Recruitment and Retention

MBA 533 – Human Resource in Management - HR Project

Motors and More Human Resources Plan

Recruitment and Retention Plan

John Guckian, Eric Thornburg, Tia Bailey, Amber Moore

5/6/2018

“The following Human Resources Plan (HR) examines the framework and guidelines for the application of HR to Motors and More. Comprehensive descriptions of strategy, design, compensation, training, and the future of HR in our organization are included to define our HR thought process and planning.”

Table of Contents

I. Executive Summary 1 II. Business Strategy Report 1 III. HR Organization Design 1 V. Compensation Plan 1 VI. Training and Development Plan 1 VII. HR Forecast Plan 2 VIII. Conclusions 2 IX. Appendix 2 X. References 2 XI. Document Work Log 2 XII. References 3

I. Recruiting and Retention Plan - 100 Points (Module 3)

A. A. Given the increase in product demand, how many people will you need to hire and in what functional areas (manufacturing, operations, customer service, marketing and sales, finance/ accounting, and HR)? Provide your rationale for the proposed hiring in each unit. Consider the turnover rate. Identify the factors that could be causing turnover. Identify the costs of turnover.

B. B. Include the types of interviews you would conduct and why.

C. C. Develop strategies to recruit the appropriate applicants and include sources and tools used for recruiting and selection. Identify the possible areas and types of discrimination that could occur.

D. D. What can you do to retain current employees? What are the benefits of retention?

E. E. How will you assess the effectiveness of your recruiting efforts?

The Selection Process

Turnover equation

Turnover voluntary reasons

Turnover chart

(citation)

Equal Pay

Sex Discrimination

Racial/Ethnic Discrimination

Benefits of Retention

Assessing the effectiveness of recruiting efforts

References

Briggs, S. & Kenga, W. (1999) Integrating human resource strategy and strategic planning to achieve

business excellence. Total Quality Management. Jul99, Vol. 10 (Issue 4), p447.

http://web.b.ebscohost.com.saintleo.idm.oclc.org/ehost/detail/detail?vid=5&sid=5a364a18-9ed7-4f5f-9e54-3d22a95b89b0%40sessionmgr120&bdata=JnNpdGU9ZWhvc3QtbGl2ZSZzY29wZT1zaXRl#AN=2202446&db=a9h

Ivancevich, J. M, & Konopaske, R. (2013). Human resource management (12th ed.). New York, NY:

McGraw-Hill Irwin.

McCain, D. (2009). Motors and More, Inc.: A progressive HR case study. Society for Human Resource

Management, pp. 1-27.

Porter’s Five Forces of Competitive Position Analysis. (2013, June 11). Retrieved from URL

https://www.cgma.org/resources/tools/essential-tools/porters-five-forces.html

Section	Team Member - Primary	Team Member - Secondary
I. Executive Summary	Team
II. Business Strategy Report	Eric Thornburg	John Guckian
III. HR Organization Design	Amber
IV. Recruiting and Retention Plan	Tia
V. Compensation Plan
VI. Training and Development Plan
VII. HR Forecast Plan

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