Department Manager - HR Case Study - 1 - Business Finance
Please see the attachments for all the info. USE this RUBRIC to check your responses to the three requirements. This RUBRIC will be used to assess responses to HR Case Study #1 requirements.USE this Word document TEMPLATE to present responses to the Process Refinement Department MANGERS requirement. DO NOT delete the requirements from the TEMPLATE. Following a requirement, present a response.
case_study.pdf
case_study_requirements.pdf
template.docx
rubric.docx
Unformatted Attachment Preview
MGMT 5309: Human Resource Management
HR Case Study #1
Creating Change and Implementing Strategy within
the Operations Division, Alfa Chemical
1
Creating Change and Implementing Strategy within the Operations Division, Alfa Chemical
This HR Case Study covers chapters 1, 2, 3, 4, 5, 6, 7, and 8 (Noe et al., 2019) as
discussed in video PowerPoint lectures in session tabs 1, 2, 3, and 4.
HR Case Study Background
Alfa Chemical is a large-scale company located in Huston, Texas. The Company consists
of five divisions: 1) Marketing, 2) Logistics, 3) Operations, 4) Finance, and 5) Human Resource
Management. The Company produces Phosphate and Sulphur chemicals and sells its products
at a global level to numerous companies in several different industries.
Within the chemical production industry, the market conditions experienced several
significant changes. In the global market, China moved into the number one producer of
Phosphate and Sulphur, which placed competitive pressure on Alfa Chemical. Within the U. S.,
several political-legal changes occurred. Both the Federal and Texas State governments eased
EPA regulation in the chemical industry, which benefited Alfa Chemical. Moreover, the Texas
Supreme Court addressed the employment status of “gig” workers. The court rendered a
decision that certain “gig” workers1 classification must change to a “full-time” employee status.
This court decision required Alfa Chemical to address the classification of certain employee
groups. Lastly, the Equal Opportunity Commission issued several new guidelines concerning
sexual harassment in the workplace. These new guidelines required senior leadership and HRM
to address the new guidelines and document the training of managers, supervisors, and frontline employees on the new sexual harassment guidelines.
However, the greatest impact to Alfa Chemical came from a shift in customer
preferences. Customers now preferred a higher quality of processed Phosphates and Sulphur
chemicals. This shift in customer preference caused Alfa Chemical to experience a 15\%
reduction in global orders. This drop-in sale came as a direct result of actions taken by rivals,
who upgraded their production processes with new technology. The new technology improved
the quality process output of Phosphate and Sulphur chemicals. Recent advancements in
1
Gig Worker: a gig worker is an individual working in a business, who is outside of traditional, long-term employeremployee relationships, performing independent income-earning activities.
2
chemical process technology now provide Alfa Chemical with an opportunity to upgrade its
chemical process operations with the latest technology.
These changes in the market and customers’ quality preference demanded that Alfa
Chemical assess the effectiveness of its current business model. The CEO assembled the
Company’s strategic leadership team (SLT). The SLT comprised the five division directors.
The SLT analyzed the effectiveness of the current business model. Their analysis
determined the current business model to be ineffective and suggested the development of a
new business strategy. The SLT recommended a strategic direction that focused on separating
the Company from its rivals by integrating new technology capable of producing a higher
quality chemical product.
The CEO agreed with the strategic direction recommended by the SLT. Additionally, the
CEO believed that the integration of the new technology within the Operations Division
processes, specifically the Process Refinement Department, would produce the output quality
customers desired. This improved output quality would create growth by attractive previous
customers as well as new customers. The potential of this growth would place the Company as
a leader in its competitive market. Finally, this new technology would address two internal
Operation Division weaknesses: 1) improve product quality, and 2) reduce production costs.
Additionally, the CEO sought to achieve a competitive advantage through improved
performance both at the organizational level [departments] and at the individual levels
[employees]. He believed that department managers and front-line supervisors were key to the
success of implementing the Company’s strategy. To successfully implement the Company’s
strategy, department managers and front-line supervisors would assume a new role of jobperformance coaches. This new role of job-performance coaches would create a company
workforce culture focused on positive employee-relations, sharing of knowledge, and
promoting continual learning and development opportunities. Additionally, as jobperformance coaches, department managers and front-line supervisors would develop highperformance work systems (HPWS) with engaged employees. To this end, managers and frontline supervisors must learn the skillsets essential to perform as job-performance coaches
effectively.
3
To create change and implement the Company’s strategic direction, the CEO formulated
the Company’s strategic vision and identified four Strategic Goals (SG) with one Critical Success
Factors2 (CSF) for each strategic goal that supported the strategic vision.
The CEO stated: I envision a Company that meets customers’ expectation by producing
the highest quality Phosphate and Sulphur chemicals. To this end, I envision leaders partnering
with employees and encouraging employees’ engagement. To this end, I envision a Company
with a positive, productive work climate which becomes the Company’s “employer brand” and
our brand attracts and retains talented employees.
To accomplish this strategic vision, the CEO identified four strategic goals with one
critical success factor (CSF) for each goal.
1. Strategic Goal (SG1) 1: Within one year, achieve and sustain a production output level of
10 tons of Phosphate and Sulphur chemicals with a 99.1\% quality rating per production
cycle. SG1-Critical Success Factor 1 (CSF 1): Logistics, Operations, and HRM Division plan
and conduct a seamless integration of the Computer Integrated Manufacturing (CIM)
technology and the Manufacturing Requirements Planning Process (MRPP) technology
into the Operations Division Process Refinement Department work processes. The success
of this integration also requires coordination and cooperation with specialized activities
within the Marketing and Human Resource Management Divisions.
2. Strategic Goal (SG2) 2: Create a work climate that encourages and engages employees
and promotes continued workforce performance development. SG2- Critical Success
Factor 2 (CSF2): Managers and supervisors develop competencies as employee jobperformance coaches. As employee job-performance coaches, managers and supervisors
will coach front-line employees’ performance to effectively employ the new technology
while encouraging employee involvement and engagement.
3. Strategic Goal (SG3) 3: Create high-performance work systems throughout the Company
and builds a positive employer brand that attracts and retains talent. SG3-Critical Success
2
Critical Success Factor (CSF): is a management term that identifies essential areas of activity that are linked to
and affect the success of goals, projects, or mission. CSFs receive constant and careful attention from
management.
4
Factor 3 (CSF3): Promote the engagement of front-line employees through a top-down,
bottom-up two-way communication approach, which allows for employees to take an
active role in job-related decision-making and providing innovative ideas to improve
production.
4. Strategic Goal (SG4) 4: Build a company structure and develop an employee culture that
quickly adapts to changing market conditions to remain competitive. SG4-Critical Success
Factor 4 (CSF4): Develop an adaptive organizational structure and an adaptive
organizational culture through continuous performance improvement, learning, and
knowledge sharing.
With these four Strategic Goals (SG), and the four Critical Success Factors (CSF), the CEO
next expressed concerns about creating the structure and employee performance changes
needed to implement the new business strategy. The CEO continues with these comments:
As a Strategic Leadership Team, you collectively developed an effective strategy that
affords Alfa Chemical with the potential for overcoming our rivals in the market. To achieve this
potential, we must quickly integrate the new technology into the Company’s structure [work
processes and jobs]. Concurrently, while incorporating the new technology, managers,
supervisors, and employees must develop respective performance competencies to employ the
new technology. We face the challenge of successfully implementing our strategy.
I recently read a book, titled: The Execution Premium, by Robert Kaplan and David
Norton. I learned something I believe is significant as we implement our strategy. Kaplan and
Norton reported that of the 500 businesses they studied, 90\% of those businesses failed at
implementing strategy. These businesses failed because their employees, senior managers,
managers, supervisors, technicians, and front-line employees, lacked performance competencies
to implement their strategy. Additionally, Kaplan and Norton found that most businesses did
not establish a formal monitoring system to assess the implementation of their strategy
adequately.
What I found most disturbing in their findings was that more than 70\% of these
businesses did not establish a performance management system link to strategic goals and that
these same businesses did not link incentive compensation to strategic goals. Finally, Kaplan
5
and Norton found that fewer than 10\% of employees within these businesses understood their
Company’s strategy and strategic goals. It is clear to me that we will fail at implementing our
strategy if employees do not understand our strategy, if employees do not develop essential
performance competencies, if management does not develop a performance management
system, and if critical performance activities and performance incentives are not aligned with
our strategic goals. I see two divisions crucial to the successful implementation of our strategy:
The Operations Division and the Human Resource Management Division.
The Operations Division is central to this company’s purpose. The Operations Division
receives new technology. The integration of this new technology must be seamless.
Additionally, the three Department Managers and their department’s Supervisors within the
Operations Division must develop the skillsets to perform the role of employee job-performance
coaches.
The Human Resource Management Division must develop HR initiative and policies
focused on 1) re-designing work process structure that integrate the new technology into the
Process Refinement Department; 2) recruit qualified candidates to fill new job positions within
the Process Refinement Department; 3) develop training programs for managers, supervisors,
and front-line employees to effectively employ the new technology; 4) develop training
programs for department managers and supervisors to develop the skillsets to perform as jobperformance coaches; 5) develop a formal performance management system and performance
incentive system linked to strategic goals and 6) developing a talent management strategy
aimed at attracting, retaining, motivating, and developing talented employees.
The CEO identified that central to the successful implementation of the new business
strategy resided in the Operations Division. SG1 and CSF1 require a smooth integration into the
Operations Division workflow processes of the capabilities of new technology in achieving and
sustaining the production cycle output goals. The CEO believes that the new technology
addresses two internal weaknesses within Operations Division: 1) improve production quality
output and 2) reduce production costs. By successfully addressing these two weaknesses, Alfa
Chemical poises itself to create growth opportunities in the form of capturing previous
customers as well as attract new customers.
6
Finally, the CEO believes the Company can achieve a competitive advantage by
continually improving employees’ performance at all levels. He believes that job-performance
coaching directly influences performance improvements of employees continually.
Additionally, coaching employees will accomplish three crucial tasks: 1) coaches will
communicate how performance is linked to strategic goals, 2) coaches provide timely feedback
in improving the performance of front-line employees towards strategic goals, and 3) coaches
will solicit feedback from employees. As job-performance coaches, department managers and
supervisors link employees’ performance to strategic goals. The CEO also believes that
coaching performance and seeking employees’ input through two-way communications will
create a positive work climate. This positive work climate centers on valuing employees’ input
which will foster employee engagement. To this end and to enhance employees’ performance
towards strategic goals, the CEO approved the use of performance incentives.
The smooth integration of new technology and developing employees’ competency to
use the new technology requires a partnership with the Director of Operations and the Director
of Human Resource Management. The new technology will revise the workflow structure
within the Process Refinement Department (PFD) and created a new job titled of Chemical
Process Technician with 15 positions. figure 1 shows the previous workflow structure in the
Process Refinement Department. Figure 2 shows the restructured workflow process in the
Process Refinement Department after the integration of new technology.
7
To support this partnership, the Director of HRM placed an HR Business Partner with the
Operations Division. The CEO wants the Process Refinement Department (PRD) Manager and
the HR Business Partner to collaborate respective knowledge to cause a smooth transition to
the new technology. With the new technology, the CEO wants current and new employees in
the PRD to develop the competencies necessary to optimize the capabilities of the technology
as quickly as possible.
With regards to SG2 and CSF2, the CEO believes that effective implementation also
requires that managers and supervisors in all divisions within Alfa Chemical engage employees
in a planned change process3. Within a planned change process, the CEO expressed the
importance of managers and supervisors performing effectively in their new leadership roles as
employee job-performance coaches.
The CEO stated: Employee coaching in Alfa Chemical well be focused on improving each
employee’s performance against specific Key Performance Indicators4 (KPI) linked to CSFs that
are linked to SGs. Employee coaching will also focus on performance management, talent
management, and talent retention. Our managers will no longer act in an authoritarian manner
but will collaborate with their employees by identifying, targeting, and developing performance
through individual development plans (IDP)5 focused on KPIs. Additionally, as employee
coaches, managers and supervisors will coach both for performance improvement and
employee engagement.
With regards to SG3 and CSF3, the CEO provides these comments: Managers and
supervisors that focus on coaching employees’ performance will accomplish two important
tasks; first, the coaching will build trusting relationships with employees. This trusting
3
Planned Change Process: A planned change process is typically a plan with specific steps that change an
organization’s structure and employees’ competencies required to implement a strategy. A change process also
incorporates a means to evaluate the progress of change.
4
Key Performance Indicators (KPI): A quantifiable measurement approach used to evaluate the success of an
organization’s workflow processes and employees’ performance towards an organization’s strategic goals or
objectives.
5
Individual Development Plan (IDP): IDP is a tool to assist employees in career and personal development. The
primary purpose of the IDP is to identify development goals and activities and resources to achieve development
goals. Supervisors use the IDP to improve an employee’s current job performance.
8
relationship helps employees understand and support performance improvements for Alfa
Chemical and directs performance that successfully implements our strategy. Second, employee
coaching will lay the foundation for building a positive work climate. A positive work climate
within Alfa Chemical will encourage employees to take an active role in job-related decisionmaking and providing innovative ideas to improve operations further. This area is an untapped
resource within the Company.
With regards to SG4 and CSF4, the CEO provides these comments: Essential for the
success of Alpha Chemical strategy is creating a Company culture that can quickly adapt to
changing market conditions. As the foundation of our strategy is creating a positive work
climate where management and employees work as partners. This partnership must be built
upon trust and mutual respect. From a partnership of trust and mutual respect, we will create a
culture that in partnership work to adapt to changing market conditions. Company leadership,
through job-performance coaching and two-way communication, we will build an adaptive,
learning culture.
Before concluding the SLT meeting, the CEO directed the Director of Operations and the
Director of Human Resource Management to develop their respective Division’s Strategic Goals
(SG) and Critical Success Factor (CSF) that support the Company’s strategic goals.
To this end, the Director of the Operations Division developed the following three
Strategic Goals with three Critical Success Factors in support of Alpha Chemical’s strategic goals:
1. OD Strategic Goal #1 (OD-SG#1): The three chemical departments (Sorting,
Purification, and Refinement) integrate new technology and achieve and sustain an
output per production cycle of 10 tons of chemical at a 99.1\% quality standard. ODCSF 1: In each department, manages will facilitate a smooth integration into the
Operations Division work processes of the Computer Integrated Manufacturing (CIM)
technology and the Manufacturing Requirements Planning Process (MRPP)
technologies. Essential with this smooth integration is effective coordination and
collaboration with the HRM division.
2. OD Strategic Goal #2 (OD-SG#2): Collaborate with HRM in the process of selecting
qualified new employees in the Process Refinement Department and train new
9
employees to the competency level needed to achieve and sustain an output per
production cycle of 10 tons of chemical at a 99.1\% quality standard. CSF 2: Key to
successfully implementing the new technology will be the screening and selection of
qualified employees. The new technology will require a revision of workflow through
the three departments. The revised workflow will require the integration of new jobs
and trained employees to perform in the new jobs.
3. OD Strategic Goal #3 (OD-SG#3): Department Managers and Supervisors develop the
competencies to effectively coach and engage department employees to achieve and
sustain an output per production cycle of 10 tons of chemical at a 99.1\% quality
standard. CSF 3: Managers and supervisors will develop and implement the skillsets
necessary to perform as job-performance coaches for employees’ performance in their
new job. Managers will use Key Performance Indicators (KPI) within the three CSFs to
coach the required performance necessary to implement the business strategy.
The diagram provided below shows the workflow configuration of the three departments
(Sorting, Purification, and Refinement) within the Operations Division.
The Director of the Human Resource Management developed the following four
Strategic Goals with four Critica ...
Purchase answer to see full
attachment
CATEGORIES
Economics
Nursing
Applied Sciences
Psychology
Science
Management
Computer Science
Human Resource Management
Accounting
Information Systems
English
Anatomy
Operations Management
Sociology
Literature
Education
Business & Finance
Marketing
Engineering
Statistics
Biology
Political Science
Reading
History
Financial markets
Philosophy
Mathematics
Law
Criminal
Architecture and Design
Government
Social Science
World history
Chemistry
Humanities
Business Finance
Writing
Programming
Telecommunications Engineering
Geography
Physics
Spanish
ach
e. Embedded Entrepreneurship
f. Three Social Entrepreneurship Models
g. Social-Founder Identity
h. Micros-enterprise Development
Outcomes
Subset 2. Indigenous Entrepreneurship Approaches (Outside of Canada)
a. Indigenous Australian Entrepreneurs Exami
Calculus
(people influence of
others) processes that you perceived occurs in this specific Institution Select one of the forms of stratification highlighted (focus on inter the intersectionalities
of these three) to reflect and analyze the potential ways these (
American history
Pharmacology
Ancient history
. Also
Numerical analysis
Environmental science
Electrical Engineering
Precalculus
Physiology
Civil Engineering
Electronic Engineering
ness Horizons
Algebra
Geology
Physical chemistry
nt
When considering both O
lassrooms
Civil
Probability
ions
Identify a specific consumer product that you or your family have used for quite some time. This might be a branded smartphone (if you have used several versions over the years)
or the court to consider in its deliberations. Locard’s exchange principle argues that during the commission of a crime
Chemical Engineering
Ecology
aragraphs (meaning 25 sentences or more). Your assignment may be more than 5 paragraphs but not less.
INSTRUCTIONS:
To access the FNU Online Library for journals and articles you can go the FNU library link here:
https://www.fnu.edu/library/
In order to
n that draws upon the theoretical reading to explain and contextualize the design choices. Be sure to directly quote or paraphrase the reading
ce to the vaccine. Your campaign must educate and inform the audience on the benefits but also create for safe and open dialogue. A key metric of your campaign will be the direct increase in numbers.
Key outcomes: The approach that you take must be clear
Mechanical Engineering
Organic chemistry
Geometry
nment
Topic
You will need to pick one topic for your project (5 pts)
Literature search
You will need to perform a literature search for your topic
Geophysics
you been involved with a company doing a redesign of business processes
Communication on Customer Relations. Discuss how two-way communication on social media channels impacts businesses both positively and negatively. Provide any personal examples from your experience
od pressure and hypertension via a community-wide intervention that targets the problem across the lifespan (i.e. includes all ages).
Develop a community-wide intervention to reduce elevated blood pressure and hypertension in the State of Alabama that in
in body of the report
Conclusions
References (8 References Minimum)
*** Words count = 2000 words.
*** In-Text Citations and References using Harvard style.
*** In Task section I’ve chose (Economic issues in overseas contracting)"
Electromagnetism
w or quality improvement; it was just all part of good nursing care. The goal for quality improvement is to monitor patient outcomes using statistics for comparison to standards of care for different diseases
e a 1 to 2 slide Microsoft PowerPoint presentation on the different models of case management. Include speaker notes... .....Describe three different models of case management.
visual representations of information. They can include numbers
SSAY
ame workbook for all 3 milestones. You do not need to download a new copy for Milestones 2 or 3. When you submit Milestone 3
pages):
Provide a description of an existing intervention in Canada
making the appropriate buying decisions in an ethical and professional manner.
Topic: Purchasing and Technology
You read about blockchain ledger technology. Now do some additional research out on the Internet and share your URL with the rest of the class
be aware of which features their competitors are opting to include so the product development teams can design similar or enhanced features to attract more of the market. The more unique
low (The Top Health Industry Trends to Watch in 2015) to assist you with this discussion.
https://youtu.be/fRym_jyuBc0
Next year the $2.8 trillion U.S. healthcare industry will finally begin to look and feel more like the rest of the business wo
evidence-based primary care curriculum. Throughout your nurse practitioner program
Vignette
Understanding Gender Fluidity
Providing Inclusive Quality Care
Affirming Clinical Encounters
Conclusion
References
Nurse Practitioner Knowledge
Mechanics
and word limit is unit as a guide only.
The assessment may be re-attempted on two further occasions (maximum three attempts in total). All assessments must be resubmitted 3 days within receiving your unsatisfactory grade. You must clearly indicate “Re-su
Trigonometry
Article writing
Other
5. June 29
After the components sending to the manufacturing house
1. In 1972 the Furman v. Georgia case resulted in a decision that would put action into motion. Furman was originally sentenced to death because of a murder he committed in Georgia but the court debated whether or not this was a violation of his 8th amend
One of the first conflicts that would need to be investigated would be whether the human service professional followed the responsibility to client ethical standard. While developing a relationship with client it is important to clarify that if danger or
Ethical behavior is a critical topic in the workplace because the impact of it can make or break a business
No matter which type of health care organization
With a direct sale
During the pandemic
Computers are being used to monitor the spread of outbreaks in different areas of the world and with this record
3. Furman v. Georgia is a U.S Supreme Court case that resolves around the Eighth Amendments ban on cruel and unsual punishment in death penalty cases. The Furman v. Georgia case was based on Furman being convicted of murder in Georgia. Furman was caught i
One major ethical conflict that may arise in my investigation is the Responsibility to Client in both Standard 3 and Standard 4 of the Ethical Standards for Human Service Professionals (2015). Making sure we do not disclose information without consent ev
4. Identify two examples of real world problems that you have observed in your personal
Summary & Evaluation: Reference & 188. Academic Search Ultimate
Ethics
We can mention at least one example of how the violation of ethical standards can be prevented. Many organizations promote ethical self-regulation by creating moral codes to help direct their business activities
*DDB is used for the first three years
For example
The inbound logistics for William Instrument refer to purchase components from various electronic firms. During the purchase process William need to consider the quality and price of the components. In this case
4. A U.S. Supreme Court case known as Furman v. Georgia (1972) is a landmark case that involved Eighth Amendment’s ban of unusual and cruel punishment in death penalty cases (Furman v. Georgia (1972)
With covid coming into place
In my opinion
with
Not necessarily all home buyers are the same! When you choose to work with we buy ugly houses Baltimore & nationwide USA
The ability to view ourselves from an unbiased perspective allows us to critically assess our personal strengths and weaknesses. This is an important step in the process of finding the right resources for our personal learning style. Ego and pride can be
· By Day 1 of this week
While you must form your answers to the questions below from our assigned reading material
CliftonLarsonAllen LLP (2013)
5 The family dynamic is awkward at first since the most outgoing and straight forward person in the family in Linda
Urien
The most important benefit of my statistical analysis would be the accuracy with which I interpret the data. The greatest obstacle
From a similar but larger point of view
4 In order to get the entire family to come back for another session I would suggest coming in on a day the restaurant is not open
When seeking to identify a patient’s health condition
After viewing the you tube videos on prayer
Your paper must be at least two pages in length (not counting the title and reference pages)
The word assimilate is negative to me. I believe everyone should learn about a country that they are going to live in. It doesnt mean that they have to believe that everything in America is better than where they came from. It means that they care enough
Data collection
Single Subject Chris is a social worker in a geriatric case management program located in a midsize Northeastern town. She has an MSW and is part of a team of case managers that likes to continuously improve on its practice. The team is currently using an
I would start off with Linda on repeating her options for the child and going over what she is feeling with each option. I would want to find out what she is afraid of. I would avoid asking her any “why” questions because I want her to be in the here an
Summarize the advantages and disadvantages of using an Internet site as means of collecting data for psychological research (Comp 2.1) 25.0\% Summarization of the advantages and disadvantages of using an Internet site as means of collecting data for psych
Identify the type of research used in a chosen study
Compose a 1
Optics
effect relationship becomes more difficult—as the researcher cannot enact total control of another person even in an experimental environment. Social workers serve clients in highly complex real-world environments. Clients often implement recommended inte
I think knowing more about you will allow you to be able to choose the right resources
Be 4 pages in length
soft MB-920 dumps review and documentation and high-quality listing pdf MB-920 braindumps also recommended and approved by Microsoft experts. The practical test
g
One thing you will need to do in college is learn how to find and use references. References support your ideas. College-level work must be supported by research. You are expected to do that for this paper. You will research
Elaborate on any potential confounds or ethical concerns while participating in the psychological study 20.0\% Elaboration on any potential confounds or ethical concerns while participating in the psychological study is missing. Elaboration on any potenti
3 The first thing I would do in the family’s first session is develop a genogram of the family to get an idea of all the individuals who play a major role in Linda’s life. After establishing where each member is in relation to the family
A Health in All Policies approach
Note: The requirements outlined below correspond to the grading criteria in the scoring guide. At a minimum
Chen
Read Connecting Communities and Complexity: A Case Study in Creating the Conditions for Transformational Change
Read Reflections on Cultural Humility
Read A Basic Guide to ABCD Community Organizing
Use the bolded black section and sub-section titles below to organize your paper. For each section
Losinski forwarded the article on a priority basis to Mary Scott
Losinksi wanted details on use of the ED at CGH. He asked the administrative resident