Alum-Titan Case StudyBety Grazier        GoalsLena Adanalian                    •Eliminate the risk and damage of employme...
Legal         Sexual HarassmentSexual            Problem: Alum-Titan has a Vice President ofHarassment        Manufacturin...
Legal          Expired work permitsSexual             Problem: You did find one I-9 which contained anHarassment         e...
Legal          CobraSexual            Problem: COBRA paperwork given to terminatedHarassment        employees contingent u...
Legal          Handbook is out of dateSexual             Problem: There is an Employee Handbook datedHarassment         De...
Legal             Personnel Files                      Problem: Personnel files for former employees areSexual            ...
Performance Management                             Affair results in promotion              Problem: VP of Manufacturing h...
Performance Management                       Appraisals                Problem: Lack of Performance Appraisals after 90Pro...
Benefits       President and top 6 reports benefitsPresident’s         Problem: The President and the six top reports also...
Coaching       No formal coaching or developmental program                  Problem: There has been no formal trainingCoac...
Compensation        Pay scales               Problem: Pay scales changed annually, most oftenPay scales               to a...
Compensation                         Top Range Salaries                Problem: Several employees paid above the top of th...
Compensation                      Annual Increases                Problem: Most employees have received annualPay Scales  ...
Training           OSHA ViolationOSHA           Problem: A serious injury accident in the plant hasViolation      recently...
Training            OrientationOSHA            Problem: No formal orientation for new hiresViolation                Soluti...
Training            OrientationOSHA            Problem: No formal orientation for new hiresViolation                Soluti...
Recruitment                Background ChecksBackground    Problem: There is no reference checking or drugChecks        tes...
Recruitment                    Employee ApplicationsBackground       Problem: There are no applications or records of theC...
Recruitment                   InterviewsBackground       Problem: Interviews for all candidates areChecks           conduc...
Recruitment                       Job DescriptionsBackground                   Problem: Lack of job descriptions except fo...
Alum-Titan Case StudyBety Grazier        BenefitsLena Adanalian                    •Controller’s time kept free to focus o...
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  1. 1. Alum-Titan Case StudyBety Grazier GoalsLena Adanalian •Eliminate the risk and damage of employmentJanet MokCelina Serrano litigationStefanie Strobel •Hire and retain top employees.Nick Hernandez •Offer competitive benefitsDanny Alonzo •Support and encourage on-going learningBrian Dahl opportunities for staff.
  2. 2. Legal Sexual HarassmentSexual Problem: Alum-Titan has a Vice President ofHarassment Manufacturing who is having an affair with his Assistant Section 2 Solution: Hire a trainer to conduct Sexual Harassment Training. Ensure that everyone signs an acknowledgement of the completion of the course.
  3. 3. Legal Expired work permitsSexual Problem: You did find one I-9 which contained anHarassment expired work permitExpired work Solution: Audit all employees to verify legal work Section 2permits status and keep track of when work permits are set to expire so they can be renewed before the expiration date
  4. 4. Legal CobraSexual Problem: COBRA paperwork given to terminatedHarassment employees contingent upon return of their uniformsExpired work Section 2permits Solution: Companies are required to provide the COBRA paperwork, regardless of whether otherCobra company-specific conditions are met. Employers must notify plan administrators of a qualifying event within 30 days after an employees death, termination, reduced hours of employment or entitlement to Medicare.
  5. 5. Legal Handbook is out of dateSexual Problem: There is an Employee Handbook datedHarassment December 1996 which functions as both a handbook and a policy manual. Changes in policyExpired work are communicated verbally and through written Section 2permits memoranda.Cobra Solution: company should create a policies and procedures document that is separate from the employee handbook that includes the following:Handbook unlawful harassment complaints policy, discrimination complaints policy, alcohol & drug use policy, and dress code
  6. 6. Legal Personnel Files Problem: Personnel files for former employees areSexual on file back to 1975.Harassment Solution: A separate employee file should beExpired work accessible to only designated individuals in the Section 2permits human resources department Under the Health Insurance Portability and Accountability ActCobra (HIPAA), it is imperative that all medical documentation be maintained by the benefits section. Documentation related to health issuesHandbook should be kept for five years after employee termination. As personnel files are used to make personnel decisions (who to promote, lay off, fire,Personnel Files etc.), it’s presumed that managers and supervisors have access to those files. Medical information, background investigation reports, I-9s should have separate files to avoid any appearance of discrimination when making those decisions. Also, information that could be used for identity theft should be limited.
  7. 7. Performance Management Affair results in promotion Problem: VP of Manufacturing had an affair with his assistant, resulting in her promotion to Analyst to the VPPromotion of Quality Control Solution: Institute a formal annual performance review Section 2 system, with training beforehand for managers on how to complete a performance appraisal; including keeping logs of good/bad performance examples. Informal reviews should be done at least quarterly, but preferably a monthly one-on-one meeting between supervisor/employee. At the Analyst’s first performance review, determine if she is capable of doing her current job, if she is qualified to do the job, etc. If so, no problem in letting her remain there. If not, she must be demoted or transferred to a job she is qualified for, based upon her performance (not with whom she is sleeping)! Her previous supervisor must be re-trained on Sexual Harassment.
  8. 8. Performance Management Appraisals Problem: Lack of Performance Appraisals after 90Promotion days ; “Promotions at Manager Discretion”Lack of Solution: Implement an annual review process thatperformance 2 Sectionappraisals includes MBO, Graphic Rating scales, 360 Feedback. 360 Feedback gives the employee a more thorough understanding of their impact on people they interact with every day. It also fosters teamwork and trust. MBO encourages employees to work effectively toward reaching desired goals.
  9. 9. Benefits President and top 6 reports benefitsPresident’s Problem: The President and the six top reports alsobenefits receive a company paid $200,000 life insurance policy which is not outlined in the Employee Handbook. Section 2 Solution: The President and the six top reports insurance policy plan should be outlined in the Employee handbook so that other employees are aware. It should state that any candidates in a President and the roles his six direct reports get (now and incoming candidates in this position) will have this benefit so that other employees do not feel there is preferential treatment
  10. 10. Coaching No formal coaching or developmental program Problem: There has been no formal trainingCoaching program at Alum-Titan. All management is attending this program which deals with communication, conflict management, performance Section 2 contracting, etc. There are no plans to extend these sessions to the first line supervisor level. Solution: Hire contractors to provide specialized training courses. Teach managers to coach their staff. Provide bi-lingual trainers when necessary. Coaching opportunities include: mentor program, job rotation, ongoing, instant coaching and feedback
  11. 11. Compensation Pay scales Problem: Pay scales changed annually, most oftenPay scales to adjust top rates to accommodate employees who progress to that level. Section 2 Solution: Pay scales should be reviewed annually to determine placement in the market salary range. Salary inquiries should be made online (cheap and easy) and by the old-fashioned telephone call to similar companies. Most HR professionals are happy to share information, as they get feedback from their counterparts in the process.
  12. 12. Compensation Top Range Salaries Problem: Several employees paid above the top of thePay Scales range.Top Range Solution: Top rates should not be adjusted to Section 2Salaries accommodate employees at the top of the range if the range is determined to match the market. Wages should be frozen until the market “catches up.” Other benefits may be given, such as flex time, executive leave, bonuses, etc., although these should be distributed fairly amongst similar job titles.
  13. 13. Compensation Annual Increases Problem: Most employees have received annualPay Scales increases of 3-4% for the past 3 yearsTop Range Solution: Employees will begin feeling entitlement Section 2Salaries to 3-4% percent annually, regardless of performance. Increases should be awarded basedAnnual upon the total package of job performance,Increases certifications held, specific duties performed, tenure, etc.
  14. 14. Training OSHA ViolationOSHA Problem: A serious injury accident in the plant hasViolation recently occurred and several safety violations were found in a subsequent OSHA inspection. One of the violations was that the company didn’t have an IIPP or Section 2 a Hazardous Material Training program. Solution: Ensure at minimum mandatory: Sexual Harassment Training Workplace Violence Training IIPP or a Hazardous Material Training program Training on completion of Performance Appraisals for Managers/Supervisors Use tools to make mandatory training less onerous (lunch provided, offsite somewhere “fun”, etc.).
  15. 15. Training OrientationOSHA Problem: No formal orientation for new hiresViolation Solution: Create New Hire Training Program. Include information about the company, goals, mission,Orientation 2 Section policies and procedures, and a mentor program.
  16. 16. Training OrientationOSHA Problem: No formal orientation for new hiresViolation Solution: Create New Hire Training Program. Include information about the company, goals, mission,Orientation 2 Section policies and procedures, and a mentor program.
  17. 17. Recruitment Background ChecksBackground Problem: There is no reference checking or drugChecks testing other than for professionals where industry contacts are often utilized. Section 2 Solution: All candidates that will get an offer need to provide three references of people they have worked with in the past to be contacted by HR and need to go through background checks (criminal, credit*, education verification). Drug test process must be required from every person on staff.
  18. 18. Recruitment Employee ApplicationsBackground Problem: There are no applications or records of theChecks searches done by West Search other than the two resumes for the new employees.EmployeeApplications 2 Section Solution: Alum-Titan should have a consistent hiring process for all candidates that come in for an interview. Regardless of whether they are referred by other employees, advertisement, or job boards, if they are interviewed by Alum-Titan, they need to fill out a job application and have it attached to their resume. HR needs to keep records of all applicants that apply to the company for up to 1 year for EEOC purposes (2 yrs recommended); employees that are hired should have their application materials kept for the term of their employment plus 1 year (or 2 recommended).
  19. 19. Recruitment InterviewsBackground Problem: Interviews for all candidates areChecks conducted by hiring supervisors or managers who make the final decisionEmployeeApplications 2 Section Solution: Alum-Titan should assemble a hiring team to interview potential candidates for theirInterviews department. Hiring team will be able to decide if there is a culture fit. It also saves the company money by avoiding bad hires. The panel should include an HR staffer to ensure questions asked of applicants are legal. Panel can also include the hiring manager, but must also include others to avoid nepotism or hiring of friends who may not actually be qualified.
  20. 20. Recruitment Job DescriptionsBackground Problem: Lack of job descriptions except for Inside SalesChecks Manager’s 5 employees Solution: Revise job descriptions. Create new descriptions.Employee Ensure salary grades are appropriate. Job descriptions areApplications 2 Section necessary for hiring, determining market salary ranges for each job, and for letting employees know what isInterviews expected. In addition to generic job descriptions, each position should have a description as well, since a clerk- typist in Manufacturing and one in Sales may have entirely different duties. Position descriptions should be reviewedJob Descriptions annually with the employee at the time of performance appraisal to include any new duties and to remove duties no longer performed. This is necessary to determine if the employee is in the correct salary range.
  21. 21. Alum-Titan Case StudyBety Grazier BenefitsLena Adanalian •Controller’s time kept free to focus on clients asJanet MokCelina Serrano policies & procedures are put in placeStefanie Strobel •Fines and fees for violations reduced orNick Hernandez eliminatedDanny Alonzo •A team with the right skills to deliver the serviceBrian Dahl
  22. 22. Questions?

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