Bandag Automotive Case Study
Case Summary
Bandag Automotive was founded in nineteen years ago, earlier than 2005 Jim’s father managed it where afterwards Jim Bandag (his son) acquired the organization leadership. There are three hundred workers in the organization. Bandag Automotive supply bulbs, engine, engine parts and substitute mufflers. etc. The company is divided into repair shops, service stations, and the Automotive Auto distribution store. As the Human Resource manager, there are various activities that Bandag should farm out such as screening and contracting the Bandag recruitment agency, provision of application forms, appraisal of the company performance, payroll service, and carrying out integrity assessment. Due to the management …show more content…
Given Bandag Auto’s size, and anything else you know about it, should we reorganize the human resource management functions, and if so why and how?
Yes, Bandag must restructure the Human Resource Administration responsibilities for the reason that there is no organized human resource department available for Bandag to direct and run human resource issues and duties. Today, in the world of competitive trade, worker’s organization, inspiration and contentment are way to victory. Consequently, they must acquire complete and organized human resource management section so that could be efficient run of the issues facing human resource in the company hence more competitive, maintain and gratify the organization human resources.
In order to reorganize the human resource sector, Bandag can invent another different department and oblige the HR particular duties and responsibilities to achieve. They can employ Human Resource expert to guide the …show more content…
Whenever Bandag rejected to execute that and finally fired Miriam, the EEOC and law-court may possibly go in opposition to the company because of not adhering to the rules and regulations of the state.
6. An employee who is deaf has asked us to be one of our delivery people and we turned him down. He’s now threatening to sue. What should I do, and why?
Bandag should accept the request and offer the deaf worker opportunity to be the delivery truck driver. It is in opposition to the Equal Employment Opportunity Commission (EEOC) to distinguish against individual in becoming driver only due his or her being deaf. Relatively than letting him low, employer can give the deaf particular earphone whenever in required. It is fully discrimination of not offering an individual driving opportunity due to his or her deafness. Therefore, the company must evade such discriminations.
7. In the previous 10 years we only had one equal employment complaint, and now in the last few years we had four or five. What should I do about it?
Case Summary
Bandag Automotive was founded in nineteen years ago, earlier than 2005 Jim’s father managed it where afterwards Jim Bandag (his son) acquired the organization leadership. There are three hundred workers in the organization. Bandag Automotive supply bulbs, engine, engine parts and substitute mufflers. etc. The company is divided into repair shops, service stations, and the Automotive Auto distribution store. As the Human Resource manager, there are various activities that Bandag should farm out such as screening and contracting the Bandag recruitment agency, provision of application forms, appraisal of the company performance, payroll service, and carrying out integrity assessment. Due to the management …show more content…
Given Bandag Auto’s size, and anything else you know about it, should we reorganize the human resource management functions, and if so why and how?
Yes, Bandag must restructure the Human Resource Administration responsibilities for the reason that there is no organized human resource department available for Bandag to direct and run human resource issues and duties. Today, in the world of competitive trade, worker’s organization, inspiration and contentment are way to victory. Consequently, they must acquire complete and organized human resource management section so that could be efficient run of the issues facing human resource in the company hence more competitive, maintain and gratify the organization human resources.
In order to reorganize the human resource sector, Bandag can invent another different department and oblige the HR particular duties and responsibilities to achieve. They can employ Human Resource expert to guide the …show more content…
Whenever Bandag rejected to execute that and finally fired Miriam, the EEOC and law-court may possibly go in opposition to the company because of not adhering to the rules and regulations of the state.
6. An employee who is deaf has asked us to be one of our delivery people and we turned him down. He’s now threatening to sue. What should I do, and why?
Bandag should accept the request and offer the deaf worker opportunity to be the delivery truck driver. It is in opposition to the Equal Employment Opportunity Commission (EEOC) to distinguish against individual in becoming driver only due his or her being deaf. Relatively than letting him low, employer can give the deaf particular earphone whenever in required. It is fully discrimination of not offering an individual driving opportunity due to his or her deafness. Therefore, the company must evade such discriminations.
7. In the previous 10 years we only had one equal employment complaint, and now in the last few years we had four or five. What should I do about it?