Question

You have recently accepted a position as Human Resource Director for Jupiter Industries, a multi-national organization operating across 5 business segments, specifically, industrial valves and controls, plastics, fire suppression equipment, electronic components, and specialized medical products. Jupiter Industries has established worldwide headquarters in Bremen, Germany, and has groups located in the Americas, Europe, Asia and Pacific Rim countries. The MENA group is the most recently formed division within the Jupiter organization, and is composed of various concentric businesses that fit into one of the five organizational business segments, all of which have been acquired over the past two years in both the Middle East region (Saudi Arabia, UAE, Oman, Bahrain, and Jordan) as well as North Africa (Egypt, Morocco, Tunisia, and Algeria). You will be working at the MENA headquarters located in Manama, Bahrain and will be responsible for all divisions located in the MENA (Middle East, North Africa) region. You will report directly to the VP of Operations in Manama, with dotted-line reporting responsibility to Chief Human Resources Officer (CHRO) in Bremen.

Specifically, you are being tasked with establishing Human Resource policy and practice in regard to strategic collaboration with divisional heads, utilizing HRIS systems in addressing areas such as recruitment and retention, training and development, performance management programs, compensation management, employee benefit programs and employee relations, including motivational programs, incentive programs, and disciplinary procedures. You will be working on policies and procedures that can be utilized throughout the region, to bring some semblance of order and uniformity in dealing with strategic HR employee programs.

After a thoughtful review of current HR programs for the region, you will prepare a report for the VP of Operations and CHRO and distribute to all division heads, formulating your HR strategic goals across all HR areas of responsibility, highlighting recommendations for improving the overall impact of these programs on talent management initiatives including attraction and retention of top talent and the methodologies used to do so.

What role do line managers play in this rolprocess? Why are coaching skills a necessary asset for line managers? How does coaching influence employee motivation and job performance?

One of your first assignments will be to address high turnover among new hires employed for less than 120 days. This is a constant source of frustration for both HR and hiring managers. How could an onboarding program help reverse this trend? Describe your plan and explain your anticipated results and outcomes

Answer 1

The onboarding program can be made in such a way that it adds value to the organization and also highlights how the company can help the employee to achieve his or her personal goals. An effective onboarding program must include the following elements=

Highlighting the values and goals of the organization= It is important for the newcomers to inform the basic philosophy and the values upheld by the firm This will help the newcomers to sync their performance with the organizational value and there will be no clash of the personal and organizational value.

Highlighting the growth opportunities= The HR managers must provide and explain the growth and career opportunities that can be gained by an employee in the organization. This will ensure that the employee remains optimistic about his career and personal growth

Focusing on self-efficacy and empowerment= HR manager must highlight how the organization provides opportunities for the employee to work with freedom and to have greater self-efficacy. Most of the employees leave the organization as they think that they don't have enough liberty while working

Encouraging the goal setting= The orientation program must focus on establishing the short term and long term goals for the newcomers as it will ensure that the employee remains focused on their goals.

I will expect that if the above elements are included in the onboarding plan, the employees will have a greater picture of the organization and they will be sure that the right opportunity for the career advancement will be provided to them. Thu the involvement and satisfaction of the newcomers will improve and it will help in reducing the turnover.