HRM 400 milestone 1

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School

Lehigh Carbon Community College *

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Course

400

Subject

Management

Date

Feb 20, 2024

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docx

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Uploaded by ProfessorAtom482

HR Readiness Change HRM 400 Charity Geist January 24, 2024

After touring our facilities throughout the country and getting to know the team in our primary focus needs to be placed on getting the teams in every location put through the same training program so that each location is trained the same in all company policies and procedures. Going forward, this will ensure that each location is trained consistently and will make for easier HR follow-up as we add to our team. This will also ensure that there is more consistent and uniform production from each location. To begin this process, the HR department will research different HRIS and bring them to the heads of the company. As we have never had a need for this type of system, it will take a little bit of time to transition, but it will make tracking all employees training easier and allow us to develop a training program used throughout the entire company, instead of each location doing their own thing. Once we have picked a system, the team leaders will go through training administered by HR on how to use the system so that they may get all of their employees’ files put in while the HR team develops the training program. Once the training program is finished, HR in each location will meet with all of the team leads in their location and have them be the first to go through the training process. Each location needs to ensure 100% compliance in this leader training and will be tracked by HR using our new system. After it is determined that a location has reached this milestone, the leaders and the HR department will then meet with each team. HR will explain the new system and training process, while the team leaders speak of their experience and let their team know that they have been through the training and are there to support them through the entire process. HR will also speak about the benefits of this training process and let the team know that they are also available to help wherever needed. The heads of the company have also agreed to allow each team member to have 10 hours of overtime each

week to complete the training so that it does not affect the responsibilities of the current employees and cause them to feel overwhelmed. Once the training program has been deployed, we will be requesting a weekly follow-up between HR and each team leader. These follow-ups should only take about 30 minutes and we would like a recap on the progress of your team, any issues you may be having getting the training process completed, and any recommendations you may have. HR will then meet with the main leadership team to keep them updated on the process. We understand that the im-person meetings will be somewhat time consuming but we want the team to feel as supported as possible and believe that these meetings are more personal than just sending out memos to each team member. Once the entire company is 100% compliant with the new training process, we will change responsibilities some and not need as much follow-up from the teams leads. Going forward after the current employees are trained, new employees will be trained with the same program but team leads will not need to have weekly follow-ups with HR. Instead, we will only need them to reach out with concerns and problems.

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