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Running head: ACME MANUFACTURING HRM POLICIES Topic: Acme Manufacturing HRM Policies Student name: Instructor name: Course name: Date: Acme Manufacturing HRM Policies 2 Table of Contents Disciplinary action .......................................................................................................................... 3 Verbal Reprimand ....................................................................................................................... 3 Written Reprimand ...................................................................................................................... 4 Disciplinary Suspension .............................................................................................................. 4 Non - Disciplinary Suspension ................................................................................................ 5 Dismissal ..................................................................................................................................... 5 Motivational alternatives ............................................................................................................. 5 Creating code of conduct ......................................................................................................... 6 Leading by example................................................................................................................. 6 Reinforcing consequences ....................................................................................................... 6 Show Employees Appreciation ............................................................................................... 6 Create Checks and Balances .................................................................................................... 7 Hire for Values ........................................................................................................................ 7 Policies and procedures................................................................................................................... 7 Shift trading policies ................................................................................................................... 7 Match skillsets ............................................................................................................................. 8 Online schedulers ........................................................................................................................ 8 Preventing shift overlap .............................................................................................................. 8 Effective shift swap management ............................................................................................... 9 Shift workers performance standard ........................................................................................... 9 Collecting feedback 360-degree ................................................................................................ 10 Service productivity measurement ............................................................................................ 10 Performance appraisal for shift workers ....................................................................................... 10 Training ......................................................................................................................................... 11 References: .................................................................................................................................... 12 Acme Manufacturing HRM Policies 3 Workplace disciplinary actions allow the human resource personnel rectify the conduct of employs and behavioral deficiencies in various departments. The human resource in conjunction with other stakeholders might use the opportunities to formulate policies and strengthen existing rules that guide the behavior of employees in the workplace. The discipline measures don’t intend to punish individuals, however, they ought to rectify the behavior of individuals within the company. Employees don’t have to get embarrassed or punished by the methods. The report outlines measures that Acme Manufacturing could use in solving human resource issues and enhance discipline within the company. Persistent unacceptable behavior must not get tolerated by the management especially if the employees don’t take reprimand and make up for their faults. The employees that engage in different irresponsive behavior must get punished and disciplined accordingly. According to Armstrong, and Armstrong, (2015), disciplinary actions might take different formats like suspension letters and warning letters or at worse the termination of the employment contract. The company must, however, desist from assigning the workers to engage in displeasing work or changing their working schedules and denying them holidays. Disciplinary action Verbal Reprimand The immediate supervisors ought to issue verbal reprimands to the employees involved in the altercation. The workers must get reprimanded privately and a major focus on the area of concern apart from the behavior outcome if it doesn’t get corrected. The supervisor must identify gaps between the problematic behavior and desired outcome so that they easily relate when the employee's reform. Acme Manufacturing HRM Policies 4 The workers must get an opportunity to express their side of the issue. According to Armstrong, and Armstrong, (2015), the supervisor must keenly collect information on the occurrence before making judgments. The information allows the supervisor determine the people that must get followed and the employees that must get followed. The notes help the supervisor’s memory refresh in case a similar scenario takes place. The records must get kept safely away from the employees. Written Reprimand The supervisor might issue written reprimands to the involved employees. Supervisors ought to consult with the human resource manager before writing or issuing a reprimand letter. The letter describes to the employee's future actions that could get implemented if the employee doesn’t desist from the act. The supervisor ought to arrange meetings with the employees to resolve the issues. The supervisor could collect possible information and discuss the matters that affect the departments and the employees in their shifts. The gap between the desired behavior and problematic one gets identified during the meeting. The employees must get an opportunity to explain their version of the issue while the supervisor issues letters privately. A separate copy of the letters must get stored in the employee file. Disciplinary Suspension The senior managers have the capacity to issue a disciplinary suspension to the employees. The manager must review supervisor recommendations before issuing a disciplinary suspension. The supervisor ought to give suspension recommendation once the matter gets discussed and alongside the employees involved. Employees that are part of unions must get notified to call a union representative at least 24 hours before the meeting. Acme Manufacturing HRM Policies 5 The employee suspension process must get applied progressed depending on the seriousness of the crimes committed in the company. The first suspension might last a single day and the employee is expected to revert to good behavior. However, incessant misconduct might call for at least a five-day suspension and probably a ten-day suspension. Following ten-day suspension and no change happens, dismissal might follow. Non - Disciplinary Suspension The manager might relent from suspending the workers if he or she feels that additional time is needed to conduct investigations. The employees could get ejected from the shifts and use the opportunity in conducting a thorough investigation. The suspension pending investigation must get implemented according to the Public Service Act Section 30. Dismissal The human resource managers have the power to dismiss workers if found not fit to continue serving in the company. The dismissal ought to occur after the supervisor generates a dismissal recommendation. The recommendation must come after a scrutiny into the employee’s explanation and misconduct and concluded that the employee might not change any soon. Staff members that are union members might get allowed to notify their union members so that they call them to the meeting before getting dismissed. The human resource manager might dismiss the employee once he or she reviews the recommendations from the supervisor. The employee gets submitted in a written submission. Motivational alternatives Undesired behavior between various shifts doesn’t augur with the company success. When the employees fight or quarrel the other the success capacity reduces and the company Acme Manufacturing HRM Policies 6 could apply motivational methods that enhance teamwork. The Acme manufacturing company might focus on improving the behavior of the employees rather than sending them away from the company. Creating code of conduct The human resource manager alongside the manager ought to develop a code of conduct that ensures the behaviors of the workers get controlled. The workers that contravene the rules would definitely know that they are on the wrong side of the law. The conduct code must set measures that dictate the repercussions and misbehavior within the company. Leading by example The supervisors must help the workers perform cleaning between the shifts rather than letting them quarrel. The staff members are likely to look at the staff for their actions because they believe they are good at offering the direction to their followers. The managers and supervisors ought to make ethical decisions and monitor the rest of the workers while they engage in different tasks in the company. Reinforcing consequences The business must create accountability amongst the workers and keep off undesirable behaviors. The company must formulate new rules not only when they enter the company but also when they operate. Unethical employee acts call for sanctions and immediate reprimand rather than keeping quiet. The conduct code must guide the workers and the managers on the repercussions that best suit employees and their behaviors. Show Employees Appreciation Employees that often engage in cleaning process must get appreciated and remunerated if possible. The ones that don’t feel the need to perform the work might emulate the actions in Acme Manufacturing HRM Policies 7 order to get remunerated. Loyal workers would focus on keeping the company cleans, therefore keeping an appreciative eye on the workers works in favor of the workers. The loyalty of the staff would increase and might jointly engage in the cleaning process. Create Checks and Balances Once the responsibilities placed on the hands of the workers, the management must do a follow-up on assigned tasks. The supervisor must ensure that tasks assigned get performed accordingly before workers leave the offices and shifts. Accountability must get enacted amongst all employees and duties assigned. Hire for Values The company must only hire workers that add value to the company. Individuals with educational and professional experience act differently apart from people hired for the sake. Proven skilled workers act responsively within the company even not getting monitored. The employees that add value to the company use their skills to improve the culture of the company. Policies and procedures Shift trading policies The company ought to generate policies on trading shifts thus ensuring no misunderstanding amongst workers. Darwish, (2013) argues that the policy must contain rules that control schedules posting and the manner employees apply for the open shifts. The policies must indicate no employee could trade shifts without consulting the manager. The company might deploy an automatic online scheduler. The online scheduler ensures that the employees get allocated hours fairly amongst all of them. Acme Manufacturing HRM Policies 8 The company must keep the workers empowered because they allocate their hours to work for the company. The company must keep the productivity levels at optimum while making sure they don’t dip. The supervisor must get aware of individuals working in the various shits to prevent overtime and cost overrun. Match skillsets The company must ensure that the employees get allocated exactly into the shifts that match their skills. Darwish, (2013) argues that mix-matching of skills might create issues within the company and let the workers fight amongst the other. The workers must get allocated working space tied to responsibilities they must meet at the end of the shift. Online schedulers The management and the supervisor might get control of the shifts if they install an electronic attendance system. Darwish, (2013) argues that the system operates in an automated manner and records the time that employees enter or leave the company. The system accepts or declines the shifts of the employees or those that came late for their shifts. The online scheduler gives the supervisor a summary of the activities that took place in the company which might instill behavioral change. Preventing shift overlap The supervisor must ensure that not a single shift overlaps. The company has three shifts and none should eat the other’s time. Regis, (2016) argued that the exact number of employees must arrive on time so that they replace the exact number in the system. The workers must undergo training thus making sure that they manage their shifts without the need for managers Acme Manufacturing HRM Policies 9 handling them. The supervisors must also give attention to all nitty-gritty of the shift swap thus no error occurs. Effective shift swap management The management must create a conducive environment that’s suitable for all the workers and doesn’t necessarily favor others Darwish, (2013) argues that the supervisor must allow employees to trade shifts accordingly within their departments. The management must learn to partner with their employees in shift allocation so that employees don’t suffer. The company must make sure that no single shift gets unmanned thus confusion doesn’t take place amongst the employees. The managers must arrange with the employees in the manner they expect to work rather than letting them fight or quarrel amongst themselves on petty issues. Shift workers performance standard The company management must manage the objectives properly making sure to reveal the contribution of the employee output towards the company goals. The workers deserve productivity goals then availed the necessary tools and information needed to attain the respective goals. Customized training and incentives are important in letting the workers aligned towards success. Regular noting the employee performance regularly allows the workers trained and informed on the tasks that they ought to engage. Evaluation of employees must occur at least each six months. Quantitative measurement of productivity in terms of the number of output that the workers generate in a unit of time let’s say an hour. The method might work better for the company when managing big groups and its time-saving. The outcome of the productivity might get formulated on spreadsheets. Acme Manufacturing HRM Policies 10 Collecting feedback 360-degree The workers must remit feedback to the supervisors all the time as it's part of determining their productivity. Regis, (2016) argued that feedbacks increase the interaction levels of the workers and the management. The employees must get evaluated on all pieces of work conducted. The technique yields results where the company allows the workers interact with their supervisors. The team members appraise the other rather than one from outside. Service productivity measurement The supervisor might count the number of tasks performed by the individuals on a daily basis. Service delivery might apply in determining the quality of services rendered to the customers by those in different shifts. The supervisor might record the time spent by consumers. The waiting time for customers determines the productivity levels of employees and customer retention capacity. Performance appraisal for shift workers The performance appraisal might occur in terms of the number of employees that attain the company goals. Periodic evaluation of the performance of the workers is fundamental in making sure objectives of the company get attained. For instance, Acme Manufacturing must ensure that the workers deliver to the expectations of the customers and the management. Positive and negative incidental behavior of the workers is important. Employees behave differently during critical times and the reports could help supervisors assess their performance in the long term. Negative behavior is easy to note compared to positive behavior. The supervisor must get flexible because employees get raised differently and a behavior that one Acme Manufacturing HRM Policies 11 doesn’t like might be someone’s favorite. Neutrality is paramount in appraisal in order to allow the company to grow. Training The supervisors must regularly focus on the behavior of employees and the observations discussed with the relevant people. Regis, (2016) argued that the employees could get asked to reveal methods that improve customer handling skills. The managers must lead from the front and take prompt actions on misconduct. The managers must take more time focusing on the workers to determine whether good customer relations or behavior get exhibited. Regular meetings help discuss methods of improving the employee situations. The supervisors must meet the workers regularly to rate their behavior and progress. Seeking external assistance might improve the employees in the long term by introducing people that talk to them. Acme Manufacturing HRM Policies 12 References: Armstrong, M., & Armstrong, M. (2015). Armstrong's handbook of strategic human resource management. London: Kogan Page. Armstrong, M., & Baron, A. (2013). Strategic HRM: The key to improved business performance. London: Chartered Inst. of Personnel and Development. Darwish, T. K. (2013). Strategic HRM and performance: Theory and practice. Newcastle upon Tyne: Cambridge Scholars Pub. Regis, R. (2016). Strategic human resource management and development. New Delhi: Excel Books. Truss, C., Mankin, D., & Kelliher, C. (2012). Strategic human resource management. Oxford: Oxford University Press. Acme Manufacturing HRM Policies 13
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Running head: ACME MANUFACTURING HRM POLICIES
Topic: Acme Manufacturing HRM Policies
Student name:
Instructor name:
Course name:
Date:

Acme Manufacturing HRM Policies

2

Table of Contents
Disciplinary action .......................................................................................................................... 3
Verbal Reprimand ....................................................................................................................... 3
Written Reprimand ...................................................................................................................... 4
Disciplinary Suspension .............................................................................................................. 4
Non - Disciplinary Suspension ................................................................................................ 5
Dismissal ..................................................................................................................................... 5
Motivational alternatives ............................................................................................................. 5
Creating the code of conduct ................................................................................................... 6
Leading by example................................................................................................................. 6
Reinforcing consequences ....................................................................................................... 6
Show Employees Appreciation ............................................................................................... 6
Create Checks and Balances .................................................................................................... 7
Hire for Values ........................................................................................................................ 7
Policies and procedures................................................................................................................... 7
Shift trading policies ................................................................................................................... 7
Match skillsets ............................................................................................................................. 8
Online schedulers ........................................................................................................................ 8
Preventing shift overlap .............................................................................................................. 8
Effective shift swap management ............................................................................................... 9
Shift workers performance standard ........................................................................................... 9
Collecting feedback 360-degree ................................................................................................ 10
Service productivity measurement ............................................................................................ 10
Performance appraisal for shift workers ....................................................................................... 10
Training ...............................................................................................................................


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