Group Proj_Human Resources Plan__APAFORMAT.docx

Implement execute on the detail human resources plan

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In conclusion it is imperative that Motors and More, Inc. implement, execute on the detail Human Resources Plan laid out to ensure their future success. The plan laid out focuses on the prospector strategy, goals and objectives, as well as, provides an all-inclusive view of organizational design, compensation, training and development, and the forecast for strategy business planning. With all of this laid out clearly the new Human Resources department becomes a focus and more than just a personnel department, by acting as a strategic business partner alongside leadership. Human Resources has come up with an org design that is not only effective but efficient with each member adding value to all levels of the corporation. The company has a solid employee base with many year experience in the industry and field and should use this expertise when moving forward with the new strategy and teams. HR has come up with an effective way of recruiting by tracking candidates and ensuring they are diversifying the workforce at all levels of the business. They will also be benchmarking total company compensation and benefits and offering more competitive packages. In recognizing where the focus needs to be in order to implement the prospector strategy effectively, it is imperative that new technology, as well as, marketing and sales through new channels (i.e. social media) be used in order to ‘one-up’ the competition. Human Resources needs to ensure when recruiting they are tracking candidates and their capabilities for current or future use, while also engaging current employees in career planning activities. Leadership also needs to engage in succession planning with HR. Human Resources and leadership need to exude positive, diverse and inclusive corporate culture to ensure they are providing an attractive work environment for current and future employees.
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HR Project Plan 53
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HR Project Plan 54 Appendix Reference Motors and More, Inc. Organization Model McCain, 2007, p. 2 Reference Motors and More, Inc. Typical Human Resource Organization Design McCain, 2007, p. 3
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HR Project Plan 55 Reference Porter’s Five Forces Mindtools.com, n.d. Reference Compensation Planning Tool
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HR Project Plan 56 References Argenti. (2013). Corporate Communication. New York, NY: McGraw-Hill. Breeden, K. (2002). Training innovations for economic development. Community College Journal, 72(6), 36-39. Broderick, M. (2015, May 11). Training Tools and Techniques for a New Generation of Learners. Retrieved from - development/training-tools-and-techniques-for-a-new-generation-of-learners/ Chuler, R., & Walker, J. (1990). Human resources strategy: Focusing on issues and actions. Organizational Dynamics, 19(1), 5-19. doi:10.1016/0090-2616(90)90045-Q CompensationForce.com (n.d.) Rewarding Key Account Sellers. Retrieved from The Economic Times. (n.d.) Definition of '5 Forces Analysis Of The Environment. Retrieved from - analysis-of-the- environment Gomez-Mejia, L. R., Galkin, D., & Cardy, R. (2001). Managing human resources. Upper Saddle River, NJ: Prentice-Hall, Inc.
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  • Fall '14
  • Group Project, McCain

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