Dalela Samples
Grand Canyon University MGT 420
Benchmark: Human Resources & Change
March 6, 2016
Case Study:
Human Resources, represents the most critical department in any organization. This includes managerial changes, such as restructuring an organization from nonprofit towards profit making. Human resources play a vital role in achieving the objectives of the organization. Every employee is required to be respected and treated equally, and in order for this to happen the HR department must be able to attract and maintain a quality workforce. Human Resources goals and strategies should constantly evolve and change to maintain the organizations main purpose, objectives and integrity. This case study will reconstruct the Rancho …show more content…
After the campuses were closed, the HR Department was dismissed. Dr. Meritas addressed the stakeholders concerns and explained the dismissals and school closures were based on dwindling student population. From an organizational perspective, these actions were based on a profit generating business. The Meritas Family had a for-profit objective, without a focus on growth that would have led to employee retention. The family expected a quick return from a school that was previously a not-for-profit institution. The major subsystem, the HR department should have addressed the situation by applying strategies and methods for addresses for each individual student relocating each student to nearby campuses. The Meritas Family should have developed a long term plan with a focus on gradual growth, which should have been outlined and communicated to the stakeholders. There should have also been long term goals in place, these goals should have been created with a new mission, clear objectives that included limited consequences and more effective outcomes for the faculty, parents and students. Starting with recruitment for members with quality workforce, training and continuous development that would positively affect any additional …show more content…
Secondly, the target will be workforce development. The current employees will undergo training courses according to the areas they will have their best interest and fit for the organization. Third, all new hires will complete an extensive orientation process that will provide a clear understanding as to what is projected to happen with the organization. Quarterly evaluations will be mandatory for each individual employee. The evaluation will measure the performance of all employees on an individual basis to ensure they are on the right tract with the organizations expectations. There will also be a new and improved benefits package in place, in which will be offered to all faculty members regardless if they are full or part-time. The new benefits package will offer incentives and quarterly bonuses to reduce turnover and improve employee retention. Our mission is for the Human Resources department to continuously evolve and change to meet the needs of all
Grand Canyon University MGT 420
Benchmark: Human Resources & Change
March 6, 2016
Case Study:
Human Resources, represents the most critical department in any organization. This includes managerial changes, such as restructuring an organization from nonprofit towards profit making. Human resources play a vital role in achieving the objectives of the organization. Every employee is required to be respected and treated equally, and in order for this to happen the HR department must be able to attract and maintain a quality workforce. Human Resources goals and strategies should constantly evolve and change to maintain the organizations main purpose, objectives and integrity. This case study will reconstruct the Rancho …show more content…
After the campuses were closed, the HR Department was dismissed. Dr. Meritas addressed the stakeholders concerns and explained the dismissals and school closures were based on dwindling student population. From an organizational perspective, these actions were based on a profit generating business. The Meritas Family had a for-profit objective, without a focus on growth that would have led to employee retention. The family expected a quick return from a school that was previously a not-for-profit institution. The major subsystem, the HR department should have addressed the situation by applying strategies and methods for addresses for each individual student relocating each student to nearby campuses. The Meritas Family should have developed a long term plan with a focus on gradual growth, which should have been outlined and communicated to the stakeholders. There should have also been long term goals in place, these goals should have been created with a new mission, clear objectives that included limited consequences and more effective outcomes for the faculty, parents and students. Starting with recruitment for members with quality workforce, training and continuous development that would positively affect any additional …show more content…
Secondly, the target will be workforce development. The current employees will undergo training courses according to the areas they will have their best interest and fit for the organization. Third, all new hires will complete an extensive orientation process that will provide a clear understanding as to what is projected to happen with the organization. Quarterly evaluations will be mandatory for each individual employee. The evaluation will measure the performance of all employees on an individual basis to ensure they are on the right tract with the organizations expectations. There will also be a new and improved benefits package in place, in which will be offered to all faculty members regardless if they are full or part-time. The new benefits package will offer incentives and quarterly bonuses to reduce turnover and improve employee retention. Our mission is for the Human Resources department to continuously evolve and change to meet the needs of all