The suggested outline for this paper is as follows: Title Page Introduction Overview of the subject company Discussion of the HRM strengths and weaknesses of the company Impact of those strengths and weaknesses (current and long-term) Discussion as to how you would enhance the strengths and minimize the negative impact of the weaknesses. Conclusion Grading will stress structure, content, analysis, and style. Important! The paper must be at least three thousand words in length, but not exceed 4,500 words not counting references, tables, figures, and any (optional) Appendices; it must correctly cite and use at least 10 quality references, NOT counting the textbook. ALL cited sources must appear both within the body of the text (in text citations) and in the References list. AND, papers, citations, references etc. must be in APA format. For an A grade, the paper must use articles from at least 2 peer reviewed journals or “scholarly” books. Most of these periodicals are available on line from the Troy University Library. NOTE: Quality sources include journals, periodicals, text books, business books, corporate websites, conferences proceedings, dissertations etc. They do not include Wikipedia or other generic online sources! My five topices are: Performance Management Recruiting Corporate Culture Labor Relations Retention A pesonal interview was conducted with my immediate HR representative Rochelle Smith and the information from the interview is below. Interview with Rochelle Smith Corporate Culture- Rochelle stated that the biggest strength of the corporate culture within LifeSouth is that they have a legal counsel whose name is Kim Kinsell. All HR managers report directly to an attorney for their day to day policies and procedures. Another strength within the corporate culture is that all policies are standardized, and everyone must follow the legal guidelines across the board. Due to having a standard guide set in place for everyone it alleviates room for error. Rochelle stated that a weakness within the corporate culture is that there is not room for discretion at the individual level because everything is standardized. Due to having so many rules set in place HR managers on a lower level must get approval for everything form the legal counsel and upper level management, which could cause some situations a little longer to get handled. Labor Relations- Rochelle stated that a strength within the labor relations realm of the HR department of LSCBC is that all issues are routed through the chain of command and if there is a reprimand the reprimand must go through the corporate HR department and approved by the legal counsel to ensure that there arent any legal issues within the reprimand. Another strength is that if a person is high risk or has an ongoing issue a meeting is held with the issue, that employees immediate manager, upper management and HR to help find a resolve for the ongoing issue and to keep the outcome of the reprimand fair. A drawback from having to send everything up the chain is the turn around time and the location of the corporate HR department. Rochelle stated that having an HR department off site rather than onsite causes issues to be resolved in an untimely manner sometimes and that can be an issue for all parties involved. Performance Management- Strength is that performance management system is also a standard system, whereas the employee, immediate manager, and regional manager are all involved on the performance rating system and goal setting. Drawback is that there are daily, weekly, and monthly goals to meet which could hinder the employees performance rating. Due to the nature of the business collections are not consistent and that too is a drawback when it comes to performance management. Second drawback is that the system is a number rating system and the rating percentage are set by corporate which leaves little or no room for discretion from the managers. Recruiting- Strength of LS recruiting system is that all positions are posted in hose which leaves room from internal growth and promotions. Weakness is the standardized test for all applicants and every applicant must pass the test and a lot of people tend fail that test but are qualified for the position. Retention- Weakness of LS retention rate is that the company has a high turn over rate due to the crazy hours technicians are required to work. The work/life balance has a negative impact on the tenure of employees. Strength is that the company is a nonprofit organization with a great mission and the mission alone helps some people stay. The pay scale is very competitive along with the benefits packages and the amount of PTO the company offers their employees.
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