https://youtu.be/GSntNu3dYpQ?si=o_pZSAsdi0aFGXGg

Describe your decision-making framework and SMART goals developed at the onset of your employment with the organization. Break this down by Budget Performance, Wages, Benefits, Training, Programs, and any Environmental surveys that were purchased

One smart goal for the simulation was to ensure I stayed within my budget while maximizing the company's success.Staying within budget while maximizing company success requires a strategic approach that balances financial constraints with growth objectives. I achieved this by Identifying areas where costs can be reduced without sacrificing quality or productivity. This involved negotiating better terms with suppliers, streamlining processes to improve efficiency, or investing in technology that automates tasks. Also, using risk management to Assess and mitigate potential risks that could impact the company's financial performance. This includes monitoring market trends, regulatory changes, and competitive pressures to anticipate challenges and adapt proactively.Another goal I had was to minimize employee turnover, which can be challenging.Minimizing employee turnover involves creating a positive work environment where employees feel valued, engaged, and motivated to stay with the company. I did this by listening to the simulation feed every time I completed a quarter.

What could I have done to be successful with Budget Performance, Wages, Benefits, Training, Programs, and any Environmental surveys that were purchased in the case

@ Safari File Edit View History Bookmarks Window Help zoom @ & @ T Q 8 WedMay1 7:39PM @ % app6.interpretive.com @ | - - A N N alytica X @ Introduct X @ interperti X e A [ '& Relaunchtou o e ] 8 ' _ uestion Connect with Tutor works on Receive your You are to assume the newly created position of Human Resource Director for a medium-sized an expert your question solution firm with 655 employees. The firm has experienced significant expansion in the past few years; the human resources department and its functions have not kept pace with company growth. The chief executive officer (CEO) has instructed you to get the human resources department organized and build a strong HR function. You have wide latitude in this area, and the CEO has encouraged you to \"get this organization moving.\" You will want to set some ambitious, yet m to get helped ASAP realistic and quantifiable, goals for your department. Although some of the employees at your firm belong to a union, currently this has no impact on Ask one question at a your firm. At the lower job level, your workforce has both skilled and semi-skilled workers (numbering about 500). The firm has no policy on promotions and has hired into the upper levels dany = of management from the outside as well as promoted from within. Employee training is currently the responsibility of each department head and consists solely of on-the-job learning; no formal Include all relevant instruction is provided. Economic conditions in your region are good and unemployment rates information are average. Use an image to ask a question that is difficult to type 2. Enter the course Safari File Edit View History Bookmarks Window Help zoom G 8 0 0 Q Wed May 1 7:39 PM app6.interpretive.com BNLAT ashboar X G analytical x Introducti X interperti X + Human Resources Department Budget Relaunch to Last year's HR budget was $1.0 million, and nearly all of that amount was used to fund staffing needs. This year, the annual budget has been increased to $1.4 million to provide you with the extra resources you will need to strengthen the HR function. Future budget amounts will be made available as the simulation progresses. Each quarter, your remaining annual budget will be displayed in the Budget report. As in the real world, budgets are not guaranteed, and the Ask a question Connect with Tutor works on Receive your financial officer may need to modify your budget if conditions change. If so, you will be notified an expert your question solution via the Dashboard. Your yearly budget will need to cover expenses for hiring, wages, benefits, training, and HR programs. For hiring, training, and program decisions, the related expenses are charged against the budget in the period in which they are incurred, and you can adjust your decisions from quarter to quarter. Compensation decisions are handled a little differently, since they affect Pro tips to get helped ASAP results from that period on. When you add a benefit to the employee compensation package or increase wages, your budget will be charged for the additional benefit expense or wage increase Ask one question at a for that first quarter and that quarter only; in subsequent quarters, the firm will absorb these time expenses. ning, Programs, and any IS Carefully analyze your budget to ensure that you do not overspend. You might have to drop Include all relevant critical programs in the last quarter of the year if you do not have enough funds in the budget. information Dropping programs will have a negative effect on employee morale or safety, which could result in increased turnover, decreased productivity, and more accidents. * : Relaunch to up Use an image to ask a Quarterly decisions must be made within these budgetary constraints: X question that is difficult perth Tyour worktion Receive your Any surplus or deficit will be carried over to the next quarter. to type Any surplus will not be carried forward to the next year. Pro tips to get helped ASAP Although some of the employees at your firm belong to a union, currently this has no impact on Ask one question at a your firm. At the lower job level, your workforce has both sk time of management from the outside as well as promoted from within. Employee training is current ponsibility of each department head and consists solely of on-the-job learning; no formal Include all relevant instruction is provided. Economic conditions in your region are good and unemployment rates information are average LHRD 3271 Wynde DOCX Total Productivity MAY 4 zoom W PSafari File Edit View History Bookmarks Window Help zoom G 8 0 0 Q Wed May 1 7:39 PM app6.interpretive.com BNLAT DECISIONS ashboar x G analytical x Introducti X interperti X + Relaunch to Staffing It is important for you to provide enough employees at all job levels to meet production goals each quarter. This means replacing workers lost to turnover while also adjusting for changes in productivity and required units of production. Methods Ask a question Connect with Tutor works on Receive your an expert your question solution There are two methods of filling positions. The first method is to hire qualified people on the open market; the second is to promote employees from within. Although the latter method has been a primary method of filling management positions in the past, a lack of formal training has Ask one question at a often resulted in less-than-desired performance by promoted employees. One advantage to hiring from outside the firm is that new hires can bring fresh ideas and new methods into the Include all relevant firm Use an image to ask a question that is difficul to type There is a distinct cost difference between the methods of filling positions. The table below displays the outside hiring costs for each job level. Hiring costs are automatically charged against your budget when you hire a new employee (you will not need to enter hiring costs into the simulation) and should be considered while planning your budget. Hiring expenses include costs Wed May 1 7:39 PM for recruiting, interviewing, and testing, and they may include additional costs for employment Introduct x |@ interpert x | + agency fees and travel expenses. * 1 : Relaunch to ul Outside Hiring Costs X Job Automatic perth Tudor works on Receive your Charge per Level Employee Pro tips to get helped ASAP 5 $15,000 Ask one question at a time 4 $12,000 Include all relevant safety, which could result information in increased turnover, decreased productivity, and more accidents. Quarterly decisions must be made within these budgetary constraints: question that is difficult Any surplus or deficit will be carried over to the next quarter. to type Any surplus will not be carried forward to the next year. LHRD 3271 Wynde DOCX Total Productivity MAY tv 4 zoom W PSafari File Edit View History Bookmarks Window Help zoom G 8 0 0 Q Wed May 1 7:39 PM app6.interpretive.com BNLAT ashboar x G analytical x Introducti X interperti X + for recruiting, interviewing, and testing, and they may include additional costs for employment agency fees and travel expenses. Relaunch to Outside Hiring Costs Job Automatic Charge per Level Employee 5 $15,000 O $12,000 $10,000 Ask a question Connect with Tutor works on Receive your HN WA an expert your question solution $7,000 $2,000 There is no direct cost for promoting an employee within the firm. Keep in mind, however, that your question solution employees promoted to a higher position may need to be replaced. They may also need more training than candidates recruited from outside the firm. Pro tips to get helped ASAP Ask one question at a Cost to Lay Off Employees time If the firm's productivity per employee increases, it could find itself with too many employees. prude all relevant nformation The firm may allow normal attrition to bring the employees needed into line or may lay off the Use an image to ask a question that is difficult excess. The cost to lay off an employee is 50% of the hiring cost for that level. For example, the to type cost to lay off each Level 1 employee is $1,000 ($2000 x 0.50). Q Wed May 1 7:39 PM Introduct * @ interpert * | + * 1 : Relaunch to up X pert Tour works on Receive your 9 often resulted in less-than-desired performance by promoted employees, One advanta hiring from outside the firm is that new hires can bring fresh ideas and new methods into the firm. There is a distinct cost difference between the methods of filling positions. The table below your budget when you hire a new employee (you will not need to enter hiring costs into the LHRD 3271 Wynde DOCX Total Productivity tv zoom W P@ Safari File Edit View History Bookmarks Window Help zoom & @ 7T Q 8 WedMay1 7:40PM o0 % app6.inierprelive4com a - 2t G \" ashboz X G analytica X @ Introduct X @ interpert: X + A [ & Relaunchtouy Overtime If you do not have enough employees to meet the production quota while working standard shifts, employees will have to put in extra hours to make the units required to meet sales. The firm will be charged $45 per overtime unit produced, increasing unit labor cost for the quarter. X Some of the overtime cost will be charged to the HR department budget, and excessive overtime may result in a negative evaluation of HR. Ask aquestion Connect with Tutor works on Receive your an expert your question solution Demographics One of the problems facing the human resources director in your organization is the lack of women and people from racially minoritized groups at all job levels. The firm has fewer women and racially minoritized workers than would be expected given the local working population. Because of the rapid growth of the firm, little effort has been made to have a representative workforce. Although there is no litigation concerning this imbalance at the present time, the new human resource director has been directed by the CEO to begin diversifying the workforce. A percentage of total hires is established in each quarter for hiring racially minoritized and women employees. The percentage represents a policy that should be considered something between an optimum and a minimum percentage. There is no guarantee that the exact number of these demographic groups can be hired as other firms are also attempting to correct imbalances. All jobs in the firm can be done by anyone regardless of gender. The table below gives the current workforce demographics. The \"Community\" columns show percentages of women and racially minoritized (RM) employees the firm should have as a long- term goal. Firm if1] Firm . Community Community [V yum_ber @ Women bmlds Women RM - \" St e LE00DdsUTE: NBULUOEBa s FQ= . Safari File Edit View History Bookmarks Window Help zoom G 8 0 0 Q Wed May 1 7:40 PM app6.interpretive.com BNLAT ashboar x G analytical x Introducti X interperti X + imbalances. All jobs in the firm can be done by anyone regardless of gender. The table below gives the current workforce demographics. The "Community" columns show Relaunch to percentages of women and racially minoritized (RM) employees the firm should have as a long- term goal. Job Firm Firm Number of Firm RM Community Community Level Women Women RM O Employees 5 20 0 (0%) 0 (0%) 25% 20% Ask a question Connect with Tutor works on Receive your 4 25 1 (4%) 0 (0%) 20% 25% an expert your question solution 3 50 10 (20%) 5 (10%) 30%% 25% 60 12 (20%) 6 (10%) 35% 25% H N 500 60 (12%) 40 (8%) 40% 30% Employee Turnover The firm's current turnover rate of 9.8% per quarter is comparatively high. Employee morale could be a factor contributing to high turnover. Department heads estimate that morale is currently 50 on a scale of 0 to 100, which indicates morale is lackluster and many employees are coming to work with indifferent attitudes. Some managers in the firm have mentioned one or more of the following as possible causes of the low morale: the lack of a formal performance appraisal program, wage rates and employee benefits lower than local equivalents, the lack of a Wed May 1 7:40PM Introduct x |@ interpert x | + grievance procedure, and poor training. * 1 : Relaunch to ul X perth Tutor works on Receive you it workforce demographics. The "Community" columns show erm goal. percentages of women and racially minoritized (RM) employees the firm should have as a long- Job Number of Women Firm RM community community LHRD 3271 Wynde DOCX Total Productivity tv zoom W [PFile Edit View History Bookmarks Window Help % app6.interpretive.com & Productivity Direct production of your product or service is performed by Level 1 workers. Productivity at the start of the simulation is 200 units per employee. Although industry-wide figures are not available, it is felt that improvements of 10-20% can be made. Productivity is not normally the responsibility of the human resources director, but it is included in the simulation because of its close relationship to key human resource areas such as turnover, quality, grievances, etc. As you might expect, the higher the productivity per employee, the fewer employees are needed. If productivity increases, there will be fewer Level 1 and Level 2 workers to employ; therefore, hiring costs as well as the cost of wages and employee benefits will be lower. Be aware that productivity can drop suddenly when there is a drop in employee morale. Wages Wage rates for the firm are below average for the local community. Decisions concerning the level of wages and benefits are not traditionally the sole responsibility of a human resource director, but the CEO has given you the responsibility of making these decisions. However, you are limited to a 10% increase each quarter, and the increases must be within budget. Be careful when increasing wages in a quarter because the cost can have a significant impact on your entire annual budget. The lowest level employees are paid on an hourly basis, while the other employees are salaried. The following table illustrates the wage rates (excluding benefits) that are currently in effect at the firm, along with the median wage rates in the local area. Job Titles and Quarterly Wage Rates zoom & ashboa X G analytica o Ask a question @m % Q 8 WedMay1 7:40PM D s el X @ Introduct X @ interpert: X + A 0@ Relaunch to uj X Connect with Tutor works on Receive your an expert your question solution Level Local Area Wages Wages at this Firm LY G R S 5 $19,000 per quarter | $18,000 per quarter | executive managers, engineers 4 $16,000 per quarter | $14,000 per quarter | department heads, staff specialists 3 $14,000 per quarter | $12,000 per quarter | department supervisors, technicians 2 $11,400 per quarter | $10,000 per quarter | direct supervisors, skilled positions ABON8 L LUEFBa @ 50 DOCX e