please help me solve this assignment. The subject is Human Resource Management.

HRM COURSE PROJECT PRINCIPLES OF HUMAN RESOURCE MANAGEMENT - Winter 2022 You have just been hired as the Human Resource Manager by John Maris of Maris Foods Ltd Manis Foods is a small food and beverage conglomerate comprised of three companies. Maris Beverages Inc. Cara Sweeteners and Taste of Heaven Your meeting with Maris was originally intended to be an overview of the three companies but serious problems have arisen with the most recent acquisition - Taste of Heaven - and Mans has advised you that your first project will be to do some research and fact finding to determine the extent of the HR problems/issues at Taste of Heaven and provide some recommendations as to what needs to be done to address the problems He has advised that he will be assigning one of his operations managers, John Morgan, on a temporary basis to work at Taste of Heaven. However, as John is currently on vacation with his family in Vienna, he will not be able to report to Taste of Heaven for another 5 days. Maris has advised you that you must be prepared to debrief Morgan regarding the HR problems along with your recommendations on his first day on site at Taste of Heaven Maris begins to fill you in on what has happened over the last few weeks. He bought Taste of Heaven without visiting the physical promises because the price was excellent, the profit margin was attractive and the company was a good fit with his focus on food and beverages - Taste of Heaven packs and sells herbal teas and regular teas to big box stores as well as health food stores and has been in business for over 20 years His overall arrangement with the previous owner, James Toomi was that he (Toomi) would stay on for a period of 90 days after the sale was finalized and would participate in an orderly transition to now management Maris said that he had made several phone call over the last two weeks to Taste of Heaven to arrange an appointment with Toomi to work on the transition plan. Each time he phoned, he was advised by the person who answered the call that James Toom, was not available Finally, after several calls and no word from Toomi, Maris made an unscheduled visit to Taste of Heaven and introduced himself to the receptionist as the new owner of the compariy Her faced turned red with ombarrassment She quickly admitted that Toomi told her that she was to tell whoever called that he was not available and not to provide any additional information. When Mars asked her where Toomi was, she said that she thought he might have left the country She said that someone else in the company told her that he had overhoard Toomi telling his son-in-law (who was the operations manager but has also been absent for the same period of time as Toomi) - that they were going to relocate the whole family to the Cayman Islands and set up a charter boat service there. This piece of information spread quickly throughout the company along with an assumption that the company was going to go bankrupt Based on this piece of misinformation about potential bankruptcy, three koy people - the office manager, the warehouse manager and the part time bookkeeper - have all loft - presumably for other jobs Maris indicated that he was very unhappy that the former owner's unwillingness to carry out his responsibility during the transition period along with the misinformation caused the departure of some key statt at Taste of Heaven and has left management in that company in a very weakened state Mans advised that he is proceeding on the assumption that both the former owner and the operations manager will not be returning and that a new general manager will need as soon as possible for Taste of Heaven While Mans was onsite for a brief period, he also found out a few other things. The person who took care of HR work at Taste of Heaven left on maternity leave about 6 weeks ago and is not expected back as her husband has just been transferred to Denver, Colorado The office manager at Taste of Heaven took over HR duties on a temporary basis but as that individual has also left, no one has the responsibility to deal with HR issues Maris asked the lead hand in the packaging group at Taste of Heaven to assume the warehouse manager's position on a temporary basis and to advise all warehouse staff that the company has been sold and that operations would definitely continue. He also asked one of the Taste of Heaven sales reps to take over the office manager's position on a temporary basis and to advise all office staff about the sale of the company and that there is absolutely no truth to the rumour that the company has gone or is going bankrupt Maris has made it clear that he would like Taste of Heaven to remain as union-free as possible (the packagers at one of his other companies are unionized) and is not averse to paying union wages to non-union staff in order to retain good people and avoid unionization. He feels that unions tend to reduce management's control over a company At the conclusion of the meeting, Maris asked you to travel to Taste of Heaven immediately to begin your research The following is a summary of your findings Taste of Heaven 1. Taste of Heaven is made up of approximately 150 employees 65 in packaging, 5 in shipping/receiving 10 in various other warehouse and maintenance jobs, 15 drivers reporting to a warehouse manager . The balance of employees work in purchasing, sales expediting and office administration and report to the office manager. There are currently no unionized jobs in the company 2 As Maris had indicated, the office manager, part time bookkeeper and warehouse manager positions are all vacant as these staff members quickly left when they thought that the company was going to go bankrupt Maris asked the most senior lead hand in the packaging group to take over the warehouse manager's position on a temporary basis and asked the most productive sales rop to take over the office manager position on a temporary basis 3 The lead hand has told you that he is really enjoying the temporary job as Warehouse Manager but has had no training that would prepare him to deal with various problems. He would like to know when he could meet with you to discuss some fairly senous HR tolated issues Although you did not have time to get extensive details from him about the problems he is facing ho shared the following with you a) Taste of Heaven is temporarily short of three packagers - the lead hand in packaging is replacing the Warehouse Manager, and two other experienced packagers have been off three weeks due to a warehouse accident. One of the packagers was opening a new bottle of chemicals to clean the machines and was overcome by fumes. The second packager who came to her aid did not take time to put a mask on as required, and suffered the same result. The latest information received is that some lung damage has occurred, and the return to work date of both packagers is now unknown This shortage of packagers has resulted in a three-week backlog of orders (normal backlog is 48 hours) Staff are working overtime three nights a week and this is still not enough to eliminate the backlog The acting warehouse manager is concerned that the overtime might be starting to cause some burnout among staff who work most of the overtime b) WSIB has called a number of times for the Health and Safety report related to the accident but the office manager who normally took care of accident reports and other HR related matters, has left the company. The current acting office manager from sales does not know how to complete the report or even conduct an accident investigation You asked if there is an active health and safety committee and the acting warehouse manager told you that there was one a long time ago Some of the people on the committee have left the company and they were not replaced and the committee remaining has not met in close to two years. When you asked about the frequency of accidents, the acting warehouse manager tells you that they have about two per quarter that require medical treatment of some sort Both you and the warehouse manager agree that this accident rate is far too high c) The acting warehouse manager tells you that he caught the head shipper in the men's washroom sniffing cocaine a couple of weeks ago. He told the shipper he was going to report him to the owner but the shipper begged him not to as he would probably lose his job He told the acting warehouse manager that he was just going through a bad time right now - marital problems and a terminally ill mother. You ask the acting warehouse manager if the company has an option in the benefits package to support a referral for tho shipper to professional counseling and he tells you that he is not aware of anything like that d) You learn there is a very high turnover among the drivers and that the company has problems recruiting and retaining drivers The acting warehouse manager thinks that this might be due to the wages (drivers have told him that the company is paying below the going rate) and also due to safety issues with the trucks (there are frequent breakdowns on major highways) of the 15 required drivers, four have been with the company less than three months and there are currently three vacancies that need to be filled Because of the staff shortage in this area, some of the drivers have been working overtime over several weeks and this has cost the company considerably more than it would have paid if drivers had been hired and paid regular wages. There is a rumour floating around that some of the drivers have been approached by CUTE (Canadian Union of Transport Employees) about becoming unionized but the acting warehouse manager does not know if it is true. The acting warehouse manager has also received complaints from drivers about the differences in wages from one driver to the next and there are situations where drivers with less experience are being paid more than drivers with more experience The Warehouse manager said that the owner did the hiring and that he is at a loss to explain why this kind of discrepancy exists e) The acting warehouse manager advised that the packagers at Taste of Heaven found out a couple of days ago that the unionized packagers at one of Maris' other companies are being paid $3.00 more per hour and the union rep from this company has had at least one informal after-hours conversation at the local bar with some of the packagers about the possibility of becoming unionized You did a quick check and also discovered that current packagers at Taste of Heaven are definitely being paid below the going rate for non-unionized packagers in the area and that there is also considerable differences in the rates at which the packagers at Taste of Heaven are paid You find out that the previous owner tended to offer packagers 50 cents more per hour than they were paid on their previous job but he only gave raises if people specifically asked for them and the raises were very small. This has led to a lack of consistency in compensation for packagers 1) The acting warehouse manager also happened to find out that the warehouse manager at one of Maris' other companies is being paid $10,000 more per year than the previous warehouse manager at Taste of Heaven and that this person is responsible for fewer staff than the warehouse manager position at Taste of Heaven As he hopes to get the warehouse job at Taste of Heaven on a permanent basis, he would like to know if he will be paid a salary equivalent to that of the warehouse manager at the other Maris company 4 The sales rep who took over the job as office manager appears to be a nervous wreck Her hands were shaking and she started to cry during the interview with you She tells you that she absolutely loves sales but doesn't feel cut out or equipped 1o do a manager's job She said that she doesn't know what to do about a lot of the issues and that the job seems to be comprised of one problem after another. She is dealing with a serious health problem with one of her children and while she wants to be a good corporate citizen she tells you that things have gotten to the point where she can't sleep without taking pills. She says that she needs to be able to return to her regular sales job as soon as possible 5. The receptionist advised that the part timo bookkeoper worked at home all of the time. She (the bookkeeper) was a single parent Mom and the owner had told her that the bookkeeper had some kind of disability and that he was allowing her to work at home 100% of the time and that he arranged to have work dropped off at her home every few days. Because the bookkeeper was never onsite, the receptionist had been asked to take care of petty cash Only 4 people had access to petty cash - the owner, the office manager, the head shipper and her She said that for quite some time, she has not been able to balance the petty cash fund on a consistent basis. Often the fund was short anywhere from $50 to $200. She had reported this to the office manager but he never did anything about it. The shortages have continued even though the owner and the office manager are no longer with the company. She believes that the head shipper has been stealing money for quite some time and that you should call the police and report the theft right away 6. In talking with various employees, you learn that hiring is done exclusively by word of mouth and that an inordinate number of people in the company are related in some way - cousins, mothers and sons, brothers, etc 7. Lack of annual increases appears to apply across the board and the only staff who have obtained increases are those who have gone directly to the previous owner to ask for an increase. The increases appear to have been given without any reference to performance in fact, there appears to be no systematic approach to performance evaluation and management and you have not been able to locate one single example of an employee evaluation 8 One of the things you are surprised by is the mess in the office. There are boxes in the aisles and equipment stacked up all over the place - in fact you tripped over some cables on your way into the office. In addition, you become aware of a bad smell coming from a part of the building Apparently a toilet backed up and flooded a storage area in the warehouse with sewage about a week ago and all of the equipment in the storage room (some of which appears older than the planet) was just transferred to the office and left there. The workers in the area tell you the smell has been there since the flood, even though the sewage in the washroom and in the storage room was immediately cleaned up by one of the workers in the warehouse Apparently sewage seeped into the wall between the storage room and the office, but nothing has been done to address this problem. When you ask the sales/office staff if they have spoken to the acting office manager about the smell, they just grow silent and there are some nervous laughs. The accounts payable clerk was in a very serious accident about a week ago, is off sick indefinitely and the receptionist said that she heard that this omployee may be confined to a whool chair You note that the premises are not wheelchair accessible 9. The current accounts receivable clerk is pregnant and due to go on maternity leave in two months. The receptionist indicated that she has boon taking accounting courses at night for a couple of yoars and that the previous owner had repeatedly promised that she could temporanly take over the accounts receivable duties while the job holder is on maternity leave. However, no training has taken place to allow this to happen 10 Payroll has been contracted out to ADP, a company that specializes in payroll services. The former bookkeeper was responsible for communicating information about payroll to ADP via her internet connection at home and there have been an abundance of overpayments and underpayments to staff which have not yet been corrected 11 Overall, morale seems to be quite low at TH because key employees have already left the company. Some or all of the remaining staff may have been operating undor the assumption that the company was about to go bankrupt They have not been advised about their potential future with the company and have been told that the new owner would be meeting with them shortly. Various staff members tell you that they are starting to look for work at other companies because they are still feeling uncertain about the future of the company 12. To gain a better understanding of the organizational structure you ask to see an organizational chart, job descriptions or job specifications and you are told that none of these things exist You note with little humour that once an org chart is developed it might end up looking more like a family tree than a standard org chart because of the number of staff who are related to other 13 You ask what onentation or onboarding new staff receive and staff don't seem to have a clue what you are talking about you take this to mean that there such programs do not exist at TH YOUR TASK... 1. You can work on the project individually or in groups of up to 4 people if you want to work with a group, you will be responsible for forming the group. There are at least 3 or 4 sections of this course, each with a different instructor. If you elect to work with others on this project, they must be in your section of the course with me as the instructor You are asked to fully complete the charts found on the next 2 pages. Your project submission must be uploaded to the dropbox in Week 12 by no later than Monday, April 4, at 11:00 pm 2. PLEASE USE WORD or save in RTE PLEASE DO NOT USE Pages, Wordpad or Open Office I am often not able to open these submissions 3. The file name for your submission must be your full last name, followed by your first name and PR. eg Groen Janice PR Do not use commas in the file namo 4. If you do your project with someone else, please have everyono upload it for grading purposes it does not matter who submits it first but it must have everyone's name on it in this case, the name of the file should include everyone's last name only and PR og Jones_Smith_Patel PR 5. There is a space on the project for your name Please filutin When you submit your project, only submit your responses and not the project outline itself . Also, do not include graphics in your submission This keeps the file smaller for reviewing Please keep the issues and recommendations separate as they are shown in the charts 6. When doing your project the issues section has closo to 35 issues. The weighting of marks varies with the sections In Recruitment, you need six (6) correct issues for full marks (8) for this HR area In Compensation you need six (6) correctissues for a full marks (8) for this HR area In Health and Safety you need six (6).correctissues for a full marks (8) for this HR area In Training and Development, you need three (3) correct issues for a full marks (8) for this HR area . . . . In Labour/Staff Relations and Employee Discipline, you need four (4) correct issues for a full marks (8) for this HR area The "Other" area is treated as a bonus marks area where you receive 1 mark (up to 3 marks) for each appropriate issue that does not belong or is not a primary issue in one of the other 5 areas noted above. This will top up your mark if you are under 40 marks in total for the above 5 sections. If you already have full marks for the above 5 areas, no marks will be given in this section YOU SHOULD IDENTIFY AS MANY ISSUES AS POSSIBLE IN EACH OF THE SECTIONS NOTED ABOVE 7. Do not roll up issues into overall conclusions while a number of issues might lead to a certain result, marks are provided for the individual issues and not the rollup. For example, rather than saying that compensation needs some work, list the actual problems that lead you to this conclusion 8. Every issue that you identify should have a recommendation to it and some recommendations may overlap and cover one two or even three issues Again, it is important not to use overall solutions Be specific to the HR topic area and think strategically from an HR perspective. 9. Make sure you complete Part 3 and provide a priority area for immediate focus for Maris 10. Your project will be marked and returned to you within 7 days of the due date of the project. This means that you will receive your marks by Monday April 12" (unless there is an issue and you have been contacted by email about it) If you submit your project early, every attempt will be made to return it to you sooner, but there is no guarantee 11. If you choose to work with a partner(s), each of you will receive the identical grade. You are responsible for your own group dynamics and I will not become involved As a result, please ensure that you align yourselves with others who have the same goals as you do with respect to quality of work, timetabling, etc 12. If you decide to break up your group, this must be done well before the project due date so that members can go on and complete a project by themselves, prior to the due date. This means that you should establish expectations within your group right up front and deal with issues as they arise 13. If you have questions, don't hesitate to send me an email PART 1 Worth 40% (each of the 5 areas is worth 8 marks) NAME HR ISSUE IDENTIFY THE SPECIFIC DETAILS IN THE CASE WHICH ARE PERTINENT TO EACH HR AREA (expand the chart to accommodate your information) RECRUITMENT AND SELECTION (need 6 valid issues) COMPENSATION AND BENEFITS (need 6 valid issues) HEALTH AND SAFETY (nood 6 valid issues) TRAINING AND DEVELOPMENT (nood 3 valid issues) LABOUR AND EMPLOYEE RELATIONS AND EMPLOYEE DISCIPLINE (need 4 valid issues) BONUS MARKS (up to 3 bonus marks PART 2 Worth 50% (each section is worth 10 marks) HR ISSUE DISCUSS THE RECOMMENDATIONS THAT YOU WILL MAKE TO JOHN MARIS TO RESOLVE EACH HR ISSUE - (expand the chart to accommodate your information) RECRUITMENT AND SELECTION COMPENSATION AND BENEFITS HEALTH AND SAFETY TRAINING AND DEVELOPMENT LABOUR AND STAFF RELATIONS BONUS MARKS (up to 3 bonus marks) PART 3 Worth 10% What is the number one priority to be dealt with and why? What is the first thing that has to be done? This is not a long term goal, but rather something in the short term that is critical and needs to be done and can be done almost on the spot. THE NUMBER ONE PRIORITY IS REASONS WHY HRM COURSE PROJECT PRINCIPLES OF HUMAN RESOURCE MANAGEMENT - Winter 2022 You have just been hired as the Human Resource Manager by John Maris of Maris Foods Ltd Manis Foods is a small food and beverage conglomerate comprised of three companies. Maris Beverages Inc. Cara Sweeteners and Taste of Heaven Your meeting with Maris was originally intended to be an overview of the three companies but serious problems have arisen with the most recent acquisition - Taste of Heaven - and Mans has advised you that your first project will be to do some research and fact finding to determine the extent of the HR problems/issues at Taste of Heaven and provide some recommendations as to what needs to be done to address the problems He has advised that he will be assigning one of his operations managers, John Morgan, on a temporary basis to work at Taste of Heaven. However, as John is currently on vacation with his family in Vienna, he will not be able to report to Taste of Heaven for another 5 days. Maris has advised you that you must be prepared to debrief Morgan regarding the HR problems along with your recommendations on his first day on site at Taste of Heaven Maris begins to fill you in on what has happened over the last few weeks. He bought Taste of Heaven without visiting the physical promises because the price was excellent, the profit margin was attractive and the company was a good fit with his focus on food and beverages - Taste of Heaven packs and sells herbal teas and regular teas to big box stores as well as health food stores and has been in business for over 20 years His overall arrangement with the previous owner, James Toomi was that he (Toomi) would stay on for a period of 90 days after the sale was finalized and would participate in an orderly transition to now management Maris said that he had made several phone call over the last two weeks to Taste of Heaven to arrange an appointment with Toomi to work on the transition plan. Each time he phoned, he was advised by the person who answered the call that James Toom, was not available Finally, after several calls and no word from Toomi, Maris made an unscheduled visit to Taste of Heaven and introduced himself to the receptionist as the new owner of the compariy Her faced turned red with ombarrassment She quickly admitted that Toomi told her that she was to tell whoever called that he was not available and not to provide any additional information. When Mars asked her where Toomi was, she said that she thought he might have left the country She said that someone else in the company told her that he had overhoard Toomi telling his son-in-law (who was the operations manager but has also been absent for the same period of time as Toomi) - that they were going to relocate the whole family to the Cayman Islands and set up a charter boat service there. This piece of information spread quickly throughout the company along with an assumption that the company was going to go bankrupt Based on this piece of misinformation about potential bankruptcy, three koy people - the office manager, the warehouse manager and the part time bookkeeper - have all loft - presumably for other jobs Maris indicated that he was very unhappy that the former owner's unwillingness to carry out his responsibility during the transition period along with the misinformation caused the departure of some key statt at Taste of Heaven and has left management in that company in a very weakened state Mans advised that he is proceeding on the assumption that both the former owner and the operations manager will not be returning and that a new general manager will need as soon as possible for Taste of Heaven While Mans was onsite for a brief period, he also found out a few other things. The person who took care of HR work at Taste of Heaven left on maternity leave about 6 weeks ago and is not expected back as her husband has just been transferred to Denver, Colorado The office manager at Taste of Heaven took over HR duties on a temporary basis but as that individual has also left, no one has the responsibility to deal with HR issues Maris asked the lead hand in the packaging group at Taste of Heaven to assume the warehouse manager's position on a temporary basis and to advise all warehouse staff that the company has been sold and that operations would definitely continue. He also asked one of the Taste of Heaven sales reps to take over the office manager's position on a temporary basis and to advise all office staff about the sale of the company and that there is absolutely no truth to the rumour that the company has gone or is going bankrupt Maris has made it clear that he would like Taste of Heaven to remain as union-free as possible (the packagers at one of his other companies are unionized) and is not averse to paying union wages to non-union staff in order to retain good people and avoid unionization. He feels that unions tend to reduce management's control over a company At the conclusion of the meeting, Maris asked you to travel to Taste of Heaven immediately to begin your research The following is a summary of your findings Taste of Heaven 1. Taste of Heaven is made up of approximately 150 employees 65 in packaging, 5 in shipping/receiving 10 in various other warehouse and maintenance jobs, 15 drivers reporting to a warehouse manager . The balance of employees work in purchasing, sales expediting and office administration and report to the office manager. There are currently no unionized jobs in the company 2 As Maris had indicated, the office manager, part time bookkeeper and warehouse manager positions are all vacant as these staff members quickly left when they thought that the company was going to go bankrupt Maris asked the most senior lead hand in the packaging group to take over the warehouse manager's position on a temporary basis and asked the most productive sales rop to take over the office manager position on a temporary basis 3 The lead hand has told you that he is really enjoying the temporary job as Warehouse Manager but has had no training that would prepare him to deal with various problems. He would like to know when he could meet with you to discuss some fairly senous HR tolated issues Although you did not have time to get extensive details from him about the problems he is facing ho shared the following with you a) Taste of Heaven is temporarily short of three packagers - the lead hand in packaging is replacing the Warehouse Manager, and two other experienced packagers have been off three weeks due to a warehouse accident. One of the packagers was opening a new bottle of chemicals to clean the machines and was overcome by fumes. The second packager who came to her aid did not take time to put a mask on as required, and suffered the same result. The latest information received is that some lung damage has occurred, and the return to work date of both packagers is now unknown This shortage of packagers has resulted in a three-week backlog of orders (normal backlog is 48 hours) Staff are working overtime three nights a week and this is still not enough to eliminate the backlog The acting warehouse manager is concerned that the overtime might be starting to cause some burnout among staff who work most of the overtime b) WSIB has called a number of times for the Health and Safety report related to the accident but the office manager who normally took care of accident reports and other HR related matters, has left the company. The current acting office manager from sales does not know how to complete the report or even conduct an accident investigation You asked if there is an active health and safety committee and the acting warehouse manager told you that there was one a long time ago Some of the people on the committee have left the company and they were not replaced and the committee remaining has not met in close to two years. When you asked about the frequency of accidents, the acting warehouse manager tells you that they have about two per quarter that require medical treatment of some sort Both you and the warehouse manager agree that this accident rate is far too high c) The acting warehouse manager tells you that he caught the head shipper in the men's washroom sniffing cocaine a couple of weeks ago. He told the shipper he was going to report him to the owner but the shipper begged him not to as he would probably lose his job He told the acting warehouse manager that he was just going through a bad time right now - marital problems and a terminally ill mother. You ask the acting warehouse manager if the company has an option in the benefits package to support a referral for tho shipper to professional counseling and he tells you that he is not aware of anything like that d) You learn there is a very high turnover among the drivers and that the company has problems recruiting and retaining drivers The acting warehouse manager thinks that this might be due to the wages (drivers have told him that the company is paying below the going rate) and also due to safety issues with the trucks (there are frequent breakdowns on major highways) of the 15 required drivers, four have been with the company less than three months and there are currently three vacancies that need to be filled Because of the staff shortage in this area, some of the drivers have been working overtime over several weeks and this has cost the company considerably more than it would have paid if drivers had been hired and paid regular wages. There is a rumour floating around that some of the drivers have been approached by CUTE (Canadian Union of Transport Employees) about becoming unionized but the acting warehouse manager does not know if it is true. The acting warehouse manager has also received complaints from drivers about the differences in wages from one driver to the next and there are situations where drivers with less experience are being paid more than drivers with more experience The Warehouse manager said that the owner did the hiring and that he is at a loss to explain why this kind of discrepancy exists e) The acting warehouse manager advised that the packagers at Taste of Heaven found out a couple of days ago that the unionized packagers at one of Maris' other companies are being paid $3.00 more per hour and the union rep from this company has had at least one informal after-hours conversation at the local bar with some of the packagers about the possibility of becoming unionized You did a quick check and also discovered that current packagers at Taste of Heaven are definitely being paid below the going rate for non-unionized packagers in the area and that there is also considerable differences in the rates at which the packagers at Taste of Heaven are paid You find out that the previous owner tended to offer packagers 50 cents more per hour than they were paid on their previous job but he only gave raises if people specifically asked for them and the raises were very small. This has led to a lack of consistency in compensation for packagers 1) The acting warehouse manager also happened to find out that the warehouse manager at one of Maris' other companies is being paid $10,000 more per year than the previous warehouse manager at Taste of Heaven and that this person is responsible for fewer staff than the warehouse manager position at Taste of Heaven As he hopes to get the warehouse job at Taste of Heaven on a permanent basis, he would like to know if he will be paid a salary equivalent to that of the warehouse manager at the other Maris company 4 The sales rep who took over the job as office manager appears to be a nervous wreck Her hands were shaking and she started to cry during the interview with you She tells you that she absolutely loves sales but doesn't feel cut out or equipped 1o do a manager's job She said that she doesn't know what to do about a lot of the issues and that the job seems to be comprised of one problem after another. She is dealing with a serious health problem with one of her children and while she wants to be a good corporate citizen she tells you that things have gotten to the point where she can't sleep without taking pills. She says that she needs to be able to return to her regular sales job as soon as possible 5. The receptionist advised that the part timo bookkeoper worked at home all of the time. She (the bookkeeper) was a single parent Mom and the owner had told her that the bookkeeper had some kind of disability and that he was allowing her to work at home 100% of the time and that he arranged to have work dropped off at her home every few days. Because the bookkeeper was never onsite, the receptionist had been asked to take care of petty cash Only 4 people had access to petty cash - the owner, the office manager, the head shipper and her She said that for quite some time, she has not been able to balance the petty cash fund on a consistent basis. Often the fund was short anywhere from $50 to $200. She had reported this to the office manager but he never did anything about it. The shortages have continued even though the owner and the office manager are no longer with the company. She believes that the head shipper has been stealing money for quite some time and that you should call the police and report the theft right away 6. In talking with various employees, you learn that hiring is done exclusively by word of mouth and that an inordinate number of people in the company are related in some way - cousins, mothers and sons, brothers, etc 7. Lack of annual increases appears to apply across the board and the only staff who have obtained increases are those who have gone directly to the previous owner to ask for an increase. The increases appear to have been given without any reference to performance in fact, there appears to be no systematic approach to performance evaluation and management and you have not been able to locate one single example of an employee evaluation 8 One of the things you are surprised by is the mess in the office. There are boxes in the aisles and equipment stacked up all over the place - in fact you tripped over some cables on your way into the office. In addition, you become aware of a bad smell coming from a part of the building Apparently a toilet backed up and flooded a storage area in the warehouse with sewage about a week ago and all of the equipment in the storage room (some of which appears older than the planet) was just transferred to the office and left there. The workers in the area tell you the smell has been there since the flood, even though the sewage in the washroom and in the storage room was immediately cleaned up by one of the workers in the warehouse Apparently sewage seeped into the wall between the storage room and the office, but nothing has been done to address this problem. When you ask the sales/office staff if they have spoken to the acting office manager about the smell, they just grow silent and there are some nervous laughs. The accounts payable clerk was in a very serious accident about a week ago, is off sick indefinitely and the receptionist said that she heard that this omployee may be confined to a whool chair You note that the premises are not wheelchair accessible 9. The current accounts receivable clerk is pregnant and due to go on maternity leave in two months. The receptionist indicated that she has boon taking accounting courses at night for a couple of yoars and that the previous owner had repeatedly promised that she could temporanly take over the accounts receivable duties while the job holder is on maternity leave. However, no training has taken place to allow this to happen 10 Payroll has been contracted out to ADP, a company that specializes in payroll services. The former bookkeeper was responsible for communicating information about payroll to ADP via her internet connection at home and there have been an abundance of overpayments and underpayments to staff which have not yet been corrected 11 Overall, morale seems to be quite low at TH because key employees have already left the company. Some or all of the remaining staff may have been operating undor the assumption that the company was about to go bankrupt They have not been advised about their potential future with the company and have been told that the new owner would be meeting with them shortly. Various staff members tell you that they are starting to look for work at other companies because they are still feeling uncertain about the future of the company 12. To gain a better understanding of the organizational structure you ask to see an organizational chart, job descriptions or job specifications and you are told that none of these things exist You note with little humour that once an org chart is developed it might end up looking more like a family tree than a standard org chart because of the number of staff who are related to other 13 You ask what onentation or onboarding new staff receive and staff don't seem to have a clue what you are talking about you take this to mean that there such programs do not exist at TH YOUR TASK... 1. You can work on the project individually or in groups of up to 4 people if you want to work with a group, you will be responsible for forming the group. There are at least 3 or 4 sections of this course, each with a different instructor. If you elect to work with others on this project, they must be in your section of the course with me as the instructor You are asked to fully complete the charts found on the next 2 pages. Your project submission must be uploaded to the dropbox in Week 12 by no later than Monday, April 4, at 11:00 pm 2. PLEASE USE WORD or save in RTE PLEASE DO NOT USE Pages, Wordpad or Open Office I am often not able to open these submissions 3. The file name for your submission must be your full last name, followed by your first name and PR. eg Groen Janice PR Do not use commas in the file namo 4. If you do your project with someone else, please have everyono upload it for grading purposes it does not matter who submits it first but it must have everyone's name on it in this case, the name of the file should include everyone's last name only and PR og Jones_Smith_Patel PR 5. There is a space on the project for your name Please filutin When you submit your project, only submit your responses and not the project outline itself . Also, do not include graphics in your submission This keeps the file smaller for reviewing Please keep the issues and recommendations separate as they are shown in the charts 6. When doing your project the issues section has closo to 35 issues. The weighting of marks varies with the sections In Recruitment, you need six (6) correct issues for full marks (8) for this HR area In Compensation you need six (6) correctissues for a full marks (8) for this HR area In Health and Safety you need six (6).correctissues for a full marks (8) for this HR area In Training and Development, you need three (3) correct issues for a full marks (8) for this HR area . . . . In Labour/Staff Relations and Employee Discipline, you need four (4) correct issues for a full marks (8) for this HR area The "Other" area is treated as a bonus marks area where you receive 1 mark (up to 3 marks) for each appropriate issue that does not belong or is not a primary issue in one of the other 5 areas noted above. This will top up your mark if you are under 40 marks in total for the above 5 sections. If you already have full marks for the above 5 areas, no marks will be given in this section YOU SHOULD IDENTIFY AS MANY ISSUES AS POSSIBLE IN EACH OF THE SECTIONS NOTED ABOVE 7. Do not roll up issues into overall conclusions while a number of issues might lead to a certain result, marks are provided for the individual issues and not the rollup. For example, rather than saying that compensation needs some work, list the actual problems that lead you to this conclusion 8. Every issue that you identify should have a recommendation to it and some recommendations may overlap and cover one two or even three issues Again, it is important not to use overall solutions Be specific to the HR topic area and think strategically from an HR perspective. 9. Make sure you complete Part 3 and provide a priority area for immediate focus for Maris 10. Your project will be marked and returned to you within 7 days of the due date of the project. This means that you will receive your marks by Monday April 12" (unless there is an issue and you have been contacted by email about it) If you submit your project early, every attempt will be made to return it to you sooner, but there is no guarantee 11. If you choose to work with a partner(s), each of you will receive the identical grade. You are responsible for your own group dynamics and I will not become involved As a result, please ensure that you align yourselves with others who have the same goals as you do with respect to quality of work, timetabling, etc 12. If you decide to break up your group, this must be done well before the project due date so that members can go on and complete a project by themselves, prior to the due date. This means that you should establish expectations within your group right up front and deal with issues as they arise 13. If you have questions, don't hesitate to send me an email PART 1 Worth 40% (each of the 5 areas is worth 8 marks) NAME HR ISSUE IDENTIFY THE SPECIFIC DETAILS IN THE CASE WHICH ARE PERTINENT TO EACH HR AREA (expand the chart to accommodate your information) RECRUITMENT AND SELECTION (need 6 valid issues) COMPENSATION AND BENEFITS (need 6 valid issues) HEALTH AND SAFETY (nood 6 valid issues) TRAINING AND DEVELOPMENT (nood 3 valid issues) LABOUR AND EMPLOYEE RELATIONS AND EMPLOYEE DISCIPLINE (need 4 valid issues) BONUS MARKS (up to 3 bonus marks PART 2 Worth 50% (each section is worth 10 marks) HR ISSUE DISCUSS THE RECOMMENDATIONS THAT YOU WILL MAKE TO JOHN MARIS TO RESOLVE EACH HR ISSUE - (expand the chart to accommodate your information) RECRUITMENT AND SELECTION COMPENSATION AND BENEFITS HEALTH AND SAFETY TRAINING AND DEVELOPMENT LABOUR AND STAFF RELATIONS BONUS MARKS (up to 3 bonus marks) PART 3 Worth 10% What is the number one priority to be dealt with and why? What is the first thing that has to be done? This is not a long term goal, but rather something in the short term that is critical and needs to be done and can be done almost on the spot. THE NUMBER ONE PRIORITY IS REASONS WHY