Disciplinary Issues of Human Resource Manager - Case Study Example

CROGDER COMPANY MAPPING PROCESSES Part Top down Flowchart Check the appendix A Part 2: Company overview. Crogder Company is a production company that specializes in production of plastic products of many kinds. The major aim of the company is produce quality and durable plastic products of any kind at a fairly reduced prices. The company is located in San Francisco bay of California but is on a plan to rapidly expand into other states that will provide feasible. The organization has a structure that begins with the general manager who is also the owner at the apex level followed by production manager, marketing manager, human resource manager and IT manager. IT department is the technical department in charge of the technical operations of the company, marketing is in charge of finding more markets for the products as well as ensuring that products are continuously sold. Production manager is charged with ensuring quality production of and cheap acquisition of raw materials used in production. I hold the position of human resource manager. This is concerned with recruitment and appraisal of employees. I’m also supposed to liaise with other departments to ensure proper staffing as well as mediating on disciplinary issues. I’m also charged with preparing payroll for all workers a duty that I delegate. The company is still at the infancy stage explaining the reasons why there are few departments with each department having just so much tasks to achieve. So far, the operations as well as coordination of my department with others has been smooth. Part 3: Process of the organization. The organization has several processes but for the sake of this paper, I will mention only three to which I also contribute to by virtue of my department roles. These processes have sub processes that include; Payroll production—this is a sub process of the accounts section of the human resource department. It is a process that involves determining the number of hours worked for the casual workers every fortnight and doing the same for other employees every month. It is the company policy to pay workers per month with exceptions of casual workers who get their wages every fortnight. The process basically involve determining hours worked per employee with the help of clocking machine. For the purpose of control, production manager had to sign it on a daily basis then forward it to the accounts section which then forwards it to me for verification and signing. The signed list then returns to the production manager in triplicate for confirmation. From here, Casual workers then sign the forms and paid. The copy of the forms are then sent to the respective department where the casual worker was attached to, a copy remains with the accounts section while another copy is archived in the central registry. This process was identified to be tedious and time wasting. The department is working on a method that will ensure everything is computerized especially the accounts department to avoid so much paper work and save much on time and space. With implementation of this proposal the company will save a lot in terms of cost and time. Promotion—this is a sub process within marketing department. It is charged with ensuring that our products are in the lips of every potential and existing consumers. The aim is to create ways in which the company can increase the sale of its products by carrying social media promotion, developing customized but very appealing adverts1. Presently, it has been a success even though the department points out to some challenges they are experiencing with the existing arrangement especially which regards to funding the whole process. Presently, for any promotion to be funded, the marketing department has to write a proposal detailing everything from the composition of personnel to the exact amount of financing needed. This is then reviewed in a meeting involving all department heads and adjustments made thereafter a process that takes a long time. The amount that is usually allocated for hiring personnel for the promotion especially the road shows is fixed to specific amount due to the small size of the company. However, this factor is limiting the ability of the marketing team to be extensive. A plan is already underway to increase the financing and reduce the period taken for the proposal to be approved. However, the current policy of writing proposal and a report of the achievement against the preset targets will strictly be adhered to for accountability. Recruitment/hiring—this s another sub process of the of the human resource department. Its purpose is to ensure that only quality and competent people get the chance to be employees of the organization. It develops the job requirements of a particular vacant position as well as the skill set requirements for the position. This is a task I conduct in liaison with the respective departments’ managers. The requiring department’s manager writes to my office detailing the gap he/she wants to fill and the preferred skills which together we regulate. From here, I develop remuneration range within which the company will negotiate with the potential employee. I then write a report to forward to the general manager detailing everything. If he approves, he signs and send back the copy to allow me publish the vacancy. We give priority to our current employees who may have the required skills and academic requirements. However, advertisement is publicly made for any willing person to apply. The process is working well without any problem owing to the control measures taken to get the best. This procedure also avoids any problem in choosing individuals for the interviewing panel which according to the company policy will involve two individuals from the hiring department manager included and two others from my department. It has also be noted that the company is expanding rapidly and therefore some services like hiring will be outsourced from renown companies. Part 4: Written Procedures Refer to appendix B APPENDIX A: Top down flowchart 1. Check the marks and instruction for the question. 2. Researching the company structure and drafting the sketch 3. Writing the answers. I. 1. Understand the question. 1. Research on the organization process and relate to mine. 2. Identify 3 relevant processes and sub processes within. 3. Answering the question. 1. reading the question 2. Sketching a draft of the procedures on a different page 3. Compare the draft with the university procedures 4. Type the answers 1. re-reading the questions and comparing against the answers 2. checking the appendices and proof reading them for any errors 3. Confirming the font requirements, spacing and pagination. 1. doing the final proof reading 2. Converting the file to the required formats and saving them. 3. uploading the file to turnitin by blackboard and confirm delivery 4. print a hard copy for any eventuality and retain turnitin reference number APPENDIX B: GENERIC PROCEDURE—Product marketing (Promotion) ACTIVITY/DESCRIPTION RESP PERSON The company is determine to make itself a household name and promise to achieve this by doing company marketing through road show promotions National Marketing Plan This is designed and revised semiannually owing to the dynamic consumer pre ferences. The company supports this by financing the whole process. Examine the Crogder marketing strategies with the department heads making M/D necessary adjustments to the plan. Forward the plan to the general manager’s office in triplicate forms for authentic- M/D ation and authorization. Authorize and forward to the human resource department manager through GM accounts section. Sign the forms to release the money. Forward to the general manager and Marke- HR/D ting department manager a copy of the signed form keeping a copy for filing. Scheduling For the Promotion Determine the location of the promotion M/D Assign the staffs who will be conducting the promotion and organize for any M/D external sourcing should there be need. Process the allowance for the staff attending the event and outsiders if present HR/D to be collected after the activity ends. Promotion Materials These are decided upon in the meeting of the heads of departments. They may Heads of include banners, flyers, leaflets, T-shirts for customers, caps, and other materials Dept. that vary with budgetary allocations to the process. Some of the materials meeting are to be given to loyal customers. Check that all materials are in good shape and receive also approved materials M/D from the respective departments and take custody of them. Keep copies of the receipts of the materials received for record purposes. M/D Feedback and Complaints Forward customer concerns to the committee responsible for this kind of report ALL STAFFS Return all the materials to the store for safe-keeping and then develop a report M/D of the activity and retain a copy. Make proper adjustments according the customer concerns where possible Relevant 2 Department Works Cited Bradley, Jeremy. 2015. "The importance of promotional and marketing strategies." Chron. Accessed May 28th, 2015. http://smallbusiness.chron.com/importance-promotional-marketing-strategies-57205.html. University, urtin. 2015. "Curtin University policy." urtin University. Accessed May 28th, 2015. http://www.curtin.edu.au/corporate/government/. Bradley, Jeremy. 2015. "The importance of promotional and marketing strategies." Chron. Accessed May 28th, 2015. http://smallbusiness.chron.com/importance-promotional-marketing-strategies-57205.html. University, urtin. 2015. "Curtin University policy." urtin University. Accessed May 28th, 2015. http://www.curtin.edu.au/corporate/government/. Read More