Question

Please review the following scenario and place yourself in the position of the new Human Resource Manager for Acme Manufacturing. Once you understand the circumstances of the problems in this organization, please respond to the questions that the General Manager has posed.

Scenario: You just started work as the new Human Resources Manager for Acme Manufacturing, a Fortune 1,000 company. The job was vacant for 6 months prior to your hiring. You have wondered about this, especially since reading about employee harassment incidents and fights recently in the news.

The General Manager (GM) calls you into his office the minute you arrive. He shuts the door after saying a quick word of welcome and begins to tell you about an incident that happened last week that needs your immediate attention. The company's manufacturing operation runs three shifts of production workers so that the plant is operating 24/7. Over the past 6 months, hostilities have arisen between employees on the third and first shifts. What started out as jeering and criticisms by the first shift, claiming they have to clean up the mess and complete all of the work left undone by the third shift, has escalated to physical confrontations and altercations. Although the GM says that aggressive bantering back and forth is common for shift workers in manufacturing, he admits that he is worried about further violent escalation. The GM says he needs your help.

• Where do you think that this evaluation should begin? In your reply, explain your reasoning.
• Explain the different levels of disciplinary actions that will be used for the Acme Manufacturing Company. Your reply should include the levels of discipline and 1 example of a disciplinary action for each level.
• How would you determine the disciplinary action appropriate for the employees involved in this scenario? Your response should include your reasoning.
• Why would you draft policies and procedures associated with disciplinary actions for the workplace? Provide a minimum of 2 reasons in your response.
• How would you ensure that the entire workforce is trained on these new policies and procedures? Provide 1 example in your response.

Write a 5–7-page memo to the GM that provides your responses to his questions above. Be sure to cite any references used in proper APA format.

Answer 1

To: The General Manager (GM)

From: Human Resource Manager

CC: Managment

Date: xx / xx / xxxx

Re: Employee Misconduct Concerns

Scenario: You have just started work as the new Human Resources Manager for Acme Manufacturing, a Fortune 1,000 company. The job has been vacant for six months now. You’ve been wondering about this, especially since reading about employee harassment incidents and fights recently in the news.

I would like to address a way the power plant can reduce gases and particulates emitted by the power plant, by using cap and trade. Cap and trade would be the most environmentally friendly to help reduce gases and particulates emitted. It is also most economical and sensible approach to controlling emissions. The cap and trade is a pollution policy tool that sets mandatory cap limits on emissions to assist with reducing the amount of pollution released into the environment

The trade aspect would help this company innovate in order to meet, or come in under, the allocated limit. This occurs by transferring or trading permits. When the power plant needs additional room for pollution and need to trade permits with another firm, this would cost the power plant and would affect the total profit. This is not a bad thing because it gives the power plant additional leeway, while you attempt to reduce the pollution and remain under the cap limits. In a few years the power plant will be able to recoup the cost it sent for the additional room once they are below the cap by offering other firms the opportunity to purchase your permit, which is considered “trading” .

Workplace violence or even the rumor of such an occurrence is no laughing matter in business and is not something to be taken lightly. This situation investigates an issue that occurs in numerous work circumstances with various organizations. The situation being referred to has likely stayed open for a lengthy period of time since it is hard to discover a proficient HR applicant that have the expertise to handle the problems related with this current organization's specialists. I however am that such HR individual. The United States has encountered a few occurrences of work put viciousness that has prompted a few passing and genuine wounds. In case of a genuine frequency of work environment viciousness, organization administrators may get themselves subject to both the loss of their activity and lawful risk. Sir this report will give you a detailed actions on how to handle this delicate situation.

Boss concerning the employee who brought the firearm to work, your first step will be to determine if the company's employee handbook clearly states that weapons are not allowed on company property. Contingent upon the wording in the representative handbook, this worker might be liable to genuine denounce, as far as possible up to release. The reprove discipline may incorporate lessening in work hours, or finish suspension for a period. It would be ideal if you read the reference I gave about laws concerning weapons in the work environment. There are a few laws that permit guns in a representative's auto in the parking garage, yet there are arrangements in the law for businesses to boycott guns in the organization's building. My test as the new HR proficient is to decide reality of what occurred with the gun. If it's not too much trouble recollect that making a move later is some of the time exceptionally hard to seek after. Another arrangement of steps that must take after is to diffuse the strains that are building. We don't need a displeased representative to bring a gun from home and start arbitrarily shooting individuals as a result of the repressed outrage this circumstance is making. I don't think a gathering meeting is dependably the best approach. This organization does not have any desire to encourage disappointed laborers having the chance to yell at each other. It may be ideally serviced by chatting with little gatherings in painstakingly composed sessions.

In regards to drafting policies and procedures that could be used in the guidance and performance management of the shift workers. Compelling execution administration does not get through a straightforward recipe. I as the Human Resources Manager am not going to have the capacity to achieve this assignment without anyone else. I am will need to encircle myself with a quality group of human asset experts. I can't push ahead with an endeavor of this greatness unless I secure from the organization administration, otherwise known as you Sir, adequate time and specialist to work out an arrangement that will bring this current organization's generation issues under control. Incorporated into this procedure, is the advancement of an entire comprehension of what the organization is endeavoring to achieve, a comprehension of the items being created, a comprehension of the capabilities of the specialists, and a comprehension of the assembling capacities of the organization. I potentially may need to achieve a SWOT examination.

Now on to the third topic you wished for me to approach, developing performance standards for the shift workers, identifying appropriate methods of performance appraisal, and developing appropriate training to help get them back on track. There are a few factors under thought in this issue. We should begin with planning work shifts. The American specialist is exceptionally touchy about his or her work routine. Individuals have lives outside of the work environment, and numerous businesses overlook this. This might be an issue in the representative quarrels. A few people feel the outright should be on the day move, and a few people truly improve during the evening. This all must be resolved as fast as could be expected under the circumstances. In any case, each move must have unmistakably characterized desires. Each move's pioneers must be considered responsible for guaranteeing the normal work duties are finished with the goal that incomplete work isn't sloughed off to the following movement. Specialists expect every individual or group to convey their offer of the workload. I have furnished the organization with a detail reference on execution examination. The key thing to recollect is that laborers hope to be perceived for their execution. Inability to perceive representatives will breed disappointment. At the point when the organization starts to consider preparing, we should recollect that preparation can't be rushed. It requires investment to figure out what preparing must be refined, it sets aside opportunity to plan workers for the required classes, and every representative must have time off the mechanical production system to go to the classes. At long last, it is basic that preparation be recorded legitimately. There are necessities for repeating preparing. Preparing prerequisites incorporate those forced by Federal offices, for example, OSHA, and state administrative organizations. It may be advantageous to take some time and Google OSHA wellbeing prerequisites for this kind of assembling activity.

     Sir I sincerely hope that I have provided you with enough information and references to effectively make an action plan as to how we can get rid of the problems here at the company. Workplace violence and morale is a serious issue. If you have any questions please do not hesitate to pull me into your office. I look forward to many more years of helping this company and to being your HR rep.

References:

Pulakos, E. D. (2004). Performance management. SHRM Foundation Effective Practices Guidelines.

Weeden, K. A. (2005). Is there a flexiglass ceiling? Flexible work arrangements and wages in the United States. Social Science Research, 34(2), 454-482.

Lunenburg, F. C. (2012). Performance appraisal: Methods and rating errors. International journal of scholarly academic intellectual diversity, 14(1), 1-9.