Human Resources Plan 20-30 pages
Rachelmay22
MBA640Collaboration2MajorProjectSpring2021.pptxMBA 640 Live Collaboration
Nov. 17th; 8 p.m.
MBA 640 Managing People
Live Collaborate
Major Project 1
Minor Project 2
Minor Project 2: Write a 2250-word essay that you would use in presenting a seminar on one of the following Biblically-based topics/ principles to a group of Christians involved in business:
Compensation principles (salary and wages)
Training and Development
Recruiting and selection of effective employees
Succession Planning
Conflict resolution
You will have five sections – introduction of one of the topics above, three concepts which fall under the topic, and a conclusion.
Expository Essay: requires the student to investigate an idea, evaluate evidence, expound on the idea, and set forth an argument concerning that idea in a clear and concise manner
Due April 11th
Major Project 1: Human Resource Plan
Can be for:
A business you want to start or currently own
A business you work for
Consulting with a business/non-profit
Follow format given but you can add things which may be important to your organization. Make sure you address required items.
Major Project 1: HR Plan
Remember:
If you use the same company in your final business plan, you can insert this as your HR plan
The following examples are provided to assist you
Do not use parts of this example in your paper; develop the appropriate language for your “company”
Plan should average around 12 pages single-spaced or 24 double-spaced; possibly with appendixes (if needed)
Must have a table of contents
List references at end of plan
Due April 25th
Section 1: Founding Members or Key Leaders
If you are using this business in MBA679 – start this section by
1. For start-up – Write an executive summary for the founding members. You need to sell an investor of the capabilities of these people to get this business started
OR
2. Established business – provide bios for key personnel. Investors need to have faith in their ability to grow the business. This information can be used in Management Section of your Business Plan in MBA679
Description of Business – Section 2
Where, when and why the business started
History
What they do today
Special accomplishments
The start of “X Company” Technologies dates back to 1900 when “X Company”. “X Company” began manufacturing xxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxx
“X Company” is a world leader in providing good stuff to xxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxx
“X Company” gives back to the community and has been recognized by award of….xxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxx
“X Company” xxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxx the assembly facility of 5,000 square feet. For more than 50 years, it has grown as a global leader in xxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxx. Today, the corporate headquarters is in xxxxx,
Section 3: Vision, Mission, and Values/Ethics
Statement of Values:
Vision Statement – What does the ideal future look like? Existing one or write one
Harley Davidson—"To fulfill dreams through the experiences of motorcycling."
Mission Statement – What does your company do? Existing one or write one
Smithsonian: The increase and diffusion of knowledge.
Corporate values or guiding principles – Existing ones or write them
Town of Bloomington:
Open and fair governance.
Fiscally sound use of public funds.
Environmental safeguarding through responsible stewardship of our natural resources.
Professionalism and expertise gained through employee enrichment and development.
Sections 4 – 5 Location and Products
4. Location
All “X Companies” are located in……………...[Describe the location of all of business locations]
Business Location for Human Resource Plan
“X Company” operates business in……….
5. Product/Service
a. Products
“X Company" offers a comprehensive lineup of ……………
b. Comprehensive Services
“X Company“ offers the most…………………..
| Type | Functions | Knowledge | Skills | Abilities |
| CEO | Responsible for successful leadership and management of organization according to Strategic Plan and reports to Board of Directors | Postgraduate work in Healthcare Mgmt. Principles, methods, and protocols of planning, developing, implementing and coordinating large complicated functions of community health programs | Business judgement, leadership, process improvement, excellent writing and communication skills | Plan, organize, direct and monitor diversified, multidisciplinary programs |
| Medical Director | Plan, develop, organize, and direct programs. Lead and evaluate subordinates. | Public administration, service evaluation methods | Leadership, administrative, excellent writing and communication skills decision making | Analyze departmental practices and procedures and policies. Work well with patients. |
| Assistant Director | Provide administrative, program and/or budgetary support. Lead and evaluate subordinates. | Policies, procedures, and guidelines | Leadership, analytical, writing, excellent writing and communication skills and problem solving | Make recommendations for operational improvements; implement and follow through |
| Chief Financial Officer | Plan, prepare, organize, and direct the budget and fiscal services for the Division. Lead and evaluate subordinates. | CPA, fiscal reporting, and budgetary principles | Leadership, fiscal data analyzing, and critical thinking | Prepare accurate, effective and timely reports, contracts, materials for the Board of Supervisors |
Section 6 – Position and Skill set (please use only four positions)
The DOL’s
O*Net now provides
KSA’s for most common jobs – make sure to note they are from O*Net and include it in references
Biomedical Engineer
Section 7 – Job Descriptions (Please use only four positions)
For each key position, write the position description
O*Net has common language job descriptions that you can use.
Example from O*Net for Informatics Nurse:
Design, develop, select, test, implement, and evaluate new or modified informatics solutions, data structures, and decision-support mechanisms to support patients, health care professionals, and their information management and human-computer and human-technology interactions within health care contexts.
Analyze and interpret patient, nursing, or information systems data to improve nursing services.
Apply knowledge of computer science, information science, nursing, and informatics theory to nursing practice, education, administration, or research, in collaboration with other health informatics specialists.
Translate nursing practice information between nurses and systems engineers, analysts, or designers using object-oriented models or other techniques.
Develop strategies, policies or procedures for introducing, evaluating or modifying information technology applied to nursing practice, administration, education, or research. Chemical Engineer: Design chemical plant equipment and devise processes for manufacturing chemicals and products, such as gasoline, synthetic rubber, plastics, detergents, cement, paper, and pulp, by applying principles and technology of chemistry, physics, and engineering (O*Net, 2019)
Job Description (Con.)
Nurse Practitioner
Analyze and interpret patients' histories, symptoms, physical findings, or diagnostic information to develop appropriate diagnoses.
Diagnose or treat acute health care problems such as illnesses, infections, or injuries.
Recommend diagnostic or therapeutic interventions with attention to safety, cost, invasiveness, simplicity, acceptability, adherence, and efficacy.
Prescribe medications based on efficacy, safety, and cost as legally authorized.
Educate patients about self-management of acute or chronic illnesses, tailoring instructions to patients' individual circumstances.
From O*Net Website
Section 8 - Compensation Principles
“X Company” maintains salaries that are consistent with industry standards for pay and benefits. Our goal is pay no less than 85% of the location average. We believe that employees are entitled to:
Pay differentials for jobs which are different in skill level, danger, education, etc.;
Equal pay for equal work
Exempt versus non-exempt
Benefits policies
Who would be eligible and when
Salary reviews will be conducted every XX months by Ms. I. M. Boss….
Section 9 - Compensation and Benefits
List compensation and benefits for each type of employee – Example:
Employees of “X Company” are eligible for many benefits, including health and retirement savings plans, whether in a salaried (exempt) or hourly (non-exempt) positions. Health insurance includes medical, dental, and vision coverage with both a PPO and Health Savings Account option. The retirement benefits include a tax-sheltered 403(b) plan, where “X Company” will match 3% of employee contributions into the account. ALL EMPLOYER PAID BENEFITS MUST BE PART OF THE ANNUAL PAYROLL BUDGET.
The compensation associated with each position is listed below. All positions are salaried, with the exception of xxxxxx positions. Salaried and hourly employees are eligible for 12 sick days per year. Salaried positions start with 3 weeks of vacation per calendar year, while hourly positions start with 2 weeks of vacation per calendar year. Additional leave includes:
Holidays (8 days)
Jury Duty Leave
Military Leave
Personal Leave
Health and Dental Insurance (Waiting period: First of the month, following 90 days from hired date)
Life Insurance (Waiting period: First of the month, following 90 days from hired date)
Salaries:
Senior Executive: $150,000 (salaried)
Vice President of XXXX: $100,000 (salaried)
[List additional key positions and salaries]
Section 10 – Principles and Practices
Each of the topics below should have, as a minimum, a paragraph to support it.
“X Company” utilizes a comprehensive strategy to find, select, hire, orient, train, develop, motivate, and retain qualified employees:
Find: “X Company” hosts quarterly hiring fairs, in addition to posting all job positions on the Human Resources webpage for the xxxxx…
Select: “X Company” requires all HR staff and Hiring Supervisors to complete the Basic Supervisory Training program in order to interview prospective staff members to ensure that new hires possess the relevant skills and qualifications in order to perform the job duties successfully…
Hire: In order to complete the hiring process, “X Company” requires all employees to undergo a background check prior to accepting a job offer, as well as…
Orient: “X Company” requires all employees to undergo a 2-week orientation before beginning their specific job duties to xxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxx. Employees will be provided with access to…
Section 10 – Principles and Practices (con.)
Train: “X Company” requires all employees to undergo a 1-week training period to cover pertinent operating systems, which include …..All employees will attend a for hour anti-discrimination/sexual harassment training during their first month of employment…etc.
Develop: “X Company” offers “just in time” training, leadership workshops, reimbursable tuition, etc. in order to keep our team growing….
Motivate: “X Company” offers incentives for employees that continually meet and exceed Key Performance Indicators (KPIs), such as xxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxx
Retain: “X Company” provides a reporting structure xxxxxxxxxxxxxxxxxxxxxxxxxxxxxxx
NOTE: Your sections should be considerably longer than these short examples.
Section 11- Privacy Rules (Example)
“X Company’ requires that all employees respect the confidence placed in them by fellow employees and by the Company’s clients. The release of the Company and/or customer information, either deliberately or carelessly, could be harmful to the Company and our clients.
“Confidential Information” is any information, process, or idea that is not generally known in the industry. Examples of confidential information include, but are not limited to, the following:
Computer program…
Computer lists…
Product design….
Financial information….
Information regarding current or former employees; including salary or benefit information….
Contents of personnel records...
Information contained in policy, procedure, and training manuals…
Customer files or lists of clients….
The employee understands that the above list is intended to be illustrative rather than comprehensive, and that other confidential information covered by this agreement may currently exist or arise in the future. In the event that an employee is not sure whether certain information is considered confidential within the scope of this agreement, the employee will treat that information as confidential unless informed in writing by “X Company” to the contrary.
Therefore, any Company or customer information not in the public domain that is obtained by an employee is considered confidential. All current and former employees are bound by this confidentiality policy. Anyone who violates this policy may be subject to disciplinary action up to and including termination of employment.
Section 12 – Safety rules for industry (Example)
“X COMPANY” strives to provide safe and healthful working conditions for all employees. No one will knowingly be required to work in an unsafe manner. Safety is every employee's responsibility, and everyone is expected to do everything reasonable and necessary to ensure safety.
“X COMPANY” expects all employees to properly use the personal protection equipment we provide. Safety equipment may include safety glasses and hardhats. Employees must attend PPE Safety training. For everyone’s protection, failure to use appropriate safety gear and/or follow our safety procedures may result in disciplinary action up to and including termination.
Please note that our “X Company” Standard Practice General Policy for Safety is as follows:
“X Company” will comply with appropriate safety, environmental, and security laws and regulations such as those established by: Make sure you use their websites and write relevant information – see next slide
• The Occupational Safety and Health Administration (OSHA)
• The Environmental Protection Agency (EPA)
• The Department of Transportation (DOT)
• All other applicable Federal, State, and Local Safety and Health Regulations.
DO NOT: Just say “we will comply with OSHA requirements” What are the OSHA requirements?
Don’t forget PPE for
COVID
EXAMPLE: PPE Used with Various Roofing Tools and Equipment (from OSHA)
Nail guns: Wear hearing protection and eye protection. Also use safety devices that prevent the nail gun from discharging unless it is in contact with the work surface. Avoid carrying the nail gun against the body, or with a finger on the trigger, or while connected to the air compressor.
• Generator/air compressor: Wear hearing protection and eye protection while working near the equipment.
• Compressed air: Wear hearing protection and eye protection. Also use a whip check or wire connections to prevent separation. Confirm that the pressure is adjusted appropriately for the tool.
• Shingle stripper (manual): Wear proper footwear and eye protection.
• Power saw: Wear hearing protection, eye protection, and work gloves. Ensure that blades are sharp and that guards are in place and functioning correctly.
• Working near mobile equipment or traffic: Wear high-visibility clothing (e.g., vest).
• Unprotected work at heights 6 feet or greater: Use fall arrest or fall restraint equipment.
• Hazardous substance present: Wear an appropriate respirator1 if permissible dust, mist, or fume levels are exceeded.
Section 13 – Discrimination & Disparate Treatment Policy
Determine and include Federal and State requirements including EEO, Sexual Harassment, Discrimination, etc.
“X Company” is committed to providing a work environment that is free of unlawful discrimination and harassment. To fulfill this commitment, “X Company” maintains an environment in which all employees can pursue their work free from coercion, intimidation, and exploitation, whether by the same sex or the opposite sex.
“Any behavior that creates a hostile or offensive working environment is a form of illegal harassment. It occurs when an individual engages in behavior that is substantial and pervasive and offensive toward another individual and such behavior is based on race, gender, religion, etc.“
Address bullying in this section
Clearly state procedures for Employees to take if they feel that they have experienced or witnessed an incident of sexual or other unlawful harassment within this section such as open-door, formal grievance, hotlines, etc.
Section 14 – Performance Review
Review of employee performance is an on-going process intended to keep employees informed of their performance and establish performance/development goals for the upcoming year.
Example of a Policy:
1. All employees will be evaluated annually, or more often if required,...
2. “X Company” utilizes an electronic evaluation tool for annual appraisals. Managers/supervisors will complete the electronic appraisal for each employee under his/her supervision. The manager/supervisor will meet with each employee to discuss the appraisal, after receiving release from Human Resources to do so.
3. Performance is evaluated on customer value, continuous process improvement, and job description duties using the scale below:
Outstanding
Commendable
Satisfactory
Needs Improvement
Unsatisfactory
4. Supervisors will personally brief employees on the results of their performance appraisals within two working days of evaluation….etc.
5. Upon completion, performance appraisals will be reviewed by Human Resources and by the Executive Team to ensure consistency of evaluations between appraisers.
Section 15: Discipline
How your company will handle:
Poor Performance
Criminal Activity
Violation of EEO or other Policies
Etc.
Section 15: Telecommuting Policy
Definition of telecommuting for your organization
Employee Eligibility – who is eligible? Is there an amount of time they need to work there first?
Position Eligibility – are there certain jobs which cannot work as a telecommuting job/
Types of Arrangements – hours/workweek/split between telecommuting and at work/what hours do they need to be available (i.e. core hours)/must attend certain meetings
Childcare – If children are homeschooled/will company help with daycare costs/provide tutors or other arrangements for children
Equipment/Furnishings/Office Supplies – who provides telecommuting employees with equipment, supplies or office furnishings for their home
Request Process – Process for requesting Telecommuting: form/supervisor/HR/etc.
Other Requirements/Restrictions – i.e. EMPLOYER has the right to cancel or suspend employee telecommuting privileges at any time, for any reason or for no reason.
Section 17 – ADA/FLMA for U.S. Based Companies
Americans with Disabilities Act and Family American Leave Act [Information here needs to comply with the State in which the business operates AND Federal law] – How will your company comply with APA and FLMA? Example of FLMA:
Scope: “X Company” employees working in California.
Purpose: To outline the conditions under which an employee may request time off without pay for a limited period with job protection and no loss off accumulated service, if the employee returns to work.
Eligibility: “X COMPANY” provides up to 12 weeks of unpaid… Write a common language statement based on Federal Law.
This is an example of how State Law impacts this section differently based on where you operate:
Under the California Fair Employment and Housing Act (CA-FEHA), no service requirement is necessary for an employee who is disabled by pregnancy, childbirth, or a related medical condition. CA-FEHA employees who are disabled from pregnancy/childbirth are eligible to take leave for the period of the actual disability of 6 weeks to a maximum of 4 months with the proper medical certification. The period of leave will be deducted from an employee’s FMLA/CFRA 12-week leave entitlement.
Policy:
A request in writing must be submitted to Human Resources for FMLA/CFRA and/or CA-FEHA leave. The certification forms are available through Human Resources, and a health care provider must complete this form. Anytime an employee expects to be or is absent for more than three (3) consecutive work days as the result of his or her own serious health condition (including pregnancy), the employee will be required to submit a medical certification.
Section 18 – Organizational Chart
Section 19 – Annual Payroll Budget
Include:
Exempt – Salaried
Non-exempt – Hourly
Use 2080 hours in one work year
Benefits and taxes which employer pays for city/state/country
For U.S. includes Social Security and Medicare (FICA), Unemployment (FUTA), etc.
Normally 15.3% of salary spilt between employee and employer (7.65%)
Additional costs: uniforms, insurance, etc.
https://www.template.net/business/budget-templates/sample-payroll-budget/
Annual Payroll Example
Note: The current (2019) FUTA tax rate is 6 percent on the first $7,000 of wages you pay to an employee, according to the IRS. Employers typically receive a credit of 5.4 percent on IRS Form 940, reducing the FUTA rate to 0.6 percent, or $42 per employee per year.
Section 20 – Gantt Chart w/ Hiring Projection
| Jan 2017 | Feb 2017 | Mar 2017 | Apr 2017 | May 2017 | Jun 2017 | Jul 2017 | |
| CEO | |||||||
| VP – Ops | |||||||
| Controller | |||||||
| Safety Manager | |||||||
| Quality Control | |||||||
| IT Techs |
EXAMPLE ONLY
Please note this is not a complete plan but merely provides examples
Do not plagiarize any portion of these examples
Due: April 25th, 2021
Questions??
