Perfect Position Derek Rittenhouse LDR/531 Professor Lynette Grizelle May 21st, 2012 Perfect Position Organizations go through periods of expansion and restructure to increase profitability explore new markets. It is crucial that the proper leadership is established to ensure that these transitions are as smooth as possible. Leaders who possess strong qualities are needed to help the organization to create new processes and guide the staff through them. Best Suited Position The best suited position for me in the company is as an operations manager. An operations manager is a person who runs the operations of a business daily.
An ERP management information system integrates all the common areas like purchasing, inventory, sales, human resources, and marketing. Project Stakeholders The success of a project and the positive effects it has on a company is solely dependent on stakeholder management. Stakeholder Management is an important discipline that successful people use to win support from others. It helps them ensure that their projects succeed where others fail. Managers are required to work a minimum of 10 hours on the new platform as well as a host of new compliance policies.
If the company engages an operational product planning tactic interconnected with a vast quality progression that focuses on market needs and customer needs, the company will succeed with new products in the current market. A further quality procedure for BJB Manufacturing Company would be to make sure successful product proposals are generated through consultations through corporate management, and manufacturing groups. This is done because groups will have important product information that can help other group’s complete individual sections of the business plan. It is vital that each section of BJB Manufacturing Company comprehend the company intentions and product course so that the company can design product plans, merge quality procedures, and adhere to planned practices.
Service Request SR-rm-022, Part 1 R.J. Zanes BSA/375 7/8/2013 Shoumen Bardhan Service Request SR-rm-022, Part 1 Riordian Manufacturing’s Chief Operations Officer (COO) Hugh McCauley is interested in taking advantage of a more sophisticated, state-of-the art, information systems technology in the organization’s Human Resources department covering all plant locations. This document will define the business requirements, highlight a system design, and show a detailed layout of the project implementation plan; therefore, covering the analysis, design, and implementation of the HR system requested. The expected completion date for this project is six weeks from the date of the request. To determine the system requirements our organization needs to gather the wants and needs of key stakeholders within the organization. The key stakeholders that our organization will gather information from include the organization’s Chief Executive Officer (CEO) Dr. Michael Riordian, the organization’s COO Hugh McCauley, the organization’s Director of Human Resources Yvonne McMillan, and the entire HR staff.
Scott and Munsterberg were interested in the science of employee selection and psychological testing. There were others involved as well. Frederick Winslow Taylor looked at managing production workers and developed what is known as scientific management. As a means of developing a more efficient way to perform, Frank and Lillian Gilbreth made their contribution to I/O psychology by the use of designing practical technology for individuals (Spector, 2012). World War I & II used the psychology of I/O by utilizing the skills of psychologists to place soldiers properly in a position that was best suited for the military.
Change Management and Communication Plan - Section III Tomika Coleman MGT/311 - Organizational Development - BSCS178DS2 April 29, 2013 Stewart Binder Change Management and Communication Plan - Section III Communication Change Riordan Manufacturing has implemented a change within the communication process. The change has allowed our employees to use Organizational Communication. The company currently does not have a formal system in place that manages the customer information. Communication channels have a huge impact on the company’s day to day success level. Each employee should know and understand what is going on within the organization at all times.
We have learned in the past that when you increase responsibilities by challenging people with new projects will improve their engagement in the workplace. After assessing the three employees valuations, we were able to facilitate a new way of imbedding our company’s overall expectations and objectives. We learned all three employees possessed different characteristics, behaviors, and needs. Understanding their needs is critical part of keeping them. (Stahl, J.
Prior to the expansion, Clapton Commercial Construction’s current performance and sales levels, procedures, and practices that were already in places within the organizations staff and to develop the updated and holistic training plan to address the organizational gap. The training can cultivate the employee’s obtainable abilities with the organization and advance on current proficiency and knowledge. In keeping alignment within the organization’s objectives, training can be viewed as a continuing progression towards the goals and objectives. “Enhancing the capabilities of the team can even support retention, as staff feel empowered and invested in, and better equipped to deal with their daily activities” (Pollitt, 2010 para. 16).
During the course of this class I was going through a transition from one job to another. I dealt with the HR representative when I was transitioning to my new job. I was not aware of the task they had until I was in this class. “HR and line management have one common goal, which is to bring capable human assets into the organization who can perform the duties and responsibilities that will keep the organization functional and competitive in the market. HR management and line management must work together at all times to ensure that all their common deliverables are successfully met.
Job design is met to organize each task of what each employee is supposed to do; this way everyone is working towards the larger goal for an organization (Gomez-Mejia, Balkin, & Cardy, 2010). The reason why it is so important to have job design is because of three important influences; work-flow analysis, business strategy, and organizational structure. With these three, human resources management can than gather the information to perform a job analysis. This determines whether or not everyone in the organization is doing their part to reach the organizational goal. This will also determine if additional staff is needed or if they may have too many staff.