Human resources
SECTION 1: THE HRMANAGEMENT CASE
HUMAN
RESOURCE
MANAGEMENT
Includes: human resource planning; recruitment, selection, and hiring of new employees; the orientation, training, and appraisal of current employees; and employee remuneration, motivation, and retention. You are to assume the newly-created position of Human Resource
Director for a medium sized firm with over 600 employees. The firm has experienced significant expansion in the past few years; the human resource department and its functions have not kept pace with company growth. The Chief Executive Officer (CEO) has instructed you to get the human resource department organized and build a strong HR function. You have wide latitude in this area and the CEO has encouraged you to "get this organization moving." You will want to set some ambitious, yet realistic, quantifiable goals for the Human
Resource department.
Although the industry is slowly becoming unionized, currently this has no impact on your firm. At the lower job level, your workforce has both skilled and semi-skilled workers (about 500). The firm has no policy on promotions and has hired into the upper levels of management from the outside as well as promoted from within. Employee training is currently the responsibility of each department head and consists solely of onthe-job learning; no formal instruction is provided. Economic conditions in your region are good and unemployment rates are average. Human Resources Department Budget
You will be notified of your annual budget at the start of the simulation.
Each succeeding quarter your remaining annual budget will be displayed in the Budget Report. Your yearly budget will need to cover expenses for hiring, wages, benefits, training, and new HR programs.
When you add a benefit to the employee compensation package or increase wages, your budget will be charged for the additional benefit expense or wage increase for that first quarter and that quarter
HUMAN
RESOURCE
MANAGEMENT
Includes: human resource planning; recruitment, selection, and hiring of new employees; the orientation, training, and appraisal of current employees; and employee remuneration, motivation, and retention. You are to assume the newly-created position of Human Resource
Director for a medium sized firm with over 600 employees. The firm has experienced significant expansion in the past few years; the human resource department and its functions have not kept pace with company growth. The Chief Executive Officer (CEO) has instructed you to get the human resource department organized and build a strong HR function. You have wide latitude in this area and the CEO has encouraged you to "get this organization moving." You will want to set some ambitious, yet realistic, quantifiable goals for the Human
Resource department.
Although the industry is slowly becoming unionized, currently this has no impact on your firm. At the lower job level, your workforce has both skilled and semi-skilled workers (about 500). The firm has no policy on promotions and has hired into the upper levels of management from the outside as well as promoted from within. Employee training is currently the responsibility of each department head and consists solely of onthe-job learning; no formal instruction is provided. Economic conditions in your region are good and unemployment rates are average. Human Resources Department Budget
You will be notified of your annual budget at the start of the simulation.
Each succeeding quarter your remaining annual budget will be displayed in the Budget Report. Your yearly budget will need to cover expenses for hiring, wages, benefits, training, and new HR programs.
When you add a benefit to the employee compensation package or increase wages, your budget will be charged for the additional benefit expense or wage increase for that first quarter and that quarter