Hiring Plan and Compensation Package Proposal

Develop a high level staffing and compensation plan (4-5 pages). The plan should contain an introduction and conclusion that make relevant connections to course objectives. The body of the plan is an annotated presentation of the concepts listed in your Scenario Generator Report.

The purpose of this assignment is to simulate the thought process that managers use when planning for staffing and compensating employees. The students are not expected to produce a detailed proposal. Rather, the expectation is that students demonstrate consideration of the multiple complexities involved in staffing and compensation.

Access the "Deliverables" section of the Staffing & Compensation Plan within your Scenario Generator Report. Your Scenario Generator Report provides the context for the plan which should:

Discuss the staffing needs of your organization.

Thoughtfully discuss each listed item (two to three fully developed sentences per item).

While APA format is not required for the body of this assignment, solid academic writing is expected.

Module 4 Scenario: Hiring Plan and Compensation Package Proposal

Type: Government Services

Size: Large Corporation

Sector: VA Medical Facility

Funding: Tax revenues

Stakeholders: Employees

Decision makers: Managers

Formal organization: Non-profit public administration

Human Resources Department: Transactional Stage in Organizational

Lifecycle: Maturity

THESE ARE THE GIVEN CONSTRAINTS:

ORGANIZATIONAL BACKGROUND:

Founded in: 1995

Dedicated to: This public institution is committed to be responsive to the needs of the community and public, which it serves.

Culture In order to promote respect, privacy, and a collegial work environment, we encourage all employees to discuss topics of interest or address their concerns via proper management channels. The appropriate communication protocol can be found in the public section of the HR web site.

Structure: structure

Mission statement: To preserve and improve the physical, social, and economic health of our neighborhoods, support neighborhood selfreliance and enhance the quality of life for the residents through community-based problem solving, neighborhood-oriented services, and public/private cooperation.

Vision statement: We thrive to become a community that has a harmonious balance of the interests of our citizens, businesses, and visitors achieved through managed growth, fiscal responsibility, open communication, and stewardship of our natural beauty and environment.

INTEGRITY: By dealing honestly with our clients, staff, vendors and community.

RESPONSIBILITY: By considering the environment in which we do business, community views and the common good.

PROFITABILITY: By being aware that an appropriate level of profit is necessary to maintain our business and allow our values to continue to be observed.

Values statement: In conducting our business, we will realize our vision by performing our affairs so that our actions provide confirmation of the high value we place on:

Present goals: To reduce delivery and distribution time of products and services. To reduce the number and frequency of customer complaints, and to improve the response time of customers inquiries.

Past goals: To reduce employee turnover by 20 percent by introducing a new employee assistance program. To improve productivity by implementing a company-wide training program. To actively recruit skilled workers into the organization.

Brief SWOT analysis:

Strengths:

Positive cash flow

Experienced management

Loyal customers

Good business reputation

Known for product quality

Weaknesses:

Experienced management approaching retirement

Products and/or services have not been updated for a long time

High quality is offered at too high of a price

Too much internal bureaucracy

Opportunities:

Improving economic outlook

International expansion via Internet business

Buy out some competitors

Threats:

Changing demographics

Unproven relationship between government and private sector

Changes in regulation, standards, and compliance requirements

FEEDBACK:

Customer feedback:

Negative comments:25

Positive comments:42

Issue resolution:4

Reachability:5

Cancellation:0

Friendliness:0

Product knowledge:6

Overall:2.6

Employee feedback:

Negative comments:61

Positive comments:49

Negative comments:61

Positive comments:49

Issue resolution:0

Reachability:3

Cancellation:0

Friendliness:8

Product knowledge:0

Overall:1.9

RESEARCH USING LibGuides:

Generic http://libguides.gcu.edu

Specific http://libguides.gcu.edu

REFLECT ON:

Question 1: Do organizational goals support the mission, vision, and values statements?

Question 2: Does the organizational structure support the strategic plan for the organization, communication, decision making, customer service, employee engagement and satisfaction, and cross department interaction?

Question 3: Are there apparent gaps in skills, talent, or diversity in the leadership team or staff? Question 4: From a review of the information provided, what areas are in need of further development?

DELIVERABLES:

In this assignment you will consider strategic issues in staffing, succession, compensation, and diversity management. Assume the role of a manager within your chosen organization and create a report to the management team, which addresses the most critical aspects of hiring and succession in the organization. Address all the topics outlined below.

Describe the main components of the hiring/succession plan (manager's role) addressing:

-- Candidates evaluation

-- Training

-- Key positions

-- Access to records

-- Interest assessment Describe the main components of the recruitment plan (HR role) including the following sections:

-- Needs assessment

-- General and specific recruitment

-- Goals, strategy, and action steps

-- Methods of recruitment

-- Budget (summary of main items)

-- Recruitment resources

-- New employee orientation and training Describe the main components of the compensation plan: salary study and incentive plan (compensation committee role), addressing

-- The compensation philosophy

-- Pay policy regarding hiring, promotion, and merit

-- Pay range alignment with external market analysis

-- Communication of pay policies to employees

-- Consistency Describe the main components of the diversity management policy, addressing:

-- Recognition and respect for the individual differences

-- Maintaining a positive workplace environment NOTE: Refer to additional resources posted as well as to the Libguide for examples.