Creating a Human Resource Management Plan For this major project you are asked t


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Creating a Human Resource Management Plan
For this major project you are asked to develop a
Human Resource plan/audit. You can think of this as preparing for a new
business you want to start, or a review of the business where you currently
work, or a review of a friend’s business or non-profit. This major project will
assist you with the business plan you will need to assemble in the MBA679
Business Plan & Launch course. Therefore, it has added value for you beyond
this course. Note: In order to develop a Human Resource Plan
that meets the requirements of this assignment, you will need to have at
least four employees or more. If your business does not have four different
employees and positions, please look to the future where you may expand and
develop your plan to that future.
Write the narrative and lists under each heading with
sufficient detail and specificity that anyone who reads this can work with the
document without you and make the HR function work well. For example,
please do not use phrases like “We will comply with all EEO legal requirements.” Instead,
explain what the legal requirements are and how you intend to ensure they are
complied with.
This project is scored using the ‘Major Project Rubric
(not QEP)’. Please click on the underlined ‘Major Project’ heading above and
review the rubric so that you know how the project will be scored.
The syllabus says that you have 16 hours to complete
this project. In addition, you have 6.5 hours of reading available from the
‘study’ section. Use the reading to research information to assist you with
this project.
The length of the document will vary from student to
student with an ‘average’ length estimated at 14 pages single-spaced. Bullet-point lists are acceptable where appropriate to present your points.
Bill Gates has said that Microsoft, which employees
22,000, would become an unimportant company if it lost its 20 best people.
That’s why you need to address the issue of how you will attract and retain key
employees in any enterprise.
The things that make employees want to come to work
for you and stay vary from business to business. Bottom line, however, choosing
an employer is a highly personal decision. That’s why it’s crucial to
understand the individual needs of your key employees so that you can give them
exactly what they want. If you only offer a higher salary to an employee whose
most important concern is the option to work at a job offering flexible hours
so she can care for an elderly parent, then you probably won’t retain that
employee.
The Management Team Section of your Business Plan (IF
you are using this HR plan as a part of your final program Business Plan)
The management team section of the business plan is
often the section that professional investors read after the executive summary.
Thus, it is critical that the plan depict the members responsible for key
activities and convey that they are exceptional people with integrity,
knowledge, and skills.
For a start-up venture, in most cases, you
cannot have a complete team right from the start. It would drain too much cash
(presuming you pay them). You need to be strategic and think about the two to
five key people you will need to succeed. You also have to anticipate when you
will need them. When building your core founding team, identify people that can
multitask and are willing to take on lots of duties. Considering how important
the team is to your company’s success, you need to present the power of your
team as effectively as possible. Provide an introductory paragraph that talks
about how the team came together. The subsequent subsections will provide the
detail that connects the teams’ skills with the requirements of the business
opportunity.
However, if this is a mature business you may well
have all the key people in the right positions. In this case, it is best to
start by identifying the founding team members and their titles. The key is to
convince investors that you have assembled the best team possible and that your
team can execute on the brilliant concept you are proposing.
Required sections of the Human Resource Management
Plan are below. You may add additional sections you feel are needed for
your business or organization. Note: In order to develop a Human
Resource Plan that meets the requirements of this assignment, you will need to
have at least four employees or more. If you business does not have four
different employees and positions, please look to the future where you may
expand and develop your plan to that future.
Cover Page
Table of contents with page numbers
1. Leader/Founder background information along
with information on any other key members of the management team.
2. Description of the business.
3. Mission, Vision, and Guiding Principles (or Ethics
Code) for the organization.
4. Locations of the business and specific location
that this plan document relates to.
5. Product/service which organization provides (useful
if multiple product/service divisions exist).
6. Position and skill set summary table (fill in
key information below). For this project, you do not have to use every position
in the organization but you should include at least four different positions.
Type of Employee
Functions – What do they do?
Knowledge – What body of information do they need to
do the job? Education?
Skills – What type of manual, verbal, or mental skills
do they need to do the job? I.E. Driving a truck, typing, etc.
Abilities – What observable activities do they need to
possess to do the job? I.E. Ability to organize work, lead, etc.
7. Position Descriptions. Add additional details and
descriptions to the information in the table above to create a position
description for each type of employee position identified. You can use the
Department of Labor’s job description website for this section of the plan and
adapt the descriptions as needed. The website is located at https://www.onetonline.org/ You
can also google O*Net and it will take you to the site.
8. Compensation principles. Explain
how you intend to go about determining compensation.
9. Benefits and indirect compensation. In this
section, list the pay, benefits, and any indirect compensation you will offer
to each type of employee identified in the table above. REMEMBER, if you
offer employer paid benefits, they will need to be part of your annual payroll
budget contained later in this plan.
10. Hiring and Retaining. Provide details as to the
principles and practices you will use to find, select, orient, train/develop,
and retain qualified employees. You should address each of these in at least a
paragraph, preferably more.
11. Privacy rules. Describe any legislation to which
your business must adhere, and explain how you maintain privacy for both
customers and employees as well as the business. This includes company trade
secrets, customer information, employee information, credit card numbers,
addresses, Social Security numbers, etc. How will you keep data in your
computers safe?
12. Safety rules. Describe any legislation (e.g.,
OSHA) to which your business must adhere, and/or explain how you intend to keep
employees safe and provide a safe environment for them to work in. Do not use
a generic “we will comply with all safety regulations.” IMPORTANT: This
section should also include any PPE requirements needed for employees,
customers, suppliers, etc. required because of pandemic.
13. EEO, Sexual Harassment, and Bullying. State your
policy and describe the principles used to avoid discrimination including any
training. Include reporting procedures for employees who want to report
violations. Explain how you intend to watch and monitor for disparate treatment
and disparate impact.
14. Performance Reviews. Describe the organization’s
principles for employee performance review and explain the process you will use
for those reviews (what, when, who, how).
15. Discipline. Explain how you will handle situations
of poor performance or possible criminal activity.
16. Telecommuting policy if employees are able to
telecommute. What is the process to request telecommuting and what are the
company’s telecommuting policies.
17. For USA-based business, explain how you intend to
make reasonable accommodation for an employee in compliance with the Americans
with Disability Act (ADA) and the Family Medical Leave Act (FLMA).
18. Develop an organization chart and show the
number of employees which exists and the reporting relationships.
19. Develop an annual payroll budget presuming
12 months of salary for exempt employees, 52 weeks payroll at 40 hours for hourly
employees (using 2080 hours in one work year). Use the current benefit/taxes
the firm has to pay for the location (country/state/city). For the USA this
includes FICA, Medicare, unemployment taxes. If you pay a monthly allotment for
clothing/uniform, medical insurance, life insurance, etc. please include these
as line item expenses.
20. Create a Gantt Chart identifying when you
intend to hire each person during the first year of operation (or during the
next 12 months for an existing company).

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