In: Miscellaneous

Submitted By eddie61
Words 282
Pages 2
Week One Content Outline

OBJECTIVE: Analyze the impact of manager behavior on productivity.

Resource: Ch. 1 & 2 of Managing Human Resources


• Human Resources in a Globally Competitive Market

o Managing people: A critical role for every manager (pp. 6-10) o Features of the competitive business environment (pp. 10-14) o Productivity: What is it and why is it important? (pp. 22-26) o The 21st Century Corporation (pp. 27-29)

• The Financial Impact of Human Resource Management Activities

o The financial impact of high-performance work practices (pp. 40-43) o The behavior costing approach (pp. 43-46) o Financial effects of employee attitudes (pp. 46-49) o Costing employee absenteeism (pp. 49-54) o Costing employee turnover (pp. 54-58) o Financial effects of work-life programs (pp. 58-62) o Costing the effects of training activities (pp. 62-69)

OBJECTIVE: Describe manager actions that adhere to and also violate fair employment laws.

Resource: Ch. 3 of Managing Human Resources

• The Legal Context of Employment Decisions

o EEO and unfair discrimination: What are they? (pp. 77-79) o The legal context of human resource decisions (pp. 79-107)

OBJECTIVE: Describe effective management practices in a diverse workplace.

Resource: Ch. 4 of Managing Human Resources

• Diversity at Work

o Workforce diversity: An essential component of HR strategy (pp. 119-35) o Managing diversity (pp. 135-44)

Note: Use the information above to help complete your assignments. Be sure to also read Ch. 2–4 in their entirety and the What’s It Like To Be a Global Manager section through the Lessons Regarding Cross Cultural Differences section in Ch. 16 of Managing Human Resources, as indicated in the…...

Similar Documents

Interclean Solution

...Problem Solution: InterClean, Inc. A look at the InterClean strategies reveals that the organization is in a ripe form for change of structure, business process, Human Resource (HR) alignment, communication process and employee management. A change is inevitable; the successful management of a change with buy-in from all affected quadrants is the ideal situation for InterClean to achieve the merger with EnviroTech. Such a solution can be found with the right implementation of the HR domain statement, nine step problem solving process, effective change management and conscientious decision making. The paper tries to identify the various issues related to the merger, challenges, opportunities, solution paths, time lines and risks associated with the implementation of solutions. The paper also provides a set of timelines and metrics for measurement of the outcomes. Situation Analysis Issue and Opportunity Identification InterClean belongs to an eight billion dollar industrial cleaning and sanitation industry. As per the scenario, the principal stakeholders are trying to increase the profitability of the company through change in the business strategy and by the acquisition of a new company EnviroTech, an acquisition that is in-line with new business strategy and bound to achieve the targeted profitability of 40%.(University of Phoenix, 2008). Based on the decisions of David (President and CEO), the HR have taken immediate steps at performing skill gap analysis and......

Words: 4226 - Pages: 17

Interclean Benchmarking

...Running head: INTERCLEAN BENCHMARKING PAPER INTERCLEAN BENCHMARKING PAPER Great Team University of Phoenix InterClean Benchmarking Today's organizations thrive on benchmarking to find best practices or solutions to a company's problems through outside industries or companies. This paper highlights some of those issues focusing on how other companies have implemented plans to handle those issues. The issues facing InterClean highlighted in this analysis are human resource philosophy, employee retention, mergers and acquisitions, human resources product handling and servicing. Benchmarking was conducted to evaluate how other companies had handled situations similar to those of Interclean. Outside companies evaluated for comparison come from the mortgage industry, pharmaceutical industry, oil industry, specialty eatery industry, technology industry, airlines industry, chemical industry, insurance industry, and home improvement retail industry. The companies evaluated in this paper were Guardian First Funding Group, Trinity-Chiesi Pharmaceuticals, BP Amoco, Starbucks, Google, Northwest Airlines and Delta Airlines, Rohm and Haas Company, Liberty Mutual Holding Company, Pepsico, and LOWE’s. Evaluation of these companies showed several concepts used in handling the issues and how the companies used these concepts. Situational Analysis Retaining Employees Guardian First Funding Group - Guardian First Funding Group (GFFG) is a mortgage company exclusively......

Words: 4333 - Pages: 18


...that are necessary to perform the job. Job analysis involves reporting the job as it currently exists in the specific organization for which the analysis is applicable. Job analysis does not report on the job as it existed in the past or as another organization performs it (University of Minnesota, 2008). The continuous observation method is an appropriate method of conducting a job analysis. With the continuous observation method, a trained and experienced observer studies one or more employees (assigned to perform a specific job) over a period of time. The observer records what the employee does, the manner in which the work is completed and how long it takes to complete the work. The job analysis for the salesperson position at InterClean includes the following major job functions and KSAs: A. Prospect and lead generation–Requires the employee to maintain a detailed knowledge of company products, processes, and procedures including but not limited to pricing and time to market. Requires the ability to identify customer needs and the ability to sell the solution and its value, rather than focusing on the price. Requires the skills associated with moving beyond customer objections. B. Contract negotiation–Requires command of strong negotiation techniques. Also requires that the employee maintain knowledge of contract law, InterClean’s contracting policies and procedures, and any contract variations......

Words: 277 - Pages: 2


...The merger of InterClean and EnviroTech presents us with an opportunity to provide products and services unparalleled in our industry. In order to properly prepare our sales team to meet the needs of the organization, InterClean must develop a comprehensive training and mentoring program that will introduce the new products and services to our sales team and possibly learn something new about our existing products. The course will review the company mission; introduce the new products and services and define the benefits to our clients; cover how to build positive client relationships and review governmental compliance standards. This course will consist of oral and multimedia presentations, peer reviews with defined mentors, interactive workshops and required reading. This course includes the Occupational Safety Hazard Workplace Safety and Hazardous Materials videos required by the Federal Government. Our objective is to prepare the sales team to handle any client request efficiently and effectively. The first week will review the salespersons responsibilities, what the organizational expectations are from the team and define the developmental path for each salesperson. The team will be involved in team building exercises, informal discussions regarding how the sales team will move forward, formal classroom study, and personal development. The second week the team will spend considerable time learning terms associated with the new chemical and service line and applications.......

Words: 1598 - Pages: 7

Hrm Interclean

...InterClean has taken a giant step in achieving domestic market dominance in the sanitation industry. As most of you know, the merger between InterClean and EnviroTech will be taking place shortly. Therefore, over the next four months, we will be working to merge about 60 EnviroTech sales staff and operations specialists into the InterClean structure through job analysis. The definition of job analysis is a systematic procedure that can help to identify essential job functions and it usually includes information about the tasks to be done the job, as well as, the personal characteristics (education, experience, specialized training and personality necessary to do the tasks. There are several different job analysis methods that can be used in conjunction with each other to obtain a total picture of the task and the physical, mental, social, and environmental demands of a job. Some of these are: Job Performance, Observation, Interview, Critical Incidents and Structured Questionnaires. I believe that the best job analysis method will be done by the interview process. Carol Stanley, Internal Consultant has been assigned to do personnel interviews with InterClean Sales team members and to assess proficiency levels in the different skill areas. The Sales force will need to be knowledgeable about emerging issues in sanitation, environmental regulation of cleaning and cleaning systems, and OSHA standards. They will also need to develop customized packages of cleaning solution......

Words: 376 - Pages: 2

Interclean Memo

...InterClean Memo to Managers Pamela Trombero Human Capital Management HRM/531 April 26, 2010 Janis White, SPHR Memo To: InterClean Supervisory Team Date: April 26, 2010 From: Pamela Trombero Subject: Merger and Management Behavior The purpose of this memo is to explain a recent acquisition between InterClean, Inc., and EnviroTech, and to discuss management’s behavior affecting productivity, employment laws, and working within a diverse environment. As you are aware, EnviroTech has been acquired and will fully merge with InterClean, Inc. in the coming months. The merger between InterClean, Inc. and EnviroTech places the organization in a position to dominate the sanitation industry. This is clearly an opportunity for our organization as we move in our new strategic direction. As a first-line management team, my expectation is that this merger happens with as few issues as possible. I am counting on you to be honest and open with your staff, and to answer any questions they may have. Change is not easy, and I am relying on you to hold regular staff meetings to discuss EnviroTech staff entering the InterClean, Inc. family, and to address rumors flying around that are unfavorable. As our organization grows and moves on to becoming one of the largest autonomous cleaning industries in the market for both commercial and institutional organizations, I would like to remind you of some of your management responsibilities. Management behavior can sometimes impact worker......

Words: 810 - Pages: 4

Interclean Memo

...InterClean–EnviroTech Merger Memorandum Armond R. Dowdell HRM/531 HUMAN CAPITAL MANAGEMENT Dr. Rosie DeCosmo June 7, 2010 MEMORANDUM To: First- level Management Team From: Armond Dowdell Mid-level Manager Date: June 7, 2010 Re: InterClean–EnviroTech Merger The purpose for this memo is to inform the first-level sales managers at about the recent merger with Environ Tech and the importance of the roll management should play in making the merger a smooth transaction. I would like to take time to inform you about the expectations that are in place for my first-level managers. The memo will discuss how the behavior of a manager can impact the performance of his or her workers and the best practices for working within a diverse work environment. The merger will bring a diverse working environment and a lot of new ideas. The merger will allow InterClean to penetrate new markets and expand our consumer base. This is a great opportunity for us to gain market share on our competitors, but this can’t be achievable without your help. We must embrace the merger and the people that will join us along with their ideas. With the new merger of the companies, I’m confident that productivity will see a significant increase and revenue will rise. As first-level managers, you are the driving force to the success of the company. You will be asked to take on more responsibility as InterClean also plans to add its service line, so additional training will be required.......

Words: 857 - Pages: 4

Interclean Assignment

...Running head: Job Analysis and Methods Job Analysis and Methods University of Phoenix Job Analysis and Methodology This paper will focus on analysis of information within the hiring process of Interclean describing job analysis methodology, the required duties the written job specifications, workforce planning system and an analysis of the best employees for this particular position. Job analysis and methods Methods The analysis methods that will be used to conduct research for the new salesperson positions in InterClean are observation, job performance, interviews, and structured questionnaires. Observation will be conducted by simply observing each worker without interference and documenting what he or she does. By performing the job with the employee first hand job performance will be conducted. Interviews will be performed to collect information about what the employee does on a daily basis and to compare what different people are saying about the job. Structured questionnaires will help to better understand the behavioral types of the employees in question. Job Duties 1. Prepare a plan for sales activities that require prioritizing for new and existing customers with the intention of achieving agreed upon business goals that include both costs and sales while managing individual time and production. 2. Arrange/perform/maintain marketing activities such as new product launches, advertising, promotions, and exhibitions to meet agreed budgets and time......

Words: 1260 - Pages: 6

Interclean Memo

...HRM 531 | InterClean, Inc. | Memo | | [Type the author name] | 6/21/2010 | InterClean-EnviroTech merger scenario memo to the three first level managers under my responsibility. It explains how a manager’s behavior can affect the productivity of his or her workers. It reviews a few employment laws, and describes best practices for working within a diverse work environment. | | InterClean, Inc. | Memo To: Supervisory Team From: Date: [ 8/9/2010 ] Re: Importance of the Behavior exhibited by managers. My fellow team members, we have a unique opportunity to show our outstanding leadership abilities during this exciting merger with EnviroTech. I am excited about you three on my team leading the way with energy unmatched by anyone else within this company. Our job is to lead the way and make this transition time smooth and seamless while still accomplishing our goal of being successful on our daily tasks of managing our sales force. It is key for us as leaders to understand how a manager’s behavior can affect the productivity of our workers. As leader we must show exemplary attitudes along with support and positive reinforcement but still hold each one of our employee’s accountable to their daily tasks. InterClean, Inc. and EnviroTech in the past have been separate companies but now come together as the leader in our industry. As we combine our teams together we will be learning new training tools to expand our knowledge and skills to be head...

Words: 891 - Pages: 4

Interclean Memorandum

...Interclean Memorandum Bertheia Gary HRM/531 August 23, 2010 Tiffany Mytty-Klein Interclean, Inc. Memorandum To: Supervisory Team From: Bertheia Gary RE: Management Behavior As you all are aware, the merger between Interclean and EnviroTech is final, and implementation of change will soon occur. There has been recent gossip and rumors about the merger. As managers, let’s be sure to continue to role model, respect and be fair to employees, and use our best practices in the work environment. Here are some quick tips and reminders to assist you while managing employees in our diverse and changing environment. In almost every organization, change is inevitable. If the manager or supervisor understands how change works, and how it affects others, work from employees will remain encouraging and productive. The most valuable asset a manager can have when involved in a change is an ability to lead. It is not uncommon for most people to fear change. With a combination of fear, instability, and uncertainty, a work environment can become chaotic. Managers must focus on subordinate’s feelings about the change and recognize and confirm those feelings of the employees. Multiple reactions may occur in any change situation. Individuals react as their needs dictate. Different people have different needs and from this a feeling of loneliness, panic and fear may arise in the workplace. Managers must be aware of discussing certain issues of the business among subordinates and not......

Words: 789 - Pages: 4


...numerous selection methods, the selection methods determined appropriate for this new sales team is a peer assessment, an interview, and recommendations. It has become necessary to create five new positions. The positions will consist of: (1) Senior Manager, (1) Sales Team Leader (3) Sales Representatives. Focusing on the talent available and the identified job descriptions a review of the available employees was performed, placing emphasis on the soft skills, which are harder to develop. It is my recommendation that for these newly created positions we hire out side of the company. It’s a great idea to consider an internal candidate for a critical position opening and compare him to the slate if outside candidates. (Tolan, 2008) InterClean is committed to being open to a diverse culture not only in terms of race, gender, or sexual orientation but in terms of knowledge, skills, attitudes, backgrounds and experience. (Javitch, 2008) Listed below are the job descriptions and qualifications needed to fill the job openings. Senior Manager Job Description The Senior Manager supports the acquisition of new buyers for these products within both the current member base as well as from the prospect community at large.  The senior manager is ultimately responsible for leading efforts to grow the base of business in the Industry and will be measured on effectiveness at achieving that target.  This activity includes identification strategic targeting of key prospects,......

Words: 2162 - Pages: 9


...Two major companies are merging into one company to provide more cleaning solutions for the healthcare industry.   InterClean and EnviroTech are the companies that are merging and the new organization needs to have a structure.   As the new strategic direction is unfolding the full-service cleaning solution will allow the business to expand into different environments.   With InterClean having the experience of products and EnviroTech having the customer satisfaction, management needs to be established.   As a midlevel sales manager it is my responsibility to organize new salespeople positions.   This summary will also be used for the hiring of new employees in the future.   The changes that need to be made are a direct reflection of the companies merging which changes the strategy for each sales team.   The following summary will include job descriptions and qualifications, a training program, evaluating employees, team performance, incentives, benefits, and compensation. Currently 10 employees hold the sales team positions from both InterClean and EnviroTech.   My selection was based on experience and knowledge.   I have selected five employees to represent my new team after the merging of both organizations.   The first selection is Shane Huck because of his experience with InterClean.   Shane has been with Interclean for the past 8 years and has trained other employees to succeed.   Shane started as an Outside Sales Representative and then became Sales manager.   He can......

Words: 312 - Pages: 2


...The InterClean- EnviroTech Merger Scenario October 19, 2010 HRM/531 The InterClean- EnviroTech Merger Scenario Job Analysis InterClean job analysis for new salesperson position sales associate with two to three years of experience and some environmental sanitation knowledge. Job duties include awareness of InterClean products, services, and practices. Each sale associate must apply the knowledge and skills to potential customers so they would consider using the company. Salesmen must evaluate each situation by managing meetings and planning with customers. Communicate with customers to establish a good foundation of trust. Organize procedure set forth by InterClean to maintain proper standards. Strive for sales initiates that are compliant with InterClean and customers. Document all activity for services rendered and active participants. Acknowledge customer relationships to help make them comfortable using company products and services. Well-honed communication skills that reflect the company’s ability to accommodate at many levels of intelligence. Must have a high school diploma, bachelor’s degree in marketing, finance, business or any related field. Maintain achievable goals, responsibilities and duties that are under guidelines of InterClean. Communicate routinely with customers and them activity. Finalize sales records all final activities involving the company and customers relations. Must be able to use Microsoft office program, Windows OS and bookkeeping......

Words: 989 - Pages: 4

Interclean Management

...Interclean Management Plan Gwenette Bradley University of Phoenix HRM/531 December 8, 2010 Foy Wallace InterClean Management Plan Now that we have merged we needed to come up with a new management program. This program will help the new employees get accustomed to the new working environment. It will lay out how and when feedback is given. It will help employees to better themselves and know if and how they can progress through the new company. Here is the plan laid out please let me know if you have any questions. Feedback: I will be using Constructive Feedback. We will provide constructive feedback to employees which will be specific to the employee. We will do it semiannually. Most people want to do a good job, and they want to know how their performance is perceived by supervisors. As a manager I owe my employees recognition, when they do a good job and I will provide them with suggestions for improvement when opportunities present themselves. I think making the most out of employee assessment opportunities will be a powerful tool to help motivate my employees. How Can Employees Reach a Higher Level of Performance? Here the employees will have opportunities to reach a higher level of performance. Here we are devoted to helping develop the talents of our management staff. Doing this will help the managers educate their sales team in a way that is consistent with the new company’s expectations. Gaining skills as a sales person it is up to the sales......

Words: 733 - Pages: 3

Interclean Memo

...| | Management Behavior | HRM/531 | 11/15/2010 | November 15, 2010 MEMO TO: InterClean Supervisory Team RE: Management behavior Introduction Upon upcoming changes to InterClean, I am writing this memo to express the importance of managerial behavior. As a midlevel InterClean sales manager it is my responsibility to stress and highlight key points of effective and professional ways a manager should behave. Issues I would like to address include the impact of management behavior on productivity, management actions regarding employment laws, and best practices for working in a diverse environment. As InterClean has acquired one of our major competitors EnviroTech, management will begin integration efforts immediately. With two successful businesses in the cleaning and sanitation industry coming together may create unnecessary problems. I would like to promote important managerial skills and successful ways to handle these changes to create a healthy work environment and achievement among employees. Impact of Management Behavior on Productivity With InterClean’s domestic market dominance and EnviroTech’s service expertise, the company plans to meet sales goals next year. This is great news for our sanitation company as it will increase profit by 40 percent. More than 60 EnviroTech sales staff and operations specialists will be merging into the InterClean structure in the next four months and it will be our responsibility to show adequate managerial......

Words: 1011 - Pages: 5

The Polar Bears (2012) 5/10 | Nhạc rap, hiphop | Tactik saison 2 épisode 28