Saint Leo University Diversity and Growth Look at the PowerPoint and add detailed notes to my slides that have my name “RENEE” on them ONLY. DO NOT ADD NOT

Saint Leo University Diversity and Growth Look at the PowerPoint and add detailed notes to my slides that have my name “RENEE” on them ONLY. DO NOT ADD NOTES TO SLIDES WITH OTHER NAMES, those are my group members slides and their responsibility. You will need to refer to our final paper in order to write notes on my slides, BUT DO NOT JUST COPY AND PASTE FROM THE PAPER IN THE NOTES SECTION OF THE SLIDES!PLEASE ENSURE YOU RELATE TO THE PAPER FOR MY SLIDES!!! This is very important YOU WILL ALS FORMULATE A CONCLUSION FOR THE ENTIRE POWERPOIINT PRESENTATION CONCLUDING ALL MAIN POINTS Diversity and Growth
A Motors and More Inc. plan for diversity and
company growth in established markets
By
Jason Long, David Shreiner, Renee Brown, Jolanda Wilkerson, and Arturo Ferreiro
Saint Leo University
MBA-533-MBOL1
Sheri Bias
Introduction (Jason)
? Problem and potential solution
? New Human Resources Department Structure
? Roles and responsibilities
? Recruitment, Retention and Compensation
? Diversity
? Compensation and benefits
? Training and development
? Needs assessment
? Three year forecast
Plan Overview (Art)
? Business Strategy
? HR Organization Hierarchy
? Recruiting and Retention Plan
? Compensation Plan
? Training and Development Plan
? HR Forecast Plan
Problem Summary (Art)
? Company Growth
? Company Diversity
? Local Demographics
Business Strategy Report (Renee)
? Prospector Strategy
? Product Manufacturing & Industry Realities
? Competitor Analysis
Competitor Analysis
? Market Differentiation
? Porter’s Five Forces
Porter’s Five Forces Diagram
? Resource Strategy Support
Business Strategy Report (Art)
? Competitor Analysis
Business Strategy Report (David)
? Porter’s Five Forces
?
Rivalry
?
Buyer Power
?
Supplier Power
?
Barriers to Entry
?
Substitutes
HR Organization Design (Jason)
? Introduction
? Human Resources Organizational Chart
? Organizational Chart
? Roles and Responsibilities
HR Organization Chart (Jason)
Vice-president of
Human Resources
Asst. VP of HR /
Recruiting Director
Director of Employee
Relations
Director of Staffing /
Career Development
Director Compensation
& Benefits
Director of Organizational
Development
HR Administrator
HR Organization Roles and Responsibilities (Jason)
? Vice-president of Human Resources
? Asst. VP of HR / Recruiting Director
? Director of Staffing / Career Development
? Director of Employee Relations
? Director Compensation & Benefits
? Director of Organizational Development
? HR Administrator
Recruiting and Retention Plan (David)
? Introduction
? New Hires
? Projected New Hires
? Turnover Factors & Associated Costs
? Interviews
? Recruiting
? Forecast Recruiting and Retention Plan
? Retainment
? Assessment
Recruiting and Retention Plan (Art)
? Forecast Recruiting and Retention Plan
Compensation Plan (David)
? Company Compensation Overview
? Market Compensation Analysis
? Competitor Compensation
? Compensation Methods
? Employee Benefits
? Communication plan
Training and Development Plan (Jolanda)
? Introduction
? New Employee Deliverables
? Current Employee Deliverables
? Management Deliverables
? Training Needs Assessment
? Training Development
? Methodology
HR Forecast Plan (Jolanda)
? Introduction
? Labor Changes to Supply and Demand
? Further Recruitment
? Increases in Demand and Resulting Production Defects
? Diversity is Strength in Numbers
HR Forecast Plan, cont. (Renee)
? External Expansion: Upper Management Position
? Top Position Job Analysis
? Recruitment and Selection
? Compensation and Benefits
? Training and Development
? Internal Expansion: New Product Line and New Challenges
? Initial Investments and Costs
? Changes to Existing Processes
Conclusion
References
1
Running head: HUMAN RESOURCE IN MANAGEMENT – HR PROJECT
HUMAN RESOURCE IN MANAGEMENT – HR PROJECT
By
Jason Long, David Shreiner, Renee Brown, Jolanda Wilkerson, and
Arturo Ferreiro
Saint Leo University
MBA-533-MBOL1
Sheri Bias
February 24, 2019
Student Signature: Arturo Ferreiro et. al.
2
HUMAN RESOURCE IN MANAGEMENT – HR PROJECT
Abstract
Human Resources Management is designed to strategically facilitate many of the HR
functions. How a company strategically implements its’ decisions may be based off multiple
factors. These factors may include an organization’s structure, resources, capabilities, internal
and external environments, and its’ overall mission and goals. The purpose of this
comprehensive report is to discuss prospective ideas for the different HR functions at Motors and
More, Inc. The company is a business-to-business manufacturing firm that creates small motors
for industrial and home products. Motors and More, Inc. carries an aggressive strategy that seeks
out new markets and creates quality products through innovation and product development. This
report will consider structuring for the HR department, including the roles and responsibilities
for the different positions. Next, the report will develop a recruitment and retention plan that is
designed to attract and retain employees. To support the company’s recruitment and retention
plan, compensation and benefits will be explored through external market analysis, as well as
explore alternative methods for pay and benefits. Training and development programs are crucial
for employees to increase their overall effectiveness. Therefore, a needs assessment will be
conducted to identify the necessary training activities. Finally, the report will develop a threeyear HR forecast based on potential future events that will distinguish what decisions Motors and
More, Inc. will need to make for overall success. This report will serve as a living document and
may be amended accordingly for adaptation to dynamic environments. Any adjustments made to
this document will be at the discretion of management.
Page 2
3
HUMAN RESOURCE IN MANAGEMENT – HR PROJECT
Table of Contents
I.
6
II.
7
Prospector Strategy
6
Product Manufacturing & Industry Realities
7
Competitors’ Analysis
7
Market Differentiation
8
Porter’s Five Forces
9
Resource Strategy Support
III.
10
11
Introduction
10
Human Resources Organizational Chart Roles and Responsibilities
11
IV. 17
Introduction
16
New Hires
16
Projected New Hires
17
Turnover Factors & Associated Costs
18
Interviews
19
Recruiting
20
Retainment
22
Assessment
24
V.
26
Company Compensation Overview
25
Market Compensation Analysis
25
Competitor Compensation
27
Compensation Methods
28
Employee Benefits
30
Communication plan
34
VI. 36
Page 3
4
HUMAN RESOURCE IN MANAGEMENT – HR PROJECT
Introduction
35
New Employee Deliverables
35
Current Employee Deliverables
37
Management Deliverables
38
Training Needs Assessment
39
How training content will be developed
40
Methodology
41
VII. 43
Introduction
42
Labor Changes to Supply and Demand
42
Further Recruitment
43
Increases in Demand and Resulting Production Defects
44
Diversity is Strength in Numbers
45
External Expansion: A New Company, Same Successful Leadership
47
Recruitment for Upper Management Position
47
Top Position Job Analysis
47
Recruitment and Selection
47
Compensation and Benefits
49
Training and Development
49
Internal Expansion: New Product Line and New Challenges
50
Initial Investments and Costs
51
Changes to Existing Processes
52
VIII. 53
IX.
56
Appendix A: Competitor Analysis
55
Appendix B: Organizational Chart
56
Appendix C: Forecast Recruiting and Retention Plan
57
X.
59
XI.
65
Page 4
5
HUMAN RESOURCE IN MANAGEMENT – HR PROJECT
Page 5
6
HUMAN RESOURCE IN MANAGEMENT – HR PROJECT
Human Resource In Management – HR Project
I.
Executive Summary
Motors & More, Inc. is small, currently 116 employees, business to business sales
company located in a small community of 28,000 people. Motors & More, Inc. manufactures
small engines, accessories for home use and industrial products. Motors & More, Inc. follows a
prospector strategy, which is a very proactive approach focusing on innovation and “be first to
the market” (McCain, 2007). The company’s goal is to expand in size and enter new markets to
generate an increase in revenue. They are currently faced with the dilemma of recruiting an
efficient, capable and diverse workforce to meet the high demand of their products. The new VP
of Human Resource will design strategies to meet this demand facing a low unemployment rate
of 3.1% and staff currently composed of 88% Caucasian.
Motors & More, Inc. has remained competitive in the market dominated by larger global
companies and would look to attract new customers by differentiating themselves in the market.
They will explore new opportunities while continuing to solidify their already strong local
relationships. Motors & More, Inc. will develop a strong social media presence in several areas
of their company including marketing.
The new VP of Human Resource will reorganize the structure of the department. The
strategy of the structure will be to empower managers and create expertise in areas to maximize
functionality for employees to acquire necessary information. Additionally, the will work in
conjunction to align the overall business strategy to meet Motors & More, Inc.’s short and long
and term objectives.
Motors & More, Inc. realizes they must employ strategic recruiting and development
operations to remain competitive and grow their business. Furthermore, Motors & More, Inc.
Page 6
7
HUMAN RESOURCE IN MANAGEMENT – HR PROJECT
will adjust their benefits package as part of their recruiting strategy and retention. New
technology strategies will be implemented for recruiting as well as a development tool to ensure
the opportunity for employee growth and to remain competitive.
Motors & More, Inc. new VP of Human Resource and department will implement
structure and creativity as they align business strategy to meet the goals of diversity, retention,
development and overall growth as they enter new markets. The new Human Resource
department will set one, three and five year growth objectives in all areas in particular the
recruiting of new employees. The newly implemented strategies in recruiting, on boarding and
development will serve as the catalyst for a healthy sustainable culture as well as promote the
desired growth.
II.
Business Strategy Report
Prospector Strategy
Located in a small southern town with a population of 28,000 people, Motors & More
Inc. produces small motors and accessories for industrial and home products. The company sells
directly to other manufacturers who use the products in their final assemblies. Utilizing a very
proactive approach focusing on innovation and to “be first to the market”, Motors & More Inc.
employs the prospector strategy, as described by McCain (2007). The industry is highly
competitive and is rich with potential for profitably. We seek new opportunities to gain
competitive advantage and increase market share. We use innovation through research and
development to consistently improve our products and we are not committed to using a single
type of business model. Unlike the defender model, being creative to find new opportunities is
more important than efficiency, therefore prospectors must find opportunities in new markets
and new customers. Netflix is an example of a company employing the prospector strategy.
Page 7
8
HUMAN RESOURCE IN MANAGEMENT – HR PROJECT
They displayed creativity and found new markets in developing the streaming of videos directly
to people’s homes when their DVD rental business began to decline (Rodriguez, 2017). For
Motors & More Inc. to find success in expanding their business they must predict their
customers’ demands and move quickly into the market for the prospector business strategy to be
effective.
The organizational structure is organic through decentralization in command, decisionmaking, and communication, allowing autonomy and inspiring empowerment from our
employees. This exhibits a flat organization with several units and teams (Collins, 2012).
Organizing into teams and units has shown benefits to the company’s growth; “When you
separate the pieces, you can grow faster than if you keep them together, and that growth far
outstrips the duplicate costs,” according to James Farrell (Conlin,1999). Motors & More Inc.
would benefit from separation of their company units to assist management in developing and
exploring new products and opportunities in the market. Regularly scheduled meetings with
each team leader would strengthen organizational communication and effectively augment
Motors & More Inc.’s growth and development.
Product Manufacturing & Industry Realities
Electric motors are utilized in a wide assortment of consumer and industrial items and in
pretty much every industry. They are cleaner and more affordable to maintain and keep running
than fuel-dependent motors. These motors can perform at high speeds creating mechanical power
using gear boxes. Small motors or scaled down motors are ordinarily utilized in small centrifuge
devices, mobility devices, baseball pitching machines, any number of pumps, door openers, and
many other types of machines.
Competitors’ Analysis
Page 8
9
HUMAN RESOURCE IN MANAGEMENT – HR PROJECT
Compared to their competitors such as Toshiba or General Electric, Motors & More Inc.
is a relatively small operation (see Appendix A). Having limited buying power compared to
these larger companies, Motors & More Inc. still continues to show growth based on the
relationships they nurture in the small local community. They are a locally trusted company
which has been their best strategy thus far. However, Motors & More Inc. must develop a
strategy to attract new customers and expand its territory. Implementing and developing the use
of technology through a variety of mediums including social media marketing and incorporating
an online sales department will prove substantially beneficial. These two strategies could
effectively offer new opportunities to compete in larger markets and to grow the business into a
national brand. Without a research and development department, Motors & More Inc. will
hinder abilities to explore emerging opportunities within the industry; opportunities such as
expanding to include electric motors and other types. There are two types of motors: brushed
and brushless. Brushed are simple, easily maintained, and low cost. Brushless are higher in
quality, have controlled and intelligent motors, are more expensive to maintain, and provide
higher efficiency and longevity of motion. This may give companies competitive advantages
when making differentiated products specifically made for final assembly by other companies
into their products.
Market Differentiation
Motors & More Inc. must set themselves apart to survive in the market, predominantly
expanding differences in vitality, dependability, and life span of the products. To further
differentiation in the market, Motors and More, Inc will need to design products that are superior
in quality, with higher energy conservation, better reliability, and remarkable longevity.
Building relationships in a small town has been the successful strategy to build upon. Offering
Page 9
10
HUMAN RESOURCE IN MANAGEMENT – HR PROJECT
home service repairs as well as delivery of products is an advantage over their larger corporate
competitors. Furthermore, Motors & More Inc. could seize the opportunity to exhibit corporate
social responsibility through investments made within their local community. Sponsoring local
youth athletic teams, initiatives with the local schools, or sponsoring community wide events are
a few corporate social responsibility opportunities to show the socially responsible side of
Motors & More Inc.
Porter’s Five Forces
Supplier power and buyer power are equal in impact on the industry. Consumers
exercise their collective power to make choices while suppliers exercise their collective power to
manage prices. Our organization must increase output by 96 percent, requiring the purchase of
more materials for production. This will give us bargaining power over our suppliers. Having
many different suppliers mean switching costs are relatively low. The Industry is highly
competitive. Thus, rivalry and potential for profits are high. Companies share the same
aggressive strategies that we implement. Given that the market is relatively small, this creates
high competition between our company and our rivals. Exit barriers are also high, preventing
companies from leaving the market. This indicates that competitors are less likely to leave
leading to mergers and acquisitions of others. Finally, the threat of substitution as an alternative
to the original is an ever-present threat. Substitutions can be of less overall quality, shorter
warranty periods, and lower prices and yet still satisfy the needs of the customer. To address
substitutions in the market, Motors and More Inc. must continue innovating, developing better
products, and finding new avenues to generate revenue in the competitive market. Small motors
are not extremely complicated and are not difficult to imitate. However, new entrants that enter
the market may need a fair amount of working capital for start-ups. Further, other companies
Page 10
11
HUMAN RESOURCE IN MANAGEMENT – HR PROJECT
may have the potential to form joint ventures to give advantages over rivals. They will have to
address buyer power and supplier power through the quality of their products and services.
These forces are, however, completely out of their control. H.R.
Resource Strategy Support
To align our human resources strategy to the company’s overall strategy, we will need to
take aggressive marketing tactics to recruit and retain highly-skilled individuals. To support a
prospector strategy, the newly developed human resource department may initiate the use social
media not only in forms of recruitment and customer feedback, but also to meet the needs of
employment quotas as well as the specific needs of the customer. Social media could prove
itself an important recruiting tool given the 3.1% unemployment rate in Motors & More’s small
headquarters town. There is a technical school and a community college within a 50-mile radius
of the organization. Recruiting these individuals will need to become a top priority to increase
intellectual capital. Motors & More Inc. also suffers from relatively high turnover rate. This
could indicate the need for an improved on-boarding process, changes to organizational culture,
better development and career tracking for employees, competitive wages and salaries, as well as
a relatively substantial employee benefits package. Further, with the plans of consistent change
and innovation in our organization, increasing diversity in the workforce may potentially provide
creativity for new product ideas. Diversity can also allow the company to open doors to different
markets. There is a large population of minorities in the area which gives the organization the
potential to recruit these individuals. To achieve these goals, the HR department must be well
organized to develop efficiency in human resource management.
III.
HR Organization Design
Introduction
Page 11
12
HUMAN RESOURCE IN MANAGEMENT – HR PROJECT
Human resources can be perceived as an investment by organizations and their return can
be determined by the amount of income that is generated (Stritesky & Quigley, 2014). Therefore,
there is a direct relationship between HR and the company’s shareholders. The human resources
department is the hidden behemoth overseeing one of the most valuable aspects of any business:
human capital. Relegated to the bowels of the organization beyond the dimly lit halls no one
dares to venture into, you will find probably the most essential department in all organizations
that employs human capital for production, retail, labor, or administrative services personnel.
The human resources department establishes and confirms the main elements of employees’
safety, wellbeing, hiring, termination, career development as well as compensation and benefits
of any organization. The Human resource department has various roles and responsibilities
assigned to specific people with specific titles within the company. This department has various
activit…
Purchase answer to see full
attachment