Smc Staff example essay topic

EL ONDA: The SMC Company, manufacturer of ergonomic office goods, has decided to confront the various diversity issues within the company. In so doing the company has decided to hire a human resources director to create a human resources department. To serve SMC effectively depends to a significant degree on the quality and commitment of its staff. To ensure that the company's goals for research, teaching, and program development are met, SMC will need to hire and retain outstanding staff, as well as preparing the next generation of employees. SMC expects to expand the number of employee's by adding the same amount of people to each department. Training and professional development opportunities will be offered to staff and we will implement programs that promote fair compensation and career growth.

Recognizing the many benefits of this strategy, SMC has renewed its commitment to fostering a work environment that reflects the diversity of the labor market. The HR Director has assumed a critical role in the undertaking of addressing issues of equal opportunity and diversity within the organization. The Human Resource department Diversity Working Group hasn't been active during the past several years. Under the guidance of the new director they are developing and implementing strategies to foster a work culture that values diversity, and in which everyone feels welcomed, appreciated, and respected. Each individual should feel as though they have the opportunity to develop his or her full potential in pursuit of SMC's mission and values.

In conjunction with the above mentioned ideals they will develop and implement a communication system that promotes awareness and encourages staff involvement in the process and strategies to teach and reinforce desirable workplace behaviors alongside developing quantitative measures to evaluate progress in promoting diversity and enhancing the work environment. The success of SMC Company in supporting the mission of the Human Resource department depends heavily on having a staff that is recognized, rewarded, and appreciated. Most SMC staff possesses competencies that are attractive to other employers, including those capable of offering better compensation packages. Technological skills, so important in every position, increase competition for qualified staff. Compression of salaries due to fixed annual increases, which often lag behind annual range increases, serve as a negative incentive for remaining in a position at SMC. It is important, therefore, that the organization address the root causes of high turnover problems, work within the Human Resources framework, and provide creative solutions.

At SMC working with rewards and recognition in the office of Human Resources to analyze staff salary trends and placement within the salary range based on years of employment, skills attained, and educational achievement; make appropriate adjustments to ensure equity. The work that has already been done is now being used to identify competencies for future SMC workers and the redefinition of the company to improve the recruitment process and ensure that there is a next generation of employees prepared to meet the challenges of the new century. Much work needs to be done to market SMC employment as an exciting and rewarding career opportunity. We need to be conscious of career messages we can instill in the K-12 community.

The number of graduates from high school and college has declined drastically. This causes concern for future professional staffing. The rapid shift from purely clerical tasks to a more sophisticated technology-based work and the lack of flexibility in basic personnel matters such as job classification and compensation create similar concerns about future Para-professional staffing. SMC is positioned to make significant contributions in both arenas in the months ahead, including encouraging and enabling staff to acquire new skills.

This staff development can take the form of focused training for specific tasks, such as the computer applications training the library provides, or more generalized educational opportunities that enhance an individual's career development and his / her value to the SMC Organization. A great company needs a great staff! FERNANDO: As the HR Director at SMC moves forward in his or her mission to attract a more diverse mix of talent to the company the Director will have to utilize several recruiting techniques. While it may difficult to find both talent and diversity there are a few things the company can do to meet that challenge. A few of those things might be community outreach, peer recruiting and / or do event presentations such as job fairs or cultural events.

SMC is a predominantly white male organization at about 90% and they are therefore accustomed to a work environment that is safe for them. They are unchallenged by the reality of life on planet earth which expresses itself in many languages, colors, and backgrounds. Thus, SMC faces the challenge of sending some of these gentlemen on their way. The HR department will have to find ways to introduce its current staff into the new emerging work environment at SMC without engendering resentments among the workers.

The mere prospect of diversifying the talent at SMC will provoke many to leave as they are challenged by the idea of working alongside people of different backgrounds who are equally talented. Much must be done to reassure the remaining staff that a diverse work environment is healthier one. This will call for several Town Hall Meetings where the issues of race, gender, ethnicity and physical disability are discussed on a regular basis. Reasonable severance packages and job location assistance can be provided by the company. The first department that must be recruited is the HR department itself. Currently two individuals, the Director and her Assistant make up the department.

Several other areas must follow. The HR department will eventually consist of fourteen individuals who can strategically organize the around the mission and commitment of SMC. From that point forward HR will make additions to two important departments: customer service and finance. The customer service department will be increased to ten employees and the same for finance. Significant in this plan for restructuring is the largest department: manufacturing. The manufacturing department currently consists of 65 employees whose training and education is minimal.

As a matter of employee retention and employee development the company can offer tuition reimbursement, workshops, certification training for the various manufacturing jobs, and incentive programs around work performance. For example, employees in manufacturing who are currently working on machines in one area of the company can be certified to work in or supervise the various areas of their certifications. This not only motivates employees but also begins the process of cross training a wide portion of the population to cover more areas of the manufacturing tasks. Leadership workshops can be developed and administered for those who are willing to take on more responsibility. Female and minority leadership can be encouraged through mentoring workshops. These various projects can be undertaken by the compensation and education departments.

This can all be facilitated by the new HR professionals. The final and very important department is the Labor Relations and Legal department. Other related companies in the area are entertaining the idea labor organizing. SMC would like to develop, as a part of its organizational structure, an environment and compensations that alleviate the need for unions. The Labor relations staff will also participate in the bi-weekly Town Hall Meetings to hear the issues that are on the hearts and minds of its workers and address them such that it turns out to be a win-win situation for everyone.