Its cost was $12,000, it has a ten-year life, and straight-line depreciation will be taken. SOLUTION: 1. Factory Overhead Cost Budget Percent of normal capacity 80% 90% 110% Number of units 4,000 4,500 5,500 Number of standard direct labor hours 16,000 18,000 22,000 Budgeted factory overhead: Fixed cost: Depreciation on building and machinery $ 1,200 $ 1,200 $ 1,200 Taxes on building and machinery 500 500 500 Insurance on building and machinery 500 500 500 Superintendent’s salary 1,500 1,500 1,500
(Reid & Sanders, 2010) Answer 1: Develop a staffing plan for RWBFC in accordance with the constraints stated in the case. A staffing plan was developed using the constraints specified in the Answer 2: Discuss the method used in developing the staffing plan. Tibrewala, Phillippe, and Brown technique of 1972 was used in developing the staffing plan for RWBFC. The objective of this technique was to enable a company to operate seven days a week and give each of its full-time employees two consecutive days off. However RWBFC manufacturing manager has requested that her employees work 10 hour days, 4 days a week with three consecutive days off.
The second (leading HR) provides active, insight –led leadership: owning, shaping and driving themselves, others and activity within the organisation. This ensures that the HR strategy the organisation has is happening and working, it ensures stakeholders are aligned at every function and it helps us evaluate continuously. The 8 remaining professional areas are: Organisation design – Ensures the organisation is designed to deliver the organisations objectives both short and long term and any structural change is effectively managed Organisation
Select the correct answer. 80% | | | 20% | | | 29% | | | 71% | | 7. A firm operated at 80% of capacity for the past year, during which fixed costs were $199,990, variable costs were 69% of sales, and sales were $1,094,670. Find the operating profit. Select the correct answer.
It is very important for the work to be planned out in advance to ensure success. Planning equates to creating expectations for performances and goals for the teams and the individuals to make sure they achieve their organizational objectives. It is also very important to get the employees involved in this planning process because will help them to understand the goals of the company. It also helps the employees understand what is expected of them to get doe for the company, also they will see and learn why it needs to be done and how well. Monitoring performances of employees needs to be done on a constant and continuous basis.
Hanna Andersson realized that competition around her was evolving and she needed a change in order to keep her company growing and needed a solid structure plan for future growth. Her new change was necessary and needed help in a good direction to continue growth. She promoted from within the company and in 1995 promoted Phil Iosca who took the strategic lead as CEO. The company has shown its deep values in its employees and values their input for improvement. Iosca’s leadership broadened the company by opening several retail stores throughout the country and established through technology of the internet into the online commerce.
Along with all of the above the Human Recourses must be aware of everyone’s task and be able to jump in if they need to. They need to run audits to make sure all task are being done properly and insure everything is be done legally. Human Resources must always have a plan of action to insure everything is properly done and legally done. It is very important to both the licensed staff and the patients that the human resource department follows through with every concern immediately.
The global concepts of communication and empowerment are the centerpieces of the new organizational structure. The analysis also examines individual and unit performance expectations that must be maintained or improved during the process. The key to effective leadership is communication skills. The success or failure of the acquisition pivots around management effectively communicating directives and initiatives that will form the foundation of the new organization. A Leadership Plan for the Merger/Acquisition The success or failure of a merger or acquisition depends on the skill and integrity of the organizations’ leaders.
They need to identify and understand the developmental needs of the employees. They must also ensure that all key employees understand their career paths and the roles they are being developed to fill. Companies devise elaborate methods to characterize their succession and development practices. The first step is to identify key roles for succession or replacement planning . Then the organisation must define the competencies and motivational profile required to undertake those roles.
According to the IHRSA (International Health, Racquet and Sportsclub Association) the number of health club members has increased by 17.2 million in an 8 year period from 2005 to 2013. As a result, personal trainers have seen an increase in the number of individuals with demanding schedules looking to fit fitness into their busy lifestyle. The consistent increase in market demand and the vast changes in the consumption of information in the digital age have caused a paradigm shift in the fitness industry. Personal trainers now need to learn to adapt their service experience to meet the demand of consumers’ ever-changing on-the-go lifestyles. The Internet provides accessibility for people to consume more information at a higher pace, and has changed the way most people spend their time and money.