Best Practice in Restructure and Redeployment - Resume/CV Example

Human Resource Management Table of Contents Memo-A 3 Memo-B 5 Memo-C 7 References 9 Memo-A Acme Industries Memo A Ms Lucy (Marketing Director) From: Human Resource Director Date: April 12, 2011 Regarding: Restructuring in Marketing Unit The restructuring in marketing unit is done at a micro level. It should be executed only at the marketing unit. The suggested proposal requires the structuring of the level of management as well. Direct reporting will change the marketing management levels (Tetrevova, 2010). This will change activities of operations that are provided to Sam, who is National Marketing Manager. Since the level of operations will change with the area of operations there will be certain problems related to the area of operation for marketing. The change in structure is feasible with the division of the area of marketing operations. Plans should be developed regarding the new responsibilities that will be provided to Sam and his accountability for the area of operations. The proposal for Sam’s pay structure is not feasible. According to the policy of employment that has been signed by Sam and the company, his pay cannot be changed due to the position he is holding. There are legal constrains that might not be applicable in restructuring the incentive package for Sam (Chan, 1995). There is another problem that might arise from the shareholders’ perspective. There might be pressure in internal nature that might rise due to the existing commitment that has been shown by Sam. The reduction in incentive or bonus structure of Sam might affect the interest of the stakeholders. The bonus and incentive that are provided to manager are to take entrepreneurial risks that maximize the shareholders value. This will generate a legal obligation in the organization due to inappropriate decision regarding the bonus structure for Sam. Thus, it is not a suitable proposal for Sam and cannot be implemented (Freeman & Et. Al., 2004). For the purpose of splitting the area of operation and recruiting new personnel for marketing unit as National Marketing Manager for another division, it requires time, determination of strategies, implementation of recruitment strategies and budget. These factors need to be revised and financial department needs to be informed for new personnel package. The stakeholder’s interest in this matter might play a significant part in offering salary and incentive packages. This will consume lot of time and the interests of stakeholders are also involved with the financial department along with the budget approval. At this moment, it is not possible to incur changes in division of operational area. Even though it will require time for all the procedures, it can be implemented. However, the seniority and bonus structure cannot be changed (Durai, 2009). Memo-B Acme Industries Memo B To: Mr Wilf (Manager Logistics, Sydney) From: Human Resource Director Date: April 12, 2011 Regarding: Workforce It’s too early to estimate the workforce for the introduction of new supply chain and logistics in Sydney warehouse at this moment. Analysis needs to be done for the estimation of the workforce required in Sydney warehouse with number of management people required at that place. For the short term purpose, it is not wise enough to redeploy employees at other places. The long term strategy needs to be involved in taking the decision of redeployment. Considering the current situation and the management of warehouse, time should be provided for the territory alignment for the purpose of redeployment (Cognizant, 2009). For the proposal, there needs to be appropriate association of jobs and behaviors with the organization’s strategy. An unambiguous relationship between ‘human capital capacity’ of the organization and the stakeholder’s strategy should be developed. The employees’ behaviors that underline the success of the organization needs to understood and new models are required to be developed. Once the behaviors are appropriately clear, then they can be put into practice in each critical redeployment and redundant process (Bywate & Glenno, 2009). Along with the stakeholders’ perspectives with the feasibility of the proposal, the employees’ perspectives also need to be considered. For the purpose of relocation, the structure needs to be changed in other operational areas where warehouses are present. This requires time and the requirement of workforce in other warehouses in different areas of Australia are to be evaluated. It will consume time, in which different analysis of the workforce requirement and the new system of logistics are to be evaluated and reported to make necessary changes for the long-term period (Bywate & Glenno, 2009). There will be certain resistance to changes in the policy for restructuring the workforce in the warehouse of Sydney. The potential employees who are willing to relocate should be encouraged and transferred. In such cases, the policy of the human resource department should be strictly followed with the agreement that has been made with the employees. The performance appraisal system needs to be also followed strictly. The non-performing employees for a consistent period of time should be asked to leave the organization based upon their performance. Considering the long term objectives of the organization and the interest of the shareholders, the necessary steps are to be taken. The future period workforce requirement must be evaluated to ensure efficiency of the workforce with adequate number of employees. The efficiency and output should not decrease due to lack of workforce. The future requirements in terms of workforce are to be estimated and reported to develop strategies for the Sydney warehouse. Memo-C Acme Industries Memo C To: Mr Louise (Administration Manager) From: Human Resource Director Date: April 12, 2011 Regarding: Flexible Working Arrangement for Nola (Employee in Accounts Section) The ‘International Labor Organization’ (ILO) and ‘Human Rights and Equal Opportunity Commission’ (HREOC) have provided several guidelines regarding the leave opportunities that an employee can get benefited irrespective of their gender. However, the situation that has been raised and reported does not come under such acts and provisions (Huang, 2010). The leave rights for all the employees working in Australia are covered under the national law of workforce and derived from the National Employment Standards (NES) (State Government of Victoria, 2011). According to NES, an employee can refuse to work for any additional hour if it is not required. There are standards that have been set by the government. However, in this situation the request made by Nola cannot be granted. Working two day per week from home is against the policy of the organization. This way the average working hour for the employees will not be meeting the requirements (Australian Government, 2011). Working in the accounts department is a highly responsible job and the secrecy needs to be maintained. Taking the confidential statements and evidences to work at home are not permitted and feasible for the organization. There is chance of loosing confidential data and this might affect the image as well as the financial aspect of the organization. This is a full time job and is accountable to the higher authority. The stakeholders’ interests are towards protecting the financial information from outsiders because in this situation there is every possibility of information being revealed outside. Under the HREOC, it will be an unfair deal as other employees will also seek for such benefits in future. This might tend to weaken the HR polices upon the working environment and dedicated hours of work in the organization. Working from home for two days per week will weaken the communication level and the reporting standards to senior management will also not be followed. Nola’s proposal cannot be accepted as it does not meet the standards of the organization’s policy for leaves and also there will be several issues in future related to this. The best alternative for her is to either work as a full time employee or work as a part-time employee. In this case, there will be change in the payment structure and time. References Australian Government, 2011. Maximum Weekly Hours And The National Employment Standards. Australia’s New Workplace Relations System. [Online] Available at: http://www.fairwork.gov.au/factsheets/FWO-Fact-sheet-Maximum-weekly-hours-and-the-NES.pdf [Accessed April 12, 2011]. Bywate, J. & Glenno, R., 2009. Guidelines for Best Practice in Restructure and Redeployment. People Performance. [Online] Available at: http://www.shl.com/WhatWeDo/Documents/GuidelinesforBestPracticeinRestructureandRedeployment.pdf [Accessed April 12, 2011]. Chan, S. S., 1995. Strategies for Restructuring IT Organizations. EDUCAUSE. [Online] Available at: http://net.educause.edu/ir/library/pdf/CEM9534.pdf [Accessed April 12, 2011]. Cognizant, 2009. Rapid Redeployment: Redefining Sales Operations to Drive Operational Efficiency & Top-Line Success. Cognizant White Paper Publications. [Online] Available at: http://www.cognizant.com/InsightsWhitepapers/Rapid_%20Redeployment.pdf [Accessed April 12, 2011]. Durai, P., 2010. Human Resource Management. Pearson Education. Freeman, R. E. & Et. Al., 2004. Stakeholder Theory and “The Corporate Objective Revisited”. Thunderbird School of Global Management. [Online] Available at: http://my.t-bird.edu/files/personalfiles/133488/10Corp_Obj_Freeman_Reply.pdf [Accessed April 12, 2011]. Huang, K., 2010. Unpaid Maternity Leave Policy in Australia. Catholic Theological Union. [Online] Available at: http://www2.ctu.edu.tw/learn/publish/journal/2704/270405.pdf [Accessed April 12, 2011]. State Government of Victoria, 2011. Leave Entitlements. Australian Government. [Online] Available at: http://www.vic.gov.au/employment-workplace/conditions-entitlements/leave-entitlements.html [Accessed April 12, 2011]. Tetrevova, L., 2010. Concept of Corporate Restructuring and Reengineering. University of Pardubice. [Online] Available at: http://dspace.upce.cz/bitstream/10195/32208/1/CL655.pdf [Accessed April 12, 2011]. Read More