* Plan, organize, lead, and control the resources of accounting and finance department to meet the company goal of growing the business by 100%. | Department Manager | Goals | * Retain existing department employees. * Hire two additional HR generalists. * Assist department managers in the hiring of new employees. * Support the departments in improving Strength of Workplace scores.
In order for Costco to improve on their financial performance, the company needs to handle their cost associated with their operations. Costco has had gradually increasing sales from 1999 to 2008. The sales growth shows an average growth of 11.43% for Costco compared to the industry average of 10.48%. This
Due to the unstable economy and rapid competition from other businesses has the company facing a rough time. Covington was losing hundreds of smaller plants that they once served. With that happening, the company would have to find other ways to grow. Larisa is getting offered advice from some high level employees and hoping they can solve the problem. The issue of the case: The issues of this case has to deal with the company not being able to employ many people.
But this irreprehensible customer service does not come easily. It requires very dedicated employees that go above and beyond to ‘wow’ the customers. Ironically, the same elements that enabled Nordstrom’s success are responsible for its current misfortune. The controversial Sales Per Hour System (SPH), the decentralized management structure, and the not very clear distinction between working hours and non-working hours, have had very damaging consequences for Nordstrom. This firm’s significant earnings growth came to an end in the late 80’s when employee complaints, union allegations, law suits and regulatory orders began to arise.
Though they turned the corner with meaningful net income and EBITDA in 2010 its obvious during 2011 first quarter results that they are pouring significant dollar into sales, marketing expenses, and product development. Product development annualized in Q1 is almost 100 compared to 65 million in 2010, similarly sales and marketing are on a track to almost double from 2010 of 59 million to the first quarter annualized to 117 million. One of the concerns will be if these significant costs will drive revenues enough to deliver profits and EBIDTA. Net income for March 31, 2011 was only 2 million or annualized amount of 8.3 million compared to 15.4 million for the year-end in 2010. Registered member have increased 64% from 2009 to 2010 adding 35 million members.
Three replacements have been suggested to the Nominations Committee. The nominees are: • S, who is on the main board of C Pensions, an investment institution which owns 5% of P’s equity. S has worked for C Pensions for 20 years and has always worked in the management of the company’s investments, initially as an analyst and more recently as director in charge of investments. Before working for C Pensions, S was an investment analyst with an insurance company for 15 years. • T, who is a CIMA member, is about to retire from full-time work.
They motivate their staff members and communicate the high level messages received during leadership meetings. The functional structure allows each leader to concentrate their efforts in their specific areas of expertise. They report departmental performance and other information to top level management, helping create efficient, cost effective units. In a functional organization, processes are focused, goals are more clearly established, and bottom lines are met. Finance The Aetna Finance Department is set up with a hierarchy consisting of a Vice President, Director, managers, and employees.
3) What specific functions should an HR unit carry out? What HR functions would then be carried out by supervisors and other line managers? HR unit: -Placing the right person in the right job: Planning labor needs, recruiting, interviewing and hiring of new staff. -Orientating and training employees -Appraising performance - Serve as a link between an organization’s management and its employees -Providing incentives and benefits to the employees. Supervisors and other line managers: -Regular assignments (such as see costumers and make loans) -Appraising performance -Motivating employees -Departmental and personal communications Continuing case Carter Cleaning Company 1) Jennifer asks that you make a list of five specific HR problems you think Carter Cleaning will have
After carefully looking at all angles of the company, it was clear that the problem was in the Talent Management process. It had to be revised so that it would agree with the company’s business objectives and policies. Talent management is defined as “a subset of human resource (HR) processes, programs, and tools designed to identify, assess, develop, and retain talent. The first two steps in achieving success for the company was to revamp their performance development system (PDS) throughout the company. This included all staff members, along with creating a new talent review process for the upper-management positions in the company as well.
Case Analysis – Strategic HRM – Infosys Group - Unit 2 Introduction Strategic human resource management is the effective management of people. Management need to think ahead, and plan ways to better meet the needs of its employees, and for the employees to better meet the needs of the company. This can affect the way things are done at a company to improve hiring practices and employee training to evaluate techniques. When companies who work hard to meet the needs of their employees can encourage a work atmosphere that is productivity. Management must plan for the needs of employees to increase the chance of keeping skilled employees working for a company.