Phillips Furniture Case
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Phillips Furniture
Human Resource Management
Phillips Furniture is a well-established furniture company that has been around for 10 years. The owner, Mr. Phillips has recently decided that his company has grown enough and is now in need of a human resource manager. Being that the company has ran for 10 years without any sort of HR manager, the individual who receives this position must understand exactly what human resource management entails and then be able to excel in the position.
What is Human Resource Management?
According to the Bureau of Labor Statistics, “Human resource managers plan, direct, and coordinate the administrative functions of an organization.” They also state that HR managers are considered the link between a companys management and employees. Along with the interviewing and hiring of new staff, they also are called upon to work with executives on strategic planning. Typically HR managers are responsible for all functions that deal with a companys employees needs and activities. Examples of these responsibilities include, but are not limited to: employee training, performance management, policy recommendation, wages and benefits, employee relations, team building, and leadership.
Human Resource Management and Phillips Furniture
Phillips Furniture has essentially been in business for 10 years and never had a HR manager. From a HR perspective, the company will more than likely have many areas that need to be changed. They may also various aspects that need to be implemented. The HR manager will need to figure out which areas of the company need immediate attention. They will also need to make sure that Mr. Phillips is aware of the importance of changing or implementing aspects of his business.
Policies and Procedures
As mentioned there has never been a human resources department in Phillips Furniture. While the company may have an employee manual, it would be necessary for the HR manager to view the manual and implement changes and additions. The HR manager should look at various employee policies such as work ethics, attendance, disciplinary actions, compensation, and an overall chain of command for employees to know who to speak to if they have a question that needs to be answered.
Employee Job Description and Performance Goals
Mr. Phillips feels that his business has grown enough to implement a HR manager. This could also mean that the company has grown enough that employees are confused about their actual positions as well as their expected performance. The HR manager should discuss with Mr. Phillips the positions that are needed in his company, as well as the performance goals he expects of each position. Each employee should then