100%(3)3 out of 3 people found this document helpful
This preview shows page 14 - 17 out of 30 pages.
Since Motors and More, Inc. is a small organization with only 116 workers, there will be no need nor budget to structure a massive HR department. With a suggested 3 full time HR positions, roles and responsibilities can be combined to compensate for not having a large HR department. A HR Director will be a necessity to oversee all functionsof HR and this position can assume the Organizational Development roles, Compensationroles, as well as director roles, in order to better align development strategies with management. Being a manufacturing company, it would be necessary to having an adequate Training and Development team who not only creates, implements, and evaluates trainingprograms for job related skills, but also absorbs Health and Safety responsibilities as well. This way, educational and training programs can be housed under the same person to streamline training protocols. Really, this could be two positions that would act as the Coordinator for Training and Development and Coordinator for Health and Safety however, in order to maintain a limited HR structure, the T&R team could work with companies such as OSHA to implement Health and Safety protocols and materials into training programs. Having an Employee Relations Specialist on staff would be best for Motors and More, Inc. to ensure that employee’s rights are being internally maintained and management is being made aware of arising issues. This position is necessary especially since Motors and More, Inc. has had a high turnover rate in the recent past and feedback
15to what is causing high turnover can lead to a solution for this problem and possibly result in higher productivity from workers. Finally, staffing can be outsourced to a third party company. The roles and responsibilities of this position might exceed the resources available to adequately conduct employee screenings, background checks, and conduct interviews so hiring out will ensure a better hiring process. Although challenging, Motor’s and More INC and the third party must maintain an open door, allowing them to talk with hiring managers abouteach job and help them understand the culture and company goals (Retzlaff, 2008). This can also help reduce costs as third parties can be paid hourly on a weekly basis when theywork and meet (Retzlaff, 2008). The suggested organizational chart for Motors and More, Inc. is as follows:Figure 2: Motors and More, Inc. HR Organizational ChartHR DirectorTraining andEmployee Relations
16RECRUITING AND RETENTION PLANIncrease in Product Demand With an increase in production of ninety-six percent the number of employees willneed to be doubled. However, not all units will need this increase. Units such as marketing, accounting, and finance will not need to hire more personnel. The manufacturing department, sales and HR will need to increase recourses. Multiple hires will need to be made to head up the following areas of HR: Recruitment, Safety, Employee Relations, Compensation and Benefits, Compliance and Training and