Assignment 2 Lasa 1 Human Resource Planning Writing A 481725

Assignment 2 Lasa 1human Resource Planningwriting Assignmentreview J

Develop a human resource plan for Juanita's organization based on a scenario that analyzes and summarizes the current situation for the employer. Include details that make the scenario realistic and support responses to the specified issues and questions.

Evaluate the cultural issues that need to be addressed.

Analyze the ethical considerations that apply.

Describe the organization’s current hiring needs and projected hiring needs for the coming year.

Develop a recruitment plan to fulfill the company’s current and future hiring needs.

Explain the plan the company should follow to manage employee performance.

Identify at least four laws or regulations applicable to the company and explain actions needed to ensure compliance with these laws.

Provide a recommendation for motivating employees while adhering to legal and regulatory requirements and maintaining a safe, healthy work environment.

Write a 5-7 page paper in Word format, using at least three sources, and apply current APA standards.

Paper For Above instruction

In this paper, I will develop a comprehensive human resource plan for Juanita’s organization by creating a detailed scenario that reflects a current organizational situation. This plan will encompass cultural, ethical, legal, and operational considerations necessary for effective human resource management. By analyzing these elements, I aim to provide strategic recommendations that support the organization’s growth, compliance, and employee motivation.

Scenario Overview

Juanita is the HR manager of a mid-sized manufacturing company located in an industrial region. The company has experienced steady growth over the past five years, but recent market fluctuations and internal assessments have revealed several human resource challenges. The workforce is diverse, with employees from different cultural backgrounds, age groups, and educational levels. The organization recently expanded its product lines, leading to increased demand for skilled workers, particularly in technical and supervisory roles. However, the company currently faces difficulties in attracting qualified candidates, managing diverse cultural expectations, and ensuring legal compliance across its HR practices.

Cultural Issues and Ethical Considerations

Cultural issues that the organization must address include fostering an inclusive environment that respects diversity and promotes cultural competence among staff. The diverse workforce means Juanita’s company must implement cultural sensitivity training and develop policies that prevent discrimination and favoritism. Ethical considerations include ensuring fairness in hiring, promotion practices, and employee evaluations, and maintaining transparency in decision-making processes. Promoting a culture of integrity, equality, and respect aligns with ethical standards and supports organizational sustainability.

Current and Projected Hiring Needs

Currently, the organization needs to hire an additional 20 technical workers and 5 supervisory staff to support its expanded production capacity. Additionally, there is an anticipated need to recruit 15 more employees over the next year due to ongoing expansion and retirement attrition. The projected hiring requirements will focus on filling specialized roles in engineering, quality control, and manufacturing supervision, emphasizing skills in automation and technical troubleshooting.

Recruitment Plan

The recruitment plan involves multiple strategies, including partnering with technical colleges to attract recent graduates, utilizing online job platforms, and engaging with local community organizations to reach diverse candidate pools. The plan also emphasizes employer branding to showcase organizational culture, opportunities for advancement, and commitment to diversity. A structured interview process with behavioral and technical assessments will be used to select candidates who align with company values and skills requirements. Additionally, implementing an employee referral program can expedite hiring and improve retention.

Performance Management

The organization should adopt a performance management system that emphasizes goal setting, regular feedback, and continuous development. Performance appraisals should be conducted biannually, incorporating self-assessments and supervisor evaluations. Training managers on effective coaching and feedback techniques is essential to promote employee growth and accountability. Recognition programs can also motivate employees and reinforce desirable behaviors aligned with organizational objectives.

Legal and Regulatory Compliance

Four key laws applicable to Juanita’s company include the Fair Labor Standards Act (FLSA), the Equal Employment Opportunity Act (EEOA), Occupational Safety and Health Act (OSHA), and the Family and Medical Leave Act (FMLA). To ensure compliance, the organization must regularly audit payroll practices to adhere to wage and hour regulations, implement anti-discrimination policies, maintain a safe working environment through OSHA standards, and provide eligible employees with mandated leave benefits. Training HR staff and managers on these laws will reinforce compliance efforts.

Motivating Employees and Ensuring a Safe Environment

Juanita’s organization can motivate employees by recognizing achievements, offering skill development opportunities, and fostering a participative work culture. To align motivation with legal requirements, the company should ensure equitable treatment, maintain transparency in reward systems, and involve employees in decision-making processes. Additionally, promoting a safe and healthy work environment through regular safety training, hazard assessments, and health programs is crucial; these measures comply with OSHA standards and demonstrate the company’s commitment to employee well-being.

Conclusion

In conclusion, developing a strategic human resource plan involves addressing cultural sensitivities, adhering to legal standards, managing performance effectively, and fostering a motivating environment. For Juanita’s organization, success hinges on creating inclusive policies, implementing robust recruitment and performance systems, and ensuring regulatory compliance—all while maintaining a positive and productive workplace.

References

  1. Dessler, G. (2020). Human Resource Management (15th ed.). Pearson.
  2. Society for Human Resource Management (SHRM). (2023). Building an Inclusive Workplace. SHRM Resources.
  3. U.S. Department of Labor. (2023). Fair Labor Standards Act (FLSA). https://www.dol.gov/agencies/whd/flsa
  4. Equal Employment Opportunity Commission. (2023). Laws Enforced by EEOC. https://www.eeoc.gov/statutes/laws-enforced-eeoc
  5. Occupational Safety and Health Administration (OSHA). (2023). OSHA Standards. https://www.osha.gov/laws-regs
  6. U.S. Department of Labor. (2023). Family and Medical Leave Act (FMLA). https://www.dol.gov/agencies/whd/fmla
  7. Armstrong, M. (2022). Armstrong’s Handbook of Human Resource Management Practice (14th ed.). Kogan Page.
  8. Cascio, W., & Boudreau, J. W. (2016). Investing in People: Financial Impact of Human Resource Initiatives. Pearson.
  9. Barrick, M. R., & Mount, M. K. (1991). The Big Five Personality Dimensions and Job Performance. Personnel Psychology, 44(1), 1-26.
  10. Robinson, S. L., & Bennett, R. J. (1995). A Typology of Deviance: An Initial Investigation. Academy of Management Review, 20(3), 712-751.

Related Assignments