Motors and More, Inc.- A Progressive HR Case Study By Don McCain, Ed.D.
Part I: Designing the HR Department
Students are asked to complete the following activities. Before you begin, your instructor will review the concepts of organizing and organization design.
A. Design a typical HR department and identify each HR unit. For each HR unit, provide roles/responsibilities and job titles. Develop an organization chart of a typical HR department.
B. Given the size of Motors and More, indicate which positions identifi ed in your typical HR department should be combined or eliminated to reduce the number of HR employees. Provide new job titles and develop an organizational chart specifi cally for Motors and More's new HR department. Provide the total number of staff for each HR unit.
C. Identify the HR practices required to support a prospector strategy.
D. Prepare a 20-minute presentation (include time for discussion).
PART II: DEVELOPING THE RECRUITMENT AND RETENTION PLAN
A. Given the increase in product demand, how many people will you need to hire and in what functional areas (manufacturing, operations, customer service, marketing and sales, fi nance/accounting, and HR)? Provide your rationale for the proposed hiring in each unit. Consider the turnover rate. Identify the factors that could be causing turnover. Identify the costs of turnover.
B. Include the types of interviews you would conduct and why.
C. Develop strategies to recruit the appropriate applicants and include sources and tools used for recruiting and selection. Identify the possible areas and types of discrimination that could occur.
D. What can you do to retain current employees? What are the benefi ts of retention?
E. How will you assess the effectiveness of your recruiting efforts?
F. Prepare a 20-minute presentation, including discussion.
PART III: DEVELOPING A COMPENSATION PLAN
[A] Develop a progressive yet competitive compensation plan that will support recruiting and retention efforts and lower the employee turnover rate. Traditionally, Motors and More has provided employees minimum wage and statutory benefi ts.
1. How does Motors and More's employee compensation compare relative to other organizations in the area? Will the organization meet, lead or lag the local market? Explain your rationale.
2. Identify alternative pay methods and discuss the advantages/disadvantages of each.
3. What benefi ts will you offer? Include statutory benefi ts. What are the costs of those benefi ts? What is the rationale for offering those benefi ts?
4. Develop a communications plan. Consider the various audiences that must be informed.
[B] Prepare a 20-minute presentation explaining your compensation plan.
PART IV: DEVELOPING A HUMAN RESOURCE DEVELOPMENT PLAN
[A] Develop a human resource development (HRD) plan. Given the fact that Motors and More has no formal training program and promotions have been based on seniority, your plan should address:
1. New-employee training.
2. Current-employee training for current and future jobs according to a career path.
3. Manager and supervisory training.
[B] In your training plan, address the following:
1. How will you conduct a needs assessment for each group (include methods and instruments)?
2. How will training content be developed or obtained?
3. How will training be delivered (e.g., classroom, intranet, blended, self-study, etc.) and by whom (internal employee or external consultant/trainer)? Provide a rationale for your decision.
4. What processes and instruments will you use to evaluate the program's effectiveness for each group?
[C] Prepare a 20-minute presentation, including discussion.