Category: Business and Management : Human Resource Management (HR)

Case Scenario: Fictitious Business Description
Castle’s Family Restaurant has eight restaurants in the northern California area with approximately 350 employees. Most of the employees are part time, with approximately 40% of them full time. The operations manager, Jay Morgan, also acts as the HR manager and travels to each location each week to take care of scheduling, recruiting, hiring, and answering questions for the employees as needed. He also takes care of payroll using an Excel spreadsheet and has a computer application to print payroll checks. Mr. Morgan approaches you, an HR consultant, for a proposal. Due to the increase in gasoline costs, he would like to greatly reduce his travel time for visiting each location each week and wonders if there is anything you can suggest to him to help him complete his HR tasks in a cost-effective manner. He hopes there is some way he can do part of his HR tasks from his office instead of traveling to each location.

On page 198 of the text, the author states, ” . . . mediation is perhaps the most serious kind of intervention or technique for resolving conflict on teams.” Having this comment in mind, please discuss what you believe are valuable qualities of a mediator and effective strategies they should employ to resolve the conflict?

Labor Issues & Conflict Management
A manager comes to you with concerns about unusually high turnover in her work unit. You review some of the exit interviews your HR office has conducted with many of her former employees and notice some trends. 
First, they have expressed that they don’t really understand why they are doing the tasks that they are doing, and how it fits into the “big picture” of the company and its strategic plan. They claim that she gives a number of orders and demands quick turnaround on assignments, but they don’t really understand the purpose of the work, except that certain tasks have to be accomplished immediately or there will be consequences. 
They also express that there is little incentive to do a good job, because they have witnessed many colleagues work incredibly hard without any recognition. And while people know what they are supposed to be doing on a daily basis, they don’t understand why or to what level of performance, and they are confused as to what a high quality, job “well done” really looks like.

1-Based on the information provided in these exit interviews, what feedback can you provide the manager about her leadership styles and the climate she may have created? 2-What recommendations might you make?

Need a business proposal created
Need text size in Roman 12 doubled spaced , essay formatting  is provided  and instructions as well. 

Need a business proposal created
Need text size in Roman 12 doubled spaced , essay formatting  is provided  and instructions as well.  Willing to pay extra if  it takes two pages to complete. 

Overview
One of the job responsibilities of a Human Resources (HR) manager is to address performance issues in a way that improves employee performance. Sometimes, however, performance doesn’t improve, and employees face discipline. In this assignment, you will demonstrate the use of progressive discipline.
Scenario
After getting off to a good start in the first six months of his job at a manufacturing facility, Jim J. began coming in late. His lateness was severe enough that it caused disruption of the production line. Over the next few months, additional problems accumulated: falsifying timecards to cover up lateness, leaving work early, and continued tardiness.
As the HR manager, you contact Jim after the first report of tardiness from Jim’s supervisor. When Jim’s performance problems continued, you created a progressive disciplinary plan. Finally, when Jim’s supervisor reports that Jim was asleep on the production line, you write a recommendation for the company’s director about taking action toward Jim’s employment.
Instructions
Note: Preview the scoring rubric and watch the instructor video first to ensure the correct completion of the assignment.
Download the Week 7 Assignment Template [DOCX] Download Week 7 Assignment Template [DOCX]. This template contains forms that you will use to show how you address Jim’s performance problems. Follow the instructions below, which explain what should be included in each of the three parts of the assignment template and their required page length. The textbook, Human Resources, provides information relevant to this assignment in Chapters 6 and 10.
Record of First Conversation with Employee. 2–3 paragraphs. Describe your initial conversation with Jim, which takes place after the tardiness incidents begin. Document the report of his performance problem. Deliver feedback that is both constructive and positive related to his performance, sets expectations for improved performance, and lets Jim leave the conversation motivated to do his best.
Progressive Disciplinary Plan. 1 page. This plan will address Jim’s continued discipline problems. Imagine you are writing it after the first conversation failed to achieve results, and Jim’s performance problems continued. The goal of the plan is to improve Jim’s performance. It must specify consequences that become more serious if performance problems continue. It should set expectations for improved performance.
Recommendation and Documentation.1 page. Imagine you are writing it after the report that Jim was asleep on the production line.
Recommendation. Write a recommendation for the consequences that Jim will face. The consequences must align with Jim’s actions described in the scenario. Imagine that you are writing this recommendation after the implementation of the Progressive Disciplinary Plan you created.
Record of Prior HR Warnings to Employee. Create a record of disciplinary problems and your responses. The record must demonstrate that you (representing HR) followed the Progressive Disciplinary Plan, and it must support your recommendation to the director. Your record should include at least three dated entries of Jim’s behavior and HR responses.
Submit all work on the assignment template provided, including the sources list.
Format your assignment according to Strayer Writing Standards. It is suggested that you use the Strayer Grammar Library Guide as well as the Strayer Library Guide on plagiarism.
Resources
Use three (3) sources to support your writing. Choose sources that are credible, relevant, and appropriate. Cite each source listed on your source page at least one time within your assignment. For help with research, writing, and citation, access the library or review library guides.
This course requires the use of Strayer Writing Standards (SWS). The library is your home for SWS assistance, including citations and formatting. Please refer to the Library site for all support. Check with your instructor for any additional instructions.
Learning Outcome
The specific course learning outcome associated with this assignment is:
Recommend a plan for addressing performance issues that includes motivational feedback, progressive discipline, and documentation.

Prepare a 3- to 4-page actionable strategy addressing HR’s role (ACME-wide) related to employee retention. Pull in as many good HR practices as possible that Henry could employ to help in employee performance, motivation, and retention. The strategic plan that you develop for Henry to use should cover recommended actions for the organization during the next 12 months.
In addition to the background readings, find at least two high-quality additional sources from the Trident Online Library and/or from web sources to augment your plan, such as, for example, academic or industry magazine/journal articles.

Wellness Management
Select a vulnerable group (e.g. young workers, older workers, women, immigrants, minority groups) and identify and discuss what special issues make this group more vulnerable to occupational risks.
Recommended sources include: https://www.cdc.gov/niosh/index.htm,  https://www.osha.gov/, https://www.lni.wa.gov/safety-health/ https://www.worksafebc.com/en), and scholar.google.com.
Provide relevant links to any specialized training materials and reports that you find and discuss.

The Bureau of Labor Statistics (BLS) an online calculator that allows companies to calculate their workplace incident rates. This tool also allow users compare their establishments incident rates to others other industries. State and national comparisons are also possible.
You will use this on-line calculator to complete Part I and Part II of this exercise
Part I
You have been asked to calculate your establishment’ incident rate for non-fatal work-related injuries, the number of cases involving days away from work, and the number of cases involving job transfer or restricted work for 2021.
You have been provided the following information:
-Industry: Food Industry, Manufacturing
-Number of employees 250
-Average number of hours worked by employee 2,000
-Location: Georgia
The firm recorded a number of “events” in 2021 some of which may be recordable for the purposes of OSHA record keeping. The following events were recorded:
1-An employee had an allergic reaction to peanuts and went home early for the day. She did not require medical attention.
2-An employee twisted his ankle and was reassigned to a desk job
3-An employee had a laceration and was treated for the company’ first aid. He returned to work.
4-At a company picnic the HR coordinator for the event cut her hand with a knife and had to go to the ER.
5-At a company picnic, an employee child had to go to the ER after twisting his ankle.
6-An employee complains of a backache and request a new sit-stand desk
7-A secretary required time-off for carpal tunnel surgery
8-An employee fainted. There were rumors that he was a drug user.
9-A pregnant employee fainted at work.
When counting the number of incidents, be sure to indicate in your response if you have decided that any of the above incidents should not be recorded and the reason for your decision.
Part II
Create a table that compares the rate of your company to that of the food manufacturing in the U.S. and for all of private general industry.

Labor Issues and Conflict Management
The expectation is that there should be no need for outside sources, so I will be monitoring for duplicated work and copy/paste chunks of text from online sources. You only need your class materials to be successful on this assignment!

I am looking for a memo format wherein you take a 4-step approach to identifying and discussing the issues that appear throughout the story / fact pattern. Each dimension will be graded, so all steps are necessary for full credit.
Issue: state the issue that you see / the potential problem that you have come across
Rule: state the rule / law that provides the answer on how to handle this particular issue, and explain what that rule / law says and requires
Analysis: given the applicable rule / law, discuss the facts of the particular situation and discuss how they apply to that rule / law in this situation.
Conclusion: make a final conclusion / recommendation about whether that rule / law is being violated, and – if so – how it should be remedied.

please keep all parts of the IRAC analysis together for each issue. For example…
Issue: The first issue I identified is X. (statement of the legal question / problem you are going to discuss)
Rule: Under Y law, etc etc etc. (you state the law(s) / rule(s) that apply)
Analysis: Here, we see that employee is doing this and that. (you apply the facts from the story)
Conclusion: based on the above, it seems employee was not paid enough… or employee is entitled to Z… etc.

Keep all those parts in a single paragraph. THEN, move on to paragraph two… Issue 2, Rule 2, Analysis 2, Conclusion 2… in a new paragraph. And so on for each issue. Do not lump all of the issues together, then lump all of the rules together, then all analysis together, then all conclusions together. If you do not follow this format, you will be docked points.