Essay on Utiliscan Case Study

| It will track performance reviews and performance issues which will help to decide whether to offer an employee a promotion or a boost in pay

6. If you were assigned to Jim’s team for this project, when in the project schedule (in what phase of after which activities are completed) do you think you could develop an economics analysis of the proposed system? What economic feasibility factors do you think would be relevant?

Write an 8 to 10 page Case Analysis of the following article (which can be found in the Ashford Online ProQuest database):

Strategy is defined as: a way of doing something, or a game plan or plan of action. As a HR manager you must possess the ability to look at things from a strategic approach (Anthony, Kacmar, & Perrewe', 2010). Over the years the whole approach to HR has changed drastically and continues to change. This approach requires an employer to see human beings as a resource to the organization. The development of people is now the most important asset of improving the performance of an organization; this is accomplished through improving designs and methods of Human Resource Management.

Every new employee goes trough an initial period called the 90-day probationary period. This period provides the company with evidence that the employee is capable to understand, support and advance the mission and vision of the organization; while at the same time demonstrating skills, abilities and personal code of ethics to perform the day-to-day operations. At the end of the 90-day probationary period, the immediate supervisor or the senior employee designated by the manager, national director, or executive director will prepare the 90-Day Evaluation form.

The subject property last sold on 06/17/1975 for $20,000 from the Wolverine Stock Yards Company to Charles McCann by land contract. There was an option to purchase between Charles McCann and McDonalds Corporation recorded with the Clinton County Register of Deeds as Item #655 and Page #253 in 1995 and dated 10/20/1994. However, there was never a recorded deed executing this purchase agreement. There were no sales of the subject property within the three years preceding the effective date of this valuation disclosure. The contiguous piece of property containing the drive thru lanes and overflow parking serving the subject property last sold on 08/12/2015 for $80,000 from US27MC, Inc. to McDonalds Corporation. This sale price is not considered to be a valid indication of the market value for this contiguous piece of property due to the property not being exposed to the open market and sale to a contiguous land owner. There were no sales of the subject property within the three years preceding the effective date of this valuation disclosure.

4. Assumed that the job could be done by outside contractors in the specified time frame. Also with money being a problem.

The purpose of this project is to review each employee scenario from a Vice President of Human Resources (VP) perspective based on the facts provided to terminate employment. As a Vice President a person has to take responsibility of keeping and respecting the laws that define the relationships between employees and employers. Referencing the case with the company Moore Beer Inc., they are in the process of recovering from financial loss, after leaving two online marketing and distribution channels and needed to reduce its workforce that were initially created to boost internet revenue. It is also the Vice Presidents responsibility to analyze the facts then identify and discuss all the applicable laws and how they apply to each of the five

Probation- All new employees must complete and be successful in a three month probation period (management six months). All employees are subject to meet set criteria by their final review sign off in areas of:-

Performance reviews are designed to both evaluate general performance and measure progress around specific goals. Both negative and positive aspects are incorporated in these reviews as they should serve as a point of reference to both look back in evaluation and ahead in anticipation. Pulling back from daily demands in order to assess and review employee performance allows managers to focus their attention on specific departments and clarify what is high priority to their company. Performance reviews also act as an opportunity to acknowledge working staff and identify professional development which will further support the staff members’ career growth. Reviews are seen as a powerful tool that can be tied to a company’s overall success;

I have done research and in this research paper I will provide a brief overview of chapter one. The first topic will be on the understand of human resource management; second, the company’s performance; third,

An incentive pay program can reward employees who continue to produce superior work or encourage employees who already produce good work to best. Sometimes, use an incentive system when employees are lack of enthusiasm of getting down to work and improving things. If everyone in the same job classification gets the same pay, there is no real incentive to do an outstanding job (French, 1990). Various incentive plans used to motivate all employees such as production staff, sales staff, administrative staff and managerial and professional staff on an individual basis. To be improved employee work performance, the incentive pay programs need to be fairly matched with the employees’ expectation. Properly designed and maintained incentive pay program has the potential to increase employees’ productivity and work performance.

It is a formalized, regular and recorded review of the way by which an individual is performing his job. It simply means the evaluation of the performance of employees. It is a continuous systematic evaluation of the individual with respect to his performance on the job and his potential for development. It is very important to every manager and hereby becomes an integral part of every manager’s function. It is an informal day-to-day activity in order to get work done and to know who exactly among the workers will the job be allocated to. It varies from one organization to the order especially when it concerns the extent of staff participation, the planning degree and the purposes and priorities of appraisal systems.

Organizational problems or human resource issues can stem from a variety of sources and can potentially inhibit a company’s productivity and profits due to lack of an appropriate management system. Hence, it is the responsibility of the management to find appropriate solutions to its human resource issues or organizational problems through implementation of an effective and strategic plan through which organizational productivity and the overall performance can be improved (Carral & Kajanto, 2008; Tuunainen, Tuunanen & Piispanen, 2011).

An employer cannot terminate the services of a worker during her probationary period. However, a dismissal could be effected