*** FOR PROF JAMES KELVIN ONLY ***staffing and compensation plan

GRAND CANYON UNIVERSITY SCENARIO GENERATOR Module 4 Scenario: Hiring Plan and Compensation Package Proposal Type:

Family Business Size:

Small Business Sector:

Computer Repair Funding:

Investors/Lenders Stakeholders:

Employees Decision makers:

Owners Formal organization:

LLC Human Resources Department:

Pay-for service arrangement: employment law attorney Stage in Organizational Lifecycle:

Birth THESE ARE THE GIVEN CONSTRAINTS:

ORGANIZATIONAL BACKGROUND:

Founded in:

1970 Dedicated to:

The company thrives to provide the best possible experience to all of its business partners and clients.

Culture Our culture is akin to that of a small family. All our employees are partners in the business, share our success, and help us sustain the core values that make us successful.

Structure:

Our organization is very flat and consists of three tiers:

owners, managers, and non-manager employees.

Mission statement:

To ensure that each customer receives prompt, professional, friendly, and courteous service. To maintain a professional and friendly environment for our cusotmers and staff. To provide at a fair price using only quality components. To ensure that all customers and staff are treated with the respect and dignity they deserve. To thank each customer for the opportunity to serve them. By maintaining these objectives we shall be assured of a fair profit that will allow us to contribute to the community we serve.

Vision statement:

Within the next five years, we will become a leading provider of products and services to small businesses by providing page 1 / 4 customizable, user-friendly solutions scaled to small business needs.

INTEGRITY: By dealing honestly with our clients, staff, vendors and community.

RESPONSIBILITY: By considering the environment in which we do business, community views and the common good.

PROFITABILITY: By being aware that an appropriate level of profit is necessary to maintain our business and allow our values to continue to be observed.

Values statement:

In conducting our business, we will realize our vision by performing our affairs so that our actions provide confirmation of the high value we place on:

Present goals:

To reduce delivery and distribution time of products and services. To reduce the number and frequency of customer complaints, and to improve the response time of customers inquiries.

Past goals:

To reduce employee turnover by 20 percent by introducing a new employee assistance program. To improve productivity by implementing a company-wide training program. To actively recruit skilled workers into the organization.

Brief SWOT analysis:

Strengths:

Positive cash flow Experienced management Good business reputation Known for product quality Weaknesses:

Experienced management approaching retirement Insufficiently diversified revenue streams Products and/or services have not been updated for a long time Too much internal bureaucracy Opportunities:

International expansion via Internet business Buy out some competitors New initiatives to streamline decision making Technological advances Threats:

Changing demographics Vulnerability to recession and business cycles Unproven relationship between government and private sector Changing needs and preferences of stakeholders Changes in regulation, standards, and compliance requirements FEEDBACK:

Customer feedback:

Negative comments: 63 page 2 / 4 Positive comments: 87 Issue resolution: 6 Reachability: 3 Cancellation: 6 Friendliness: 4 Product knowledge: 9 Overall: 4.8 Employee feedback:

Negative comments: 74 Positive comments: 20 Negative comments: 74 Positive comments: 20 Issue resolution: 2 Reachability: 7 Cancellation: 3 Friendliness: 7 Product knowledge: 2 Overall: 3.5 RESEARCH USING LibGuides:

Generic http://libguides.gcu.edu Specific http://libguides.gcu.edu REFLECT ON:

Question 1:

Do organizational goals support the mission, vision, and values statements?

Question 2:

Does the organizational structure support the strategic plan for the organization, communication, decision making, customer service, employee engagement and satisfaction, and cross department interaction?

Question 3:

Are there apparent gaps in skills, talent, or diversity in the leadership team or staff?

Question 4:

From a review of the information provided, what areas are in need of further development?

DELIVERABLES:

In this assignment you will consider strategic issues in staffing, succession, compensation, and diversity management. Assume the role of a manager within your chosen organization and create a report to the management team, which addresses the most critical aspects of hiring and succession in the organization. Address all the topics outlined below.

Describe the main components of the hiring/succession plan (manager's role) addressing:

-- Candidates evaluation -- Training -- Key positions -- Access to records -- Interest assessment Describe the main components of the recruitment plan (HR role) including the following sections:

page 3 / 4 -- Needs assessment -- General and specific recruitment -- Goals, strategy, and action steps -- Methods of recruitment -- Budget (summary of main items) -- Recruitement resources -- New employee orientation and training Describe the main components of the compensation plan: salary study and incentive plan (compensation committee role), addressing -- The compensation philosophy -- Pay policy regarding hiring, promotion, and merit -- Pay range alignment with external market analysis -- Communication of pay policies to employees -- Consistency Describe the main components of the diversity management policy, addressing:

-- Recognition and respect for the individual differences -- Maintaining a positive workplace environment Powered by TCPDF (www.tcpdf.org) page 4 / 4