Discuss the below:
1-What are the roles and responsibilities of the HR Department in your organization? Are they part of the strategic planning team and process in your company?
1-The HR Department of my organization does not participate or, play a role in the strategic planning process. The organization employs 6800 employees from entry level positions to Medical Professionals.
My organization’s HR Department's role serves the following:
Recruitment - Posting and collecting applications from prospective applicants, ranking and forwarding applicaitons to hiring managers throughout the organization.Conducting background checks and vetting references.
Onboarding - New Employee Orientation to discuss policies, rules, logistics, introduction to the CEO, explanation of employee benefits, etc. for the overall organization. Includes badging, computer log-on password distribution, parking assignments and facility tours.
Benefits Management- managing employee benefits for the entire organization.
Compliance - Making sure all employees of the organization are within compliance.
Disciplinary Action- Making sure all departments/divisions follows the same disciplinary actions process and they are within the guidelines.
Employee Termination -Managing the process, conducting exit interviews and unemployment benefits if deemed due to reason for departure.
Additional duties:
Managing Worker’s Compensation and managing employee complaints/concerns
2-In the Air Force we don't necessarily have an HR department like most companies. What we do here is handled at the local level ands promotions are all handled at a Headquarters level. We don't have the typical offices like most. We have group in our HQ that handle leave, drug tests, onboarding, and out-processing. For pay we have separate offices that are sometimes not even near us. We do our evaluations at a local level and then they are sent up to a HQ levels for review. The planning that takes place is often at a Command level and then distributed down to the local units and squadrons. We do work with civilian counterparts along with Active duty if needed. I am used to a corporate level HR when it comes to what to do and where to go.
3- My last employer was a large bank (financial corporation), with a centralized HR department that the branch employees had little or not contact with past the hiring process. Most of the day-to-day HR duties were delegated to lower-level managers, like the branch managers. The branch managers were responsible for training, development, disciplinary action, and most aspects of termination. I know the branch managers had more contact with the HR department than the average employee. This is basically the extent of my knowledge of the HR department, but I can conjecture about the rest. I'm sure that the centralized HR department handled benefits coordination, compliance issues, etc.
It did not appear as though the HR department was involved in the strategic planning process. The company made a few sweeping personnel changes that, to put it lightly, did not go over well. It seemed to me that the company's HR department was just simply told "This is what we're doing" and they did their best to make it work.
Answer the following questions:
1.Which of the trends are impacting your company?
2. Explain how they are impacting your company.
3. Do you believe the HR Department is in a position to handle the trend's impact?
4. Which of the 12 Business Futures actions is impacting your company?
5. Explain how they are impacting your company.
6. Do you believe the HR Department is in a position to handle Business Futures actions?
1-Hopefully, I read the correct articles.
I have only been employed with Nestle Purina for a few months, but I can see that there are some, if not all, of the ten trends impacting the company. Nestle Purina has a large recruiting team at their corporate headquarters in St. Louis that is constantly seeking top talent. Either they are very selective or my resume was not satisfactory because I was turned down for one of their management trainee positions. As the leader in the pet food industry, Purina is always introducing the latest technology to enhance or improve operations. The normal IT security protocols are in place. Even though it is pet food, Purina operates under stringent FDA guidelines. Unlike the oil and gas industry that I recently got laid off from, the pet food industry is pretty recession proof. I overheard one HR representative mention that the demographic change impacts them because many young people do not want to go into a food processing industry. Perhaps, it is the ‘glam’ factor. Operations are driven by quotas and leading and lagging measures. This data-driven is handled by a strategic planning department, rather than the HR department. Purina is a global company and is subject to the world’s current affairs and conflicts. The growing complexity of government legislation impacts Nestle Purina. They are constantly making modifications or improvements to processes based on regulation changes.
To some degree, Purina is impacted by all of the twelve business future actions. Nestle Purina is the leader in the pet food industry, partly due to their distribution and supply chain optimization. New advances in technology are constantly being incorporated into internal processing. Purina utilizes e-business and its corporate direction, vision, and operations is transparent on their website. Purina reacts to the fluidity of markets. Purina is constantly reinventing itself with new products that cater to special customer requests.
2- Which of the trends are impacting your company?
I think that in the Air Force, ethics is a big trend along with health and safety.
Explain how they are impacting your company.
Ethics makes us think about the mission and what we need to do. For ethics we are seeing this due to classified info, emails, whistle blowers, etc. This has made a huge impact on our daily jobs each day. For safety and health, we are trained all the time in regards to suicide prevention and other means of moral boosting activities.
Do you believe the HR Department is in a position to handle the trend's impact?
I think they are doing what they can while also trying to ensure the traditions of the military aren't truly affected. Its hard to be in the military and not be able to talk freely. In most civilian jobs I have been able to offer input but in the military it can be challenging.
I think they do well with trying to help those when it comes to their health very well.
Which of the 12 Business Futures actions is impacting your company?
I think that mostly all are impacted. The air force is trying its best to attract and retain talent. It can be hard though when people leave the air force to go do their own thing with no contract of concern. I have seen a shift in just 3 years in the military that has allowed for it to be more open and willing to listen to its members.
Explain how they are impacting your company.
They have impacted us because it now gives us a voice. We have a better understanding of right and wrong and also have a chance to learn and grow.
Do you believe the HR Department is in a position to handle Business Futures actions
I think since our HR per say is handled at a Command level they are equipped to ensure we know what we need to do. They go through lots of training and exercises to make sure what we do is meaningful.
3-1. -The growing complexity of government legislation
-Stepped up competition for talent
2. Our main referral source is the VA so the government is a very large part of our business. We are constantly concerned about making sure that we are following all of the legislation and rules so that we can continue to server our veterans as well as get paid for our services. We are also affected by the stepped up competition for talent. This affects us because we are always looking for good and qualified employees but we have to compete with other agencies for them.
3. We desperately need an HR department to help with these trends. Unfortunately we are months if not a year away from even having and HR person. I think that if we had someone they would be able to keep up because that would be one of their main jobs.
4. The biggest of the 12 business functions that is affecting my company is attracting and retaining new talent.
5. We are constantly in need of great, reliable caregivers. We can't grow if we dont have the employees to take care of our clients. It is literally the only thing stopping us from taking on 200 new patients tomorrow.
6. As it stands at the moment, since we don't have an HR department or person we are not equipped to handle the hiring of all of the people we need. We need to hire 120 new employees and it would be extremely hard to accomplish that with all of the other tasks that I am responsible for.