Local Businesses Including Smc Company example essay topic

SMC Corporation's five-year HR forecast begins by identifying the factors involved in the research and preparation of the proposal. Examining the national and local labor markets formulates the basis of the organizational structure changes. This final paper draws together the work and research from the last three weeks. This comprehensive business development program begins with the situation as it stood when the newly graduated Human Resources (HR) manager was brought on board. The changes, immediate and proposed, are detailed, with forecasts extending five years into the future. SMC Company Five-Year HR Forecast At the request of the CEO and under the direction of the company board Board of Directors, the Human Resource's Department of the SMC Corporation have completed a needs analysis and created this a five-year forecast to better guide the company's human resource policies and decisions.

It is the viewpoint of the involved committees that the implementation of these new policies will allow SMC to attract and retain employees, increase the morale of current associates, and allow SMC to become than employer of choice in the community. In order to remain competitive, the needs analysis included some scrutiny of the local market. In forecasting SMC's five-year plan for remaining competitive, some analysis of the local market had to be performed. Our study also looked at competitiveness in our product line and our compensation program including benefits. In our evaluation, competitiveness not only on a product level had to be done, but also on the local level in regards to compensation, benefits and other factors. Company Overview The SMC Company is a manufacturer and distributor of ergonomic office equipment based in the small mid-western town of Dabney ville.

In response to increased product demand, SMC's Corporation has a current workforce has increased by 50 percent to of 100 individuals. people The largest concentration is in on the manufacturing side of the company. Several critical factors have have been considered and weighed in the completion of the needs assessment. The most important of these are: local businesses including SMC Company have seen increased labor organization activities, ; local unemployment has hovered far below the national average at 2.2%, %; labor costs have risen, ; consumer demand for SMC product continues to outpace supply capabilities, ; SMC's workforce has become increasingly bi-lingual, ; SMC's accident rate has increased 50%, %; and finally the CEO of SMC has been found is terminally ill. The Plan The Five-Year plan was developed, using the critical compensation and benefit factors as well as and regarding assessing the impact of technology, globalization, e-business, diversity, and ethics. We have, has focused on five specific areas that will be affected. : staffing, employee development and training, compensation and benefits, employee relations, and health and safety. These areas will require specific changes changes that must be approved by the board from the board.

Additionally, the Human Resources (HR) Committee is recommending a change to in the organizational chart to streamline similar functions and afford HR equal footing among other company functions. To better prepare for future competitiveness corporations must actively recruit qualified personnel. With SMC's The local labor market is shrinking shrinking; therefore, in order to maintain our competitive edge, , we SMC must now look at other alternatives for potential employees. First and foremost, before spending valuable time and money in recruiting, management needs to evaluate the need for positions or positions need before spending time and money on recruiting. ing to be filled. SMC may be able to use cost-savings measures or find ways to increase productivity without increasing headcount. These measures may include bringing in contract employees, combining positions, or redistributing the workload in a more effective manner.

Other options may be a better-cost savings such as combining that position with another or splitting the work up and distributing it. When all other options have been exhausted, SMC will need to actively recruit using newspaper and radio ads, internet sites such as career builder and monster. com, participation in job fairs, and recommendations from employees. With all internal options exhausted, other steps will have to be taken. Some of those steps are as follows; placing ads in newspapers of metropolitan regions and use of Internet resources such as Monster. com, participate in job fairs and as a last resort use job recruiters.

In order to effectively manage current workload and priorities, the board needs to approve a change in the organizational layout that will allow SMC to further increase productivity, improve morale, and retain talented employees. Several specific changes in staffing related to the organizational layout of the company. The manufacturing segment of SMC will be reorganized to effectively manage the current needs of the company. We need to add Company will be laid out with a Vice-President of Manufacturing who will have four direct reports and four managers. This change will facilitate the operation of three shifts, increasing production to meet increasing demand. The manufacturing segment will be re-aligned to operate with three shifts of production.

Each shift will have a manager who held will be accountable for performance and adherence to policies and procedures. Key initiatives in the manufacturing segment include; identifying key personnel to act as shift leaders and trainers, strict compliance with safety procedures, and building / maintaining employee relations to avoid organized labor efforts. Compensation for management personnel will be incentive based and progressive to the local market. Manufacturing will also spearhead the overall company initiative to create a diverse, bi-lingual workforce.

The forth manager i nof the manufacturing group will oversee research, development, and quality assurance. The Operations Group will be lead by the Vice-President of Operations, with three directors assisting. Operations will operate function in tandem with the Manufacturing Group and act as the primary purchasing, information technology, and maintenance providers for the SMC Company. The Marketing and Sales Group will fold customer service under their umbrella, lead by the Vice-President of Sales. Three directors will assist the V.P. of Sales by assuming individual responsibility for sales, marketing, and customer service. Finance and accounting will retain their role as principal controllers of company finances, accounting, and audit procedures.

The Controller Vice-President of Finance will head this group, assisted by the Directors of Finance, Accounting, and the Chief Auditor. Finally, the HR Group will be lead by the Vice-President of HR and assisted by the directors of training, benefits, and safety. Employee development will play an important role in remaining competitive. The HR department will seek out partnership agreements with area high school and college vocational programs to ensure a steady stream of labor training for future roles within the SMC organization. Career development programs that are currently in place will continue to be monitored to ensure their effectiveness that they are effective. Tuition reimbursement will be made available to employees who wish to continue their education and have reached the stated tenure with SMC Company.

Training will also play an important role in future development of the company. Training is a measurable process that must be reconciled against the stated objectives of the company. Evaluating the training will allow the ownership of the SMC Company to continue implementing their new business plan. As part of the evaluation process the company will use standard instructional design procedures. The measurement of the effectiveness of the training begins by comparing the stated objectives to the test results from training groups. Two groups will be used in the evaluation process-a training group and a control group.

Training programs currently in place will also be evaluated for effectiveness. Steps will be taken to ensure that all employees are trained upon entering the company. Evaluations will be performed on a regular basis to gauge the current knowledge level of each employee in their position. In order to attract and retain a high caliber of staff, SMC must offer competitive wages. In order to develop new salary bands, research will be conducted using information from the Bureau of Labor Statistics and benchmarking where possible. The new salary bands will be implemented in a phased program that will allow all employees to be at or above market pay within three years.

Second and Third shift workers will be recruited and retained by implementing a shift differential with seniority preferences. Offering a bonus program during periods of decreased staffing will encourage voluntary overtime. We must offer an aggressive healthcare plan that allows us to compete with other local organizations of similar size. In order to control costs, this will be phased plan that starts with a medical plan and moves onto other health care benefits such as vision and dental plans.

SMC will also conduct a cost analysis study to determine if the increase in business and employees will necessitate moving to a self-insured status with their benefits package. We must also offer paid time off. To discourage abuse of paid sick days and encourage planned time off, we are recommending that SMC combine vacation, holiday, and sick time into a paid time off (PTO) bank. PTO hours accrue weekly based on hours worked and length of employment. The manner employees relate to each other is an important subject that will need to be addressed.

As our nation's workforce becomes more diverse and business increases in other countries, employees must be trained and equipped with the skills necessary to deal with differences and stress within in the workplace. Employees will receive diversity and sensitivity training upon hiring into the company. Whenever possible, company functions such as holiday and summer picnics will be scheduled to allow employees the opportunity to get together in a non-work environment. This will encourage a friendly atmosphere and promote employee morale. Safety is an issue that will require a great deal of attention.

SMC has seen our accident rate increase fifty percent over the last two years. Higher accident rates have caused our insurance premiums to increase. A full evaluation of current safety procedures and standards will be performed and new policies and procedures will be put in place. Once the policies have been implemented and all employees trained, incentive programs will be created to maintain low accident rates. To ensure that safety regulations are consistently being met, regular checks for required protection gear will be done, and violations will be documented and appropriate action taken.

The reduction of recordable and loss time accidents will eventually reduce the insurance premium thus allowing money to be spent in other areas. The board is advised to search for a candidate to manage the safety program for the company, company; the search should include former O.S.H.A. or other regulatory agency employees. The individual hired will be in charge of the safety programs of the company including authoring the new policies and procedures, and designing and implement the training. This individual will also implement a safety committee made up of one to two employees from each group.

This committee will help in the implementation of the safety program. Employee's health is a concern to SMC, for that reason more health conscious programs are to be put into place. These programs will be designed to help employees by providing them a resource on some of the most common health issues that people face. Some of the programs that will be implemented are blood pressure and sugar level screening, stress tests, and weight loss initiatives. With the help of a local medical facility and our health insurance provider, on-sight testing will be provided and the results confidentially submitted to each employee. Other wellness programs will be provided to employees such as flu and pneumonia shots, pamphlets on proper diet, stress reduction, exercise, as well as seasonal general safety tips.

Finally on the issue of, SMC must develop and implement a succession plan. This plan will be developed by the Executive Succession the committee Committee with final approval of the plan by the is recommending that the Board of Directors. It will include identifying key roles in the company and individuals who can fulfill that function. The plan will include recommended training for the roles that employees can take if they would like to improve their chances of landing a key role with SMC. implement an executive assessment process aimed at preparing current officers of the company to lead in the event of the CEO's vacancy.

This program will extend into the individual management groups and create an environment of peer development aimed at moving capable personnel into key positions that are critical to the company " scompany's success operations. However, due to the immediate need to identify candidates for the position of CEO, The the committee will create a blueprint of skills currently held by the CEO and establish training to develop those traits within the senior management personnel. Final decisions of Executive Succession will be made by the Board of Directors. Conclusion The committee encourages the Board of Directors to enact the changes outlined above in a prompt manner, but recognizes that organizations react to change slowly unless some event brings urgency to the process.

The HR department submits that though there are no market conditions existing to single handedly impact the company's health, a combination of factors could serve to destabilize the future business prospects of SMC Company and as such should serve as a catalyst for organizational change. Implementing the outlined changes and creating a stable, mutually beneficial environment will serve to provide security to the employees and assure the SMC Company a strong competitive position within the market.