Employee Orientation Program, Essay Example

Re: Proposal to implement changes to the current HR Policies Manual

Dear Managers and Employees of Operations:

We have been experiencing a diminishing workforce over the past one (1) year and in attempt to change this situation human resources have adopted a proposal to make an immediate change over the next three (3) months. We would surely like any suggestions you can offer before the end of March 2010 so that we can have a new plan implemented by April 2010. We are proposing an IHH policy to incorporate domestic and International HR policies. We do not want to make any Management of Changes (MOC) at this present time, for that would be the last resort. So with this said let’s work together to see if we can find a suitable solution within the HR plan an policy to get this company turned around. Again please attempt to have your suggestions in before the end of the next three months or April 2010 for we would like to have the plan in operation by May 2010.

The Proposed Plan:

Focused on: Operations Team including Management and Employees

The proposal is to revamp the current domestic O&M plan through and through including O&M procedure manuals to find if there are any deficiencies. We are dedicated to making our operations and maintenance up to par with all of the chemical plants hence we would like one (1) operator per shift to volunteer to help us on this amendment. We can discuss hours and time later. Of course you will be getting paid for your service. What I meant by volunteer is that you will be working beyond your scheduled work schedule. Simultaneously we will be amending the HR policy manual and incorporating the outsourcing phase of the business to reflect a new IHH manual.

Strategy

CM&LLC has the potential to be relocated to off-shore offshore locations. Some of the workload will be staying back at the main plant but portions of the workload will be outsource internationally because of diminished work and diminished profit with in past year. The plan is to implement a global international human resourced policy that will take care of the outsourced work as well as the domestic workers. I want the domestic workers to work with the proposed off-shore workers on this project. We are a team and if we work together and achieve our goal we will have more profits coming to the company. Profits mean job security and also mean bonuses to you.

Research

“An IHR strategy addresses the “four C’s”:  how the company will compete for employees, how employees will be compensated, how corporate culture will be defined and broadcast and of course, the cost side of the equation of managing expenses and liabilities and harnessing global synergies for cost savings.  An IHR strategy recognizes the interrelationships between the “four C’s” and becomes the management tool which defines IHR processes and sets standards for productivity and success.” (Polak, 2009). IHR’s are especially designed to keep costs maintained as well as maintain a competitive pressure with other competitors. Corporate has devised this easy way to look at the way they are incorporating IHH into our system. Do not be afraid. International growth will be good for us. Change is scary but can be good.

Planning

A very clear assessment team must process the objectives of the company’s interests or vision plan and ensure there is continuity throughout the process of the plan. The current goal, policies and costs will be looked at to determine if there is a need for change. Often managers seek lower management and employee recommendation to fill the gaps that exist in the present HR policy. After management approval is given HR can move to the development or implementation stage. Hr sits down with the information they have received from managers and operations and puts a plan into action. This is the longest phase of the amendment process. This plan is then approved by upper management. “

Increasingly, change management is seen as a permanent business function to improve efficiency and keep organizations adaptable to the competitive marketplace.” (Mesinger, 2008).  The company may consider a restructuring of management or simply a Management of Change (MOC). If a company is changing the HR plan the best time to MOC would be at this time because often with MOC anxieties are high in the workplace because workers don’t like to see too much change. Change makes them feel unstable for their own job.

Implementation

After the final approval from all phases of management and teams all phases of the domestic HR polices will be instituted into the IHR policies and programs plan in order to fit into one larger scheme or picture. Keep in mind the new plan will fit the objective of the ‘vision statement’ of the company with regards to the ‘operations and maintenance department’ since this is the apparent area of the company where service and profit has recently diminished in the past year. A blueprint will be made and communicated to management and once the initial blueprint is approved the blueprint will be communicated to all employees for further suggestion and to ensure they understand the new policy. International retirement plants, pension funds and medical plans will certainly be addressed with the new reformation. Other areas of address will be daily procedures of operations and lost time with injuries.

“Just as a plan is put into action it is essential to monitor a plan to ensure it is working properly. This plan will need to be regularly revised for legal implications, process implications and competitiveness as per goals set for the company.” (“Company HR Policies and Procedures”).  A competitive business HR plan will continuously refocus on the vision plan and keep the focus by addressing issues before they happen. If they cannot foresee all issues they will readily fix the issues when they do occur.

Corporate will be coming in next week to speak to all of you about this newly proposed plan. “Since you are in charge of operating, planning and scheduling” you should be able to ask many questions and give really good feedback at the meeting. (“A Driving Lesson for Operations and Maintenance”).  If you have any question regarding anything that you feel could help us amending the plan you can speak at the meeting or if you wish to remain anonymous write your note down on a paper and drop it in the box next to my office without a name or signature. We appreciate all of the wonderful feedback. We are not here to run this down your throat. We want you input!

References

Polak, R. (2009) The Globalization of Human Resources Retrieved December 14, 2009 from, http://www.bizforum.org/whitepapers/polak.htm

Mesinger, S. (2008) Change Management and HR’s Role Retrieved December 14, 2009 from, http://findarticles.com/p/articles/mi_m3495/is_3_53/ai_n25127902/

A Driving Lesson for Operations and Maintenance (2009) Retrieved December 14, 2009 from, http://www.idcon.com/article-operationsAndMaintenance.htm

Company HR Policies and Procedures (2009) from, http://www.hrpolicyanswers.com/xstore/catalog/policieslist.html

Company HR Policies & HR Policies & Procedures