Please elaborate on each topic:
1. Intro to employment law
a. Overview.
i. What is employment law? What for?
ii. Specific aspects of employment law in the government
iii. Arbitration
iv. Remedies
v. Litigation/ class actions
b. Employment relationship
c. Overview of employment discrimination
Review the company overview and the case study overview in the Final Project Case Study document. Create an outline of the pattern of facts leading up to the case study conflict, including the identification of stakeholders in the conflict. Your outline will help you determine the fact pattern needed to complete Milestone One in Module Three.
The board of directors at AGC needs a status update on your change management project. Shawn asks you to write an executive report for John and the board of directors about the change management process and the progress being made toward resolving the global human capital management problems at AGC. This report will be shared at an upcoming investor meeting. Because the future success of AGC depends on achieving its human capital management goals, the board of directors wants to ensure that investors understand that it has changed its strategy to align human capital goals with its organizational goals.
Review the AGC scenario for this course and prepare a 750–1000 word executive report that describes the steps in your change management plan, including the following:
Overview
Atlantis Global Corporation (AGC) is a multinational organization that engages in the development, manufacture, and marketing of electronic circuit boards for use in high-definition TV screens. Although the design centers are located in the United States, the bulk of the manufacturing processes are carried out at their overseas subsidiaries. The electronic circuit boards are primarily sold to Original Equipment manufacturers located in North and South America, Africa, and the Asia/Pacific region. Headquartered in the Midwest United States, AGC has subsidiaries in three locations, on three continents: Subsidiary A in Asia, Subsidiary B in Africa, and Subsidiary C in South America. In all three locations, the subsidiaries are located in industrial parks or centers. These locations were selected for strategic reasons, including an abundance of raw materials for the company’s products, the availability of a labor force, and a rapidly growing customer base. Within the industrial parks, it is not uncommon to find two or three organizations competing in the same market segment and for the same labor force.
As part of its global human capital staffing strategy, AGC relocated several key people to leadership positions at each of the three subsidiaries. By placing key personnel from headquarters in leadership positions, AGC assumed a unified culture. Senior leadership envisioned that the subsidiaries would be self-sustainable in 2 years and profitable thereafter. A lot of capital, both tangible and intangible, has been committed to making the subsidiaries functional.
AGC has approximately 84,000 employees, most of whom are highly skilled and specially trained in the operations they perform. On average, it takes 3–6 months to fully train employees in each of the many operations of the parent company and its subsidiaries. Although the head count at the three subsidiaries has remained fairly constant, there have been a number of employees who have left the company for a variety of reasons. As employees leave, others are hired to replace them, but no one knows the exact number of employees who left the company or the reasons why they have separated.
At the subsidiaries, line and middle managers are concerned with having the right number of employees at each function or workstation. The operations manual, which the line and middle managers follow religiously, indicates that all staff must be fully trained and certified before they should be allowed to work on their own. Further, this requirement indicates that if someone has been certified before leaving the company, he or she must be retrained and recertified if rehired—no exceptions—even if his or her absence has just been a week. On the other hand, a trained and certified employee who is out on vacation or medical leave for a month is not similarly required.
The Issues
Since operations began in the three subsidiaries, AGC has failed to meet its financial obligations, and profits are lagging. This is beginning to show in the company’s balance sheets and is taking a toll on the organization’s financial bottom line. Although the company’s structure is designed for adaptability in a fast-changing market, several other factors were overlooked when the company selected locations for the subsidiaries. These include, but are not limited to, the following:
AGC, often considered the leader in this market, is in jeopardy of losing that title when the end-of-year reports come out in 3 months. This is a critical time for the organization and the senior leadership team is very concerned. They need to find out what is happening to the organization, report to the shareholders, and rectify the situation.
John Dawson, the CEO, COO, and Chairman of the Board of Directors at AGC, is deeply concerned about the future of this company. Past strategies have not advanced AGC to a leadership position in the global market. John believes that he has done everything that can be done to optimize the company and is reluctant to change the present strategic course. He is a reluctant risk taker and must be convinced that changes to the organization have value before changing direction.
John is currently working with Shawn Williams, the newly recruited Vice President of Global Human Capital Management at AGC. His priority is to help diagnose and address the company’s human capital issues. Shawn brings with him extensive experience in resolving global problems, and he is recognized as an expert in the field of change management and viewed as a motivational leader. John and Shawn will be meeting soon to align goals and set a new strategic path for Atlantis Global Corporation.
As the new external consultant for AGC, you will be working closely with Shawn to establish a cross-cultural team that will address the company’s global challenges. You will provide guidance and recommendations regarding each objective and anticipated outcome. This is a critical assignment because failure could lead to the dissolution of AGC.
Assess the opening case study from Chapter 6: “Amazon is Hiring…Big Time!” In a three- to five-page paper (not including the title and references pages), create a recruiting and staffing strategy for Amazon, and select one position from the given list to write a recruiting and staffing plan; consider how many of these positions Amazon needs to fill. You must select from the following full-time positions: Warehouse Supervisor, Delivery Representative, and Customer Service Manager.)
Your paper must include the following:
Your paper must be formatted according to APA style
Briefly explain the role the international human resources function played in the pre-work phase, due diligence phase, merger phase, and post-merger phase of the two companies, Marel and Stork, detailed in Chapter 8 (Edvardsson & Danielsdottir, 2012). Then create a “best practices” human resources tip for each of these phases that demonstrates a key factor or perspective that human resources must take into consideration when seeking to successfully bring together two vastly different companies.
Project Management – Chapter 4 (Projects)
**Classmate Responses Attached***
Word Counts:
175- reply to post
125 Per reply (2 replies) = 250
Conduct research and select a Fortune 500 company. In 750 words, examine their human resource management policies to include the following:
1.Discuss their strategic planning process to get the most talented employees
2. Examine the strategies that the management team uses for developing the staffing and recruitment policies.
3. Explain how the organization develops their training programs
4. Explain how the organization develops their appraisal and reward systems
5. Evaluate the challenges and recommendations to retain the best talents in the organization
RESPOND about the strategy they selected to implement for smoother termination.
Key steps that I found to be most helpful in making the termination process go smoothly were ensuring all supporting documentation is in order, immediately cutting off company property access, and considering a severance agreement.
It is crucial that the employer has supporting documentation on file that justifies termination of the employee. This includes performance reviews and any dated record of corrective action taken. These documents should prove the decision was not subjective or involving any personal feelings from either party. As an HRM professional, I would suggest requiring all leaders and managers to take annual training sessions on employee evaluation and coaching, conflict resolution, and steps to take in corrective action. HR should also ensure the organization has a written policy and procedure on the steps of corrective action such as oral reprimand, written reprimand, suspension, and then termination. Documenting each action taken with reason will also prove the termination is valid and defensible.
Cutting of an employee’s access to company property upon termination is important for the organization and the employee. This protects the company from any potential danger if the former employee seeks out revenge. This also protects the company from any security breach of secured data. A vengeful ex-employee may be inclined to steal important data, so it is best to collect all access cards, keys, and company devices prior to or at termination. My current employer requires us to sign a document acknowledging all the company property (door access cards, computer, take-home laptop, additional take-home monitor, company-issued apparel) that we received when initially hired. Attached to this document is an “exit sheet” that we have to acknowledge once we leave the company for any reason stating we’ve returned all company property and violating this agreement could potentially result in legal action. Once signing this, the former employee is escorted to their vehicle by security personnel.
Lastly, I believe an employer should consider a severance agreement when necessary. This is not always the case for terminations, so it should be on a case-by-case basis. HR should collaborate with the legal representatives of the organization to ensure the severance agreement doesn’t admit to any unfair practices of termination and that the exiting employee will not file a wrongful termination lawsuit against the employer. I’ve experienced this first-hand in college. I worked part-time at a well-known retail department store and was there for over 6 months. The store manager openly communicated to us that our location was scheduled to be closed within a year, so most part-time workers were expecting to be let go. I was called to HR during a shift and advised I would be terminated due to “downsizing by least seniority.” I was very surprised when I was offered a 2 months’ severance package that averaged my normal pay. Although I was part-time, I made decent income. I didn’t hesitate to agree to the severance package and agreed to refrain from filing a lawsuit. I even worked at a different location for this same store chain in another city because of how well they handled that situation. Offering severance pay isn’t always the answer for an employer, but they should consider it, especially if they don’t have documentation disproving wrongful termination.
Reference
Frick, R.E. (2019, August). Decided it’s time to terminate an employee? Now what?Talent Management Excellence Essentials.
Select a publicly traded company to research and evaluate its Human Resource (HR) and business strategy, HR department job positions, and ways it markets its company regarding human capital. Some company Websites that provide this information are listed below:
Please follow directions to receive all possible points!!
The introduction to your project should be at least one paragraph and should introduce the readers to the topic that you have chosen and why you are interested in researching that topic. Include an introductory sentence that draws readers into the subject matter of paper. (Prostitution)
The conclusion should be at least one paragraph and should wrap up what was covered in the paper.
