Hiring Plan and Compensation Package Proposal

GRAND CANYON UNIVERSITY SCENARIO GENERATORModule 4 Scenario: Hiring Plan and Compensation Package ProposalType: Government ServicesSize: Large CorporationSector: VA Medical FacilityFunding: BondsStakeholders:GovernmentDecision makers:ManagersFormal organization:Non-profit public administrationHuman Resources Department:TransactionalStage in Organizational Lifecycle:MaturityTHESE ARE THE GIVEN CONSTRAINTS:ORGANIZATIONAL BACKGROUND:Founded in: 1921Dedicated to: This public institution is committed to be responsive tothe needs of the community and public, which it serves.Culture In order to promote respect, privacy, and a collegial workenvironment, we encourage all employees to discuss topics of interestor address their concerns via proper management channels. Theappropriate communication protocol can be found in the public sectionof the HR web site.Structure: structureMission statement: To preserve and improve the physical, social, andeconomic health of our neighborhoods, support neighborhood selfreliance and enhance the quality of life for the residents throughcommunity-based problem solving, neighborhood-oriented services, andpublic/private cooperation.Vision statement: We thrive to become a community that has aharmonious balance of the interests of our citizens, businesses, andvisitors achieved through managed growth, fiscal responsibility, opencommunication, and stewardship of our natural beauty and environment.page 1 / 4INTEGRITY: By dealing honestly with our clients, staff, vendors andcommunity.RESPONSIBILITY: By considering the environment in which we dobusiness, community views and the common good.PROFITABILITY: By being aware that an appropriate level of profit isnecessary to maintain our business and allow our values to continue tobe observed.Values statement: In conducting our business, we will realize ourvision by performing our affairs so that our actions provideconfirmation of the high value we place on:Present goals: To reduce delivery and distribution time of productsand services. To reduce the number and frequency of customercomplaints, and to improve the response time of customers inquiries.Past goals: To reduce employee turnover by 20 percent by introducing anew employee assistance program. To improve productivity byimplementing a company-wide training program. To actively recruitskilled workers into the organization.Brief SWOT analysis:Strengths:Experienced managementLoyal customersKnown for product qualityWeaknesses:Experienced management approaching retirementToo much internal bureaucracyOpportunities:Partner with larger companies to expand servicesBuy out some competitorsNew initiatives to streamline decision makingTechnological advancesThreats:Changing demographicsVulnerability to recession and business cyclesUnproven relationship between government and private sectorChanging needs and preferences of stakeholdersExpected increases in tenured employees compensationFEEDBACK:Customer feedback:Negative comments:24Positive comments:94Issue resolution:0Reachability:8Cancellation:2page 2 / 4Friendliness:8Product knowledge:9Overall:4.6Employee feedback:Negative comments:26Positive comments:0Negative comments:26Positive comments:0Issue resolution:0Reachability:7Cancellation:4Friendliness:2Product knowledge:0Overall:2.2RESEARCH USING LibGuides:Generic http://libguides.gcu.eduSpecific http://libguides.gcu.eduREFLECT ON:Question 1: Do organizational goals support the mission, vision, andvalues statements?Question 2: Does the organizational structure support the strategicplan for the organization, communication, decision making, customerservice, employee engagement and satisfaction, and cross departmentinteraction?Question 3: Are there apparent gaps in skills, talent, or diversityin the leadership team or staff?Question 4: From a review of the information provided, what areasare in need of further development?DELIVERABLES:In this assignment you will consider strategic issues in staffing,succession, compensation, and diversity management. Assume the role ofa manager within your chosen organization and create a report to themanagement team, which addresses the most critical aspects of hiringand succession in the organization. Address all the topics outlinedbelow.Describe the main components of the hiring/succession plan (manager’srole) addressing:– Candidates evaluation– Training– Key positions– Access to records– Interest assessmentDescribe the main components of the recruitment plan (HR role)including the following sections:– Needs assessment– General and specific recruitment– Goals, strategy, and action steps– Methods of recruitmentpage 3 / 4– Budget (summary of main items)– Recruitement resources– New employee orientation and trainingDescribe the main components of the compensation plan: salary studyand incentive plan (compensation committee role), addressing– The compensation philosophy– Pay policy regarding hiring, promotion, and merit– Pay range alignment with external market analysis– Communication of pay policies to employees– ConsistencyDescribe the main components of the diversity management policy,addressing:– Recognition and respect for the individual differences– Maintaining a positive workplace environmentNOTE: Refer to additional resources posted as well as to the Libguidefor examples.page 4 / 4Powered by TCPDF (www.tcpdf.org)