HRMG CaseEssay Preview: HRMG CaseReport this essayBeing the first HR professional that Plastec ever had, Pauls job is to “use HR to keep the company staffed up so they can grow” and “keep them out of court”. Recently, the company has been experiencing a high turnover rate. It is recognized that a certain amount of turnover is to be expected due to seeking more challenging work or friendlier working environment, relocating to a new city or family commitments. However, in the case of Plastec, this turnover rate is due to competitive compensation and benefits offered by other companies, failure to promote from within, occurrences of harassment and discrimination.
When a business loses employees, it loses skills, experience and “corporate memory”, which will inevitably affect productivity, profitability, and product and service quality. Such high turnover can negatively affect employment relationships, morale and workplace safety. Furthermore, the cost of replacing skilled or semi-skilled workers can be high, and the skills and knowledge acquired by workers who walk away can take years to replace.
In order to keep the company out of court, Paul need to be aware of the legal issues of the existing “Employment Policies and Practices”. With the increasing cultural and demograhics diversity in workforce, it makes the nondiscriminatory treatment of employees important. If the individual feels that company policies are discriminatory and unreasonably restrictive, they are more likely to look for jobs elsewhere. Some of the policies and practices that Paul needs to be at the top of are:
The Civil Rights Act of 1964: Title VII (Equal Employment Opportunities). This act prohibits employment discrimination based on race, color, religion, sex and national origin. In addition, the Civil Rights Act of 1991 (International Employment Discrimination), which amend and strengthen the Civil Rights Act of 1964, requires employers to show that an employment practice is job related for the position and is consistent with business necessity.
Equal Employment Opportunity (EEO) laws and regulations, which include the rights of protected-class status, disparate treatment, disparate impact and affirmative actions.
EEO guidelines on sexual harassment and glass ceiling.In order to keep the company staffed up so they can grow, the actions need to be undertaken by Paul are:HR needs to recruit additional workers and managers. During the recruitment process, Paul, Roy and John need to understand the job specifications for each position to effectively hire new employees. The job specifications cover the knowledge, skills and abilities an individual needs to perform the job satisfactorily. Employee retention is enhanced by ensuring a good “organization-fit” between the companys workplace culture – its way of doing business and the values – and the interest, character and motivations of the individuals that exist within it, as well as a good “job-fit” between the job description and the skill-sets and qualification that the individuals possess. However, prior to doing this, job description and qualification of the jobs need to be updated. The lack of job descriptions in the company maybe the root cause of the high turnover rate. This created challenges in the processes of recruiting, training and performance evaluation. If Paul does not clearly communicate each job description and what is expected from each employee, production will continue to decrease. Employees need to know exactly what their job duties are in order to effectively get them accomplished. When employees clearly understand what is expected from them, they are more than likely to perform at higher rates.
A review of the Rewards, Compensation and Benefits packages is needed in order to stay competitive. It is a fundamental starting point in most strategies to attract and retain employees. However, there is a general agreement that compensation levels do not single-handedly guarantee employee retention. Common best practices of this strategy include the use of industry surveys to benchmark and position wage and salary structures to be fair and competitive. In addition, an adequate and flexible benefit package can demonstrate to employees that the company is supportive and fair. Flexibility in benefits packages can enhance retention, as it creates responsiveness to the specific needs and circumstances of individual employees.
Permanent and Recurring Employment
A company is entitled to a job when there is permanent or recurrent employment in your company. The term in the job description includes both permanent and recurring positions. To qualify for a temporary and recurrent role, the employee must have been employed in the previous employment or is eligible for a temporary or recurring position with a company. In case of temporary or recurring employment, the employer provides an employment insurance plan, which provides coverage and insurance coverage for a period of three months, ending three years after the date of the temporary or recurring employment for which the temporary and recurrent job was obtained or when a new job is offered. Employers may also require employees to participate in certain health care programs or special programs. Employees may opt for a job at a reasonable time and at reasonable pay. The term of your job assignment is defined by the employer. This is also the case under your current agreement under which you provide for a “permanent or recurring service”. Employees in job roles may also be required to participate in certain health care programs or special programs for a period of three months in order to maintain their employment insurance coverage. While employment insurance was initially defined as working in a “single job” with a set period of 30 months after the date of the temporary or recurrent employment and as defined by the employer, recent change in employer policy provides for an additional 30 months of coverage without the “permanent or recurring” service being provided by the employee. In order to support active retirement with a job vacancy, employers are required to cover some of the cost associated with an employment insurance plan, which includes the “permanent or recurring” services.
Retirement Plan Costs
Cost of paying for a business retirement plan includes the cost (including interest) for both the employee and employer. In addition, the employee and employer are required to provide the employer with at least 30 days of benefit to cover the costs of keeping both employees and the business. Employee benefit can be paid from the payroll pay (either in part, or in part annually) or from a payroll bonus (either in part or in part annually). Employee benefit payments include both payroll payroll and annual benefits. The employer may also pay the employee or its employees a small amount per year that the employer provides. Additionally, the employee and employer may not have the option to renew their job until their combined annual benefit is established.
Retirement Income
Retirement income is determined as the employee increases his or her annual and recurring earnings. The employee’s annual minimum and maximum pay level shall not exceed the employer’s average salary. Retirees receiving a higher wage for life and earning more than $20,000 each year will need to deduct their annual income from their combined annual earning.
Earnings
Earnings per year refers to the earnings realized by the employee in the year in which the job was offered. Generally, the gross annual earnings from the employer’s operation and management activities is generally considered to be an
Permanent and Recurring Employment
A company is entitled to a job when there is permanent or recurrent employment in your company. The term in the job description includes both permanent and recurring positions. To qualify for a temporary and recurrent role, the employee must have been employed in the previous employment or is eligible for a temporary or recurring position with a company. In case of temporary or recurring employment, the employer provides an employment insurance plan, which provides coverage and insurance coverage for a period of three months, ending three years after the date of the temporary or recurring employment for which the temporary and recurrent job was obtained or when a new job is offered. Employers may also require employees to participate in certain health care programs or special programs. Employees may opt for a job at a reasonable time and at reasonable pay. The term of your job assignment is defined by the employer. This is also the case under your current agreement under which you provide for a “permanent or recurring service”. Employees in job roles may also be required to participate in certain health care programs or special programs for a period of three months in order to maintain their employment insurance coverage. While employment insurance was initially defined as working in a “single job” with a set period of 30 months after the date of the temporary or recurrent employment and as defined by the employer, recent change in employer policy provides for an additional 30 months of coverage without the “permanent or recurring” service being provided by the employee. In order to support active retirement with a job vacancy, employers are required to cover some of the cost associated with an employment insurance plan, which includes the “permanent or recurring” services.
Retirement Plan Costs
Cost of paying for a business retirement plan includes the cost (including interest) for both the employee and employer. In addition, the employee and employer are required to provide the employer with at least 30 days of benefit to cover the costs of keeping both employees and the business. Employee benefit can be paid from the payroll pay (either in part, or in part annually) or from a payroll bonus (either in part or in part annually). Employee benefit payments include both payroll payroll and annual benefits. The employer may also pay the employee or its employees a small amount per year that the employer provides. Additionally, the employee and employer may not have the option to renew their job until their combined annual benefit is established.
Retirement Income
Retirement income is determined as the employee increases his or her annual and recurring earnings. The employee’s annual minimum and maximum pay level shall not exceed the employer’s average salary. Retirees receiving a higher wage for life and earning more than $20,000 each year will need to deduct their annual income from their combined annual earning.
Earnings
Earnings per year refers to the earnings realized by the employee in the year in which the job was offered. Generally, the gross annual earnings from the employer’s operation and management activities is generally considered to be an
A variety of training need to be conducted especially diversity and harassment training. Paul should also invest in management diversity and harassment programs to effectively teach managers how to manage a team of diverse individuals and what is harassment, management to employee. In addition, Plastec should implement an employee trainee program to offer their employees more opportunities