADRID C H I C AG O SAN FRANCISCO MILAN SYDNEY LISBON TO RO N TO LONDON S A N J UA N MEXICO CITY SEOUL NEW DELHI SINGAPORE Copyright © 2005 by John Kador. All rights reserved. Manufactured in the United States of America. Except as permitted under the United States Copyright Act of 1976, no part of this publication may be reproduced or distributed in any form or by any means, or stored in a database or retrieval system, without the prior written permission of the publisher. 0-07-144606-0 The material in this eBook also appears in the print version of this title: 0-07-144001-1. All trademarks are trademarks of their respective owners. Rather than put a trademark symbol after every occurrence of a trademarked name, we use names in an editorial fashion only, and to the benefit of the trademark owner, with no intention of infringement of the trademark. Where such designations appear in this book, they have been printed with initial caps. McGraw-Hill eBooks are available at special...
Words: 77414 - Pages: 310
...Challenges faced by Australian organisations and employees due to the pervasiveness of family friendly work policies. An explanation, using real organisations to illustrate the implications, of family friendly work policies for Strategic Human Resource Management and Recruitment Practices. Australian organisations and employees are faced by many different challenges in today’s modern society. Australian organisations have set out family friendly work policies in order to adapt and cope with these challenges. The external environment of an organisation has led to the increased need for the implementation of family friendly policies within the workplace, issues such as an ageing population and skills shortages need to be addressed by specific policies. The growth and demand placed on employees to increase their working hours, means that there is an increased conflict with their family, work and life choices, this has resulted in the work/life balance being dramatically one-sided. The need to implement family friendly policies into the work environment has significant implications for the strategic human resource management teams. There are many internal and external factors which affect the organisations strategy when making decisions in relation to its policies. ANZ, Telstra and Westpac are just three of the major organisations within Australia who have implemented family friendly work policies. These policies have significant implications for recruitment practices within...
Words: 2344 - Pages: 10
...selection activity, and emerging complexity of approaching into the behavioral implications of central HR policies within local cultures. Question: As an organization globalizes, what decisions have to be made as to which HR processes will be managed at a global level and co-ordinated in-country? ------------------------------------------------------------------------------------------------------- When any organization enters the global business era, some decisions have to be made for which their HR processes can be managed at the global level and co-ordinated in-country. The management of the organization will have to think whether they should recruit local people or they should go for international recruitment. According to the job type they might have to think whether the experience or cultural knowledge is more important. They also might have to take a decision about taking help of any recruiting agency because recruiting a person with required skills and experience at a short notice is not an easy task. In that case they also have to think whether to go for local or international recruiting agency. Question:...
Words: 375 - Pages: 2
...The process of job analysis helps in identifying the worth of specific job, utilizing the human talent in the best possible manner, eliminating unneeded jobs and setting realistic performance measurement standards. Where to place the employees in order to best utilize their skills and talent? How to determine the need of new employees in the organization? How to eliminate unneeded jobs? How to set realistic performance measurement standards? How to identify the jobs and prepare a plan to fill them? One of the main purposes of conducting job analysis is to prepare job description and job specification which in turn helps to hire the right quality of workforce into the organization (analysis process, 2012). An effective analysis of a particular job helps human resources maintain the right quality of employees, measure their performance on realistic standards, assess their training and development needs and increase their productivity. The first step in the job analysis process is to determine its need and desired and output (personal manager, 11/10). Second step is who will conduct the job analysis: The second most important step in the process of job analysis is to decide who will conduct it and for most companies they prefer having it performed by their own human resource department while other companies tend to hire job analysis consultants. The next step is to decide the way in which job analysis process needs to be conducted and having a planned approach of how to carry the...
Words: 603 - Pages: 3
...programs and fitness memberships 2. Position-Related Benefits Design a flexible workplace that includes flextime and telecommuting… one of the top trends for many businesses is instituting work schedules that allow for flexible hours and working offsite to meet the individual needs of your top job candidates. 3. Support & Training Promote training and professional development… make sure employees have the tools to do their job today, as well as training opportunities to enhance their career growth and potential. 4. Company Brand Develop a positive, well-known company brand… build a clear vision of how you want your company to be perceived in the marketplace and make sure your management team and employees share that vision. 5. Company Culture & Environment Cultivate a friendly, value-oriented, workplace environment… organized and consistent workplace policies and procedures help employees understand what they are supposed to do, how to do it and what is expected from them. 6. Interview Process Implement a straightforward, friendly, professional job interview process… conduct objective and fair interviews that focus on the knowledge, skills and qualities of your job candidates. 7. Competitive Analysis Build a reputation for attracting the best employees… evaluate the competition in your...
Words: 288 - Pages: 2
...thing should be a mission statement. Mr. Phillips and all of the management should sit down and discuss the purpose and objective of the store. With this it should lay out a goal and objective for the company that will explain to the employees what the company stands for, and where it will and should head into the future. It must lay out the objective that can be reached for each and every employee from management to hourly employees. Develop a Job Description One of the first and foremost things that need to happen from the Human Resource side of things is to lay out employee and management job descriptions. This is very necessary for the furniture retailer to grow. This is something that needs to be clear and concise and across each and every store. These job descriptions must be the same in order for the store to run smoothly. The job description of each position should be laid out clearly so each and every employee know what their job is and what is expected of them. As they move up in the company they would get their new job description as promotion deemed. Organizational Structure and Chain of Command As the Phillip Furniture store grows and expands, so will its organization of managers. It should be first and foremost to develop a structure in order that each and every employee will know who is who. In this case it would lay out who the next would...
Words: 865 - Pages: 4
