New Manager of Human Resource
Q1. Discuss the relationship between corporate human resources structure andoperations at the plant level. What impact, if any, did that relationship have on thesituation described by Newcombe?
Answer:
After investigation of Mount Ridge Engineering¶s corporate human resource structure and plant operation procedures, in my opinion currently the relationships between humanresource policies and actual plant operations are very weak. Although we can say that thehuman resource department has established a fairly complete set of procedures and policies,the actual implementation of the policies at plant level operations do not seem to be thoroughenough, no employee implement those rules. Especially, the staffing function is very weak.There is no proper linkage between corporate HR structure and operations at the plant level.In other word there is no chain of command kind of linkage between them. It seems thatoperations office can do the HR functions by themselves like hire and fire which is in factcorporate HR department¶s sole function. Even in the termination form there is onlyEmployee¶s signature and Plant supervisor¶s signature i.e. no control of the corporate HR department at all. The leave reason seems to be written by the supervisor not the employee,this is not logical. In fact, forcing a person for signing on the blank form of termination noticeis completely illegal and against labor act (if the allegation of Johnson is true). This maycreate a big legal problem in future.Here are the examples which show the fuzzy relationship between corporate human resourcestructure and operations at the plant level:1. What Johnson had done was out of his job description or employee handbook:Johnson would like to have a promotion due to know a good deal about the equipmentoperator¶s job. But seems the standard promotion channel was not set up or Braxtondidn¶t follow the system when doing evaluation. Hence Johnson did a lots but stillcouldn¶t get the promotion from
Answer:
After investigation of Mount Ridge Engineering¶s corporate human resource structure and plant operation procedures, in my opinion currently the relationships between humanresource policies and actual plant operations are very weak. Although we can say that thehuman resource department has established a fairly complete set of procedures and policies,the actual implementation of the policies at plant level operations do not seem to be thoroughenough, no employee implement those rules. Especially, the staffing function is very weak.There is no proper linkage between corporate HR structure and operations at the plant level.In other word there is no chain of command kind of linkage between them. It seems thatoperations office can do the HR functions by themselves like hire and fire which is in factcorporate HR department¶s sole function. Even in the termination form there is onlyEmployee¶s signature and Plant supervisor¶s signature i.e. no control of the corporate HR department at all. The leave reason seems to be written by the supervisor not the employee,this is not logical. In fact, forcing a person for signing on the blank form of termination noticeis completely illegal and against labor act (if the allegation of Johnson is true). This maycreate a big legal problem in future.Here are the examples which show the fuzzy relationship between corporate human resourcestructure and operations at the plant level:1. What Johnson had done was out of his job description or employee handbook:Johnson would like to have a promotion due to know a good deal about the equipmentoperator¶s job. But seems the standard promotion channel was not set up or Braxtondidn¶t follow the system when doing evaluation. Hence Johnson did a lots but stillcouldn¶t get the promotion from