This Stand-Alone Project is comprised of four (4) parts.
Your Stand-Alone Project responses should be both grammatically and mechanically correct and formatted in the same fashion as the project itself. If there is a Part A, your response should identify a Part A, etc. In addition, you must appropriately cite all resources used in your response and document them in a bibliography using APA style. (A 8-page report, organizational chart, and 16-slide MS PowerPoint presentation are required for the combination of Parts A, B, C, and D.)

Strategic Cultural Change

Name

Institutional Affiliation

Strategic Cultural Change

Part A

HR Strategy

Carpetbagger’s Chemicals needs to make rapid changes that will keep the company with the changing market and the competition and help it realize more profits than it is currently making. One of the key focuses that the firm should be keen on its H.R. strategy. The role of H.R. departments has been shifting and expanding in the last years, where it has grown beyond policies, procedures, recruitment, and hiring (Butt & Katuse, 2017).The company will hence need to focus on ensuring that the H.R. leader ensures a positive employer brand, creation of initiatives that will increase employee engagement and productivity. The H.R. department will also need to establish a better relationship between the firm and the employees as a way of making sure that there is a smooth running of operations, a factor that will positively influence the profit margins realized by the company (Boella & Goss-Turner, 2019). The H.R. leader will hence need to constantly develop strategies that will help in improving employee engagement t and productivity as a way of reflecting on the results of the company.

The H.R. department should focus on attracting new talents that are capable of working in line with the company values and the goals and objectives. The recruitment program is only possible if there are significant measures to ensure that the training and recruitment programs will help select the best talents. It should also ensure that the employees can help the company improve on its productivity and ultimately meet these set profit margins (Song, 2018). Beyond attracting talents, the H.R. departments can help in recruiting and hiring costs down through focusing on keeping the current talent productive. This can also be through providing programs that encourage both personal and professional growth.

There is a need for the Carpetbagger’s Chemicals to focus on accomplishing future goals with strategies which will increase the overall productivity of employees. The H.R. can make employees happier and more productive by providing positive training and enjoyable work environments, which help retain talent. There will be a need first to conduct an employee survey, which will help in understanding the roadblock, impending productivity through an employee survey. Such surveys help to understand the nature of the work environment and factors that have been limiting the firm from attaining specific goals (Dessler G., 2016). Understanding an organization’s physical environment makes it relatively easier to rectify issues affecting the H.R. and ensure that the working environment is made suitable for all the workers.

By understanding the needs of the workers, then the H.R. department, together with the management of the company, will also understand the best strategies to incorporate into the company (Butt & Katuse, 2017). This will help it keep up improve on its efficiency and ensure that each worker is comfortable at the workplace, a factor that will lead to an upsurge in production, making the company more competitive.

Updating the tools and the technology within the organization is also another factor that is likely to enhance the productivity of the employees. Outdated tools can severely impede productivity, and career frustration among its best talents within an organization (Butt & Katuse, 2017). There is hence a need for Carpetbagger’s Chemicals to consistently work on updating its tools and technology as a way of keeping up with the changing trends in the industry and also ensuring that it enhances efficiency in its productivity.

Recruiting

Carpetbagger’s Chemicals needs to develop more effective measures in the course of its recruitment program. The hiring process is a vital part of any company, and much determines the productivity of the firm. An effective recruitment program helps identify the top talents in the job market, helping the company to become more active and innovative, a factor that keeps the firm in line with the competition (Boella & Goss-Turner, 2019). There is a need for the H.R. department to incorporate the use of digital marketing in identifying the top talent, due to the technological shift in paradigm. Creating a robust digital campaign will quickly help in showcasing the brand and what it can offer to the employees.

Having a good company culture will also help the prospective employees be ready to fit in the company and be conversant with what is expected of them as they join the company (Butt & Katuse, 2017). Encouraging diversity in the workplace is also an effective way to incorporate Carpetbagger’s Chemicals to encourage a large pool of workers with diverse ideas. This will ultimately help in encouraging innovative ideas, which are very vital for the overall growth of the company.

Recruitment techniques need to be in line with the evolving ways, more so the integration of information technology. There will be a need for the firm to be conversant with the idea that the internet has significantly changed the recruitment landscape. There will be a need to combine both traditional and modern methods of recruitment in advertising and recruiting for positions. Both print and web advertising will be vital in reaching the country’s top talents (Gannon, Roper, & Doherty, 2015). Through the two platforms, applicants will get information regarding the specific positions, where the most qualified will be invited for the interviews.

Social media is another way of advertising positions since many of the young people are suitable for the various positions within the organization. The platforms include Facebook, Instagram, and Twitter, which are most common amongst young people. Another popular platform that could be used for the advertisement includes Linked In, which is a professional platform that can be assessed by a majority of internet users.

For interviews, there will be a need to undertake thorough research for the most suitable questions to use for the interviewees. An excellent research team will also be vital since it will be more conversant with the best ways of chasing the most suitable individuals for various positions. Asking for relevant questions will be one of the significant ways of making sure that the best choice for positions is taken. There will be a need to concentrate mostly on the qualifications and of the interviewees, where their capability will be vital in making sure that only the right candidates that suit the company’s values, goals, and objectives.

After the interview process, there will then a need for selecting the most suitable candidates. The interview committee will need to be very keen and thorough in selecting suitable candidates. After interviews, there is a need to decide the specific skills of what one is looking for in the employees and tailor them as a way of finally settling for people with most skills. The strengths missing in the current team will also be another way of settling for a suitable candidate. Selecting a person who can fill the gap can significantly help in ensuring that the current challenges in the company are addressed.

Compensation and Benefits

         Carpetbagger’s Chemicals needs to improve its compensation strategy, which defines how it views and manages the employees’ pay and benefits. First, there is a need for the firm to clearly articulate its approach to managing employee compensation, which will be made public to all the workers. This will motivate the current employees to work harder and also be used as a tool for attracting new ones. The firm needs to have a budget allocation for the compensations and benefits, where there is also a need for salary ranges. The salary ranges will ensure that the employees’ pay is competitive compared to other firms (Dessler G., 2016). Carpetbagger’s Chemicals, through its H.R. department, also needs to undertake continuous salary audits for its workers to make sure that the salary ranges reflect the current compensation trends in this industry (Gannon, Roper, & Doherty, 2015). Having benefits packages and a well-laid reward system will also help attract top talents and retain great employees. This aspect will help in enhancing the productivity of the company.

There is also a need for Carpetbagger’s Chemicals to have a structured performance management system. This is to ensure that the workers are meeting the company objectives and that they are continually assessed on their performance. The process will need to have a development of annual goals, annual performance appraisals, and a structured process for coaching and mentoring employees (Boella & Goss-Turner, 2019). Such a strategy is likely to influence employee engagement positively and also enhance their productivity. It will also aid in having an active, rewarding system where employees with exemplary performances will be acknowledged. Most innovative workers will be annually rewarded and recognized by the company as a way of motivating them to work harder towards attaining the set goals and objectives.

Training and Development

Constant training and development programs are other vital elements that will help improve the productivity of Carpetbagger’s Chemicals workers. However, training both new and existing workers at any given organization can be one of the biggest challenges more in a rapidly changing business environment (Butt & Katuse, 2017). There will hence be a need first to ensure that the firm benchmarks from the competition to identify new ways in the market and analyze the company’s current performance. This could be followed by surveying the employees to acquire information regarding the firm’s performance and identify their weaknesses and strengths, which could be addressed through these programs.

The training programs will need to align with the management’s operating goals to encourage better performance, productivity, customer satisfaction, and quality in the company. There could be the use of targeted programs, where persons with precise needs will get to undergo specific programs that will help enhance their service delivery (Gannon, Roper, & Doherty, 2015). Targeted training may help with quality and consistency, where more departments within the firm will help support supervisory skills training that promotes employee satisfaction. Training and development programs in the company will need to be aligned with the company culture (Gannon, Roper, & Doherty, 2015). Creativity and innovation in the programs need to be emphasized to make sure that there are tremendous improvements in the content and delivery methods of these programs. The training program will also need to be in consideration of the changing trends in the market. Carpetbagger’s Chemicals will have to adapt to the trends in the market and incorporate these trends in the training programs to ensure that it retains its position in the competitive market.

Employee Relations

There are high turnover and lower productivity due to reduced employee relations, which harms the performance of a business. There is a need to have better strategies at the firm that will encourage better employee relations. Hence, there will be a need for the firm to encourage an open dialogue and clear communication as part of the company culture, a factor that will improve the relations between the workers (Boella & Goss-Turner, 2019). This will also help avoid confusion, unnecessary stress, and constant conflicts amongst the workers. There will be a need to focus on the company mission and values, which will help the workers have a social responsibility and work towards both the company and themselves.

Inspiring and rewarding the workers will also be significant in improving relations. There will be a need to come up with acknowledgments and rewards that will make the employees feel appreciated, factors that will ultimately enhance their relations. Encouraging teamwork is another vital aspect that could enhance employee relations (Gannon, Roper, & Doherty, 2015). Through teamwork, workers will get to share ideas, a factor that will boost their relations and encourage more creativity and innovation.

Global H.R.

To penetrate international markets, the company will need to ensure that it has an international human resources strategy. This will be a way of attracting and developing the best managerial talents in each of the firm’s markets. The strategy demands global H.R. as a way of meeting international demands. First, there will be a need to carefully select the employees who will be able to run smooth operations in the countries where they work (Gannon, Roper, & Doherty, 2015). The management will also need to be conversant with the international set standards and also be aware of the pressure of opening of emerging markets.

To identify these talents, there will be a need for Carpetbagger’s Chemicals to build a global database to know who and where the most suitable talent is. Workers willing to work in international markets will have to be evaluated in terms of their willingness to move to new locations as well as their ability and experience (Butt & Katuse, 2017). There will also need to recruit regularly, to ensure that it will help attract stellar local, national recruits and where they will need to demonstrate how far up the organization they can grow.

Part B

Figure 1Organization Chart for Carpetbagger’s Chemicals

Part C

Additional Budget

Figure 2 additional human resource department costs

References

Boella, M. J., & Goss-Turner, S. (2019). Human resource management in the hospitality industry: A guide to best practice. Routledge.

Butt, M., & Katuse, P. (2017). International human resource management practices in automotive industry in Pakistan: Implications for economic growth. 136-144. doi:10.5539/ijbm.v12n2p136

Dessler, G. (2011). Human resource management twelfth edition.

Dessler, G. (2016). Human Resource Management, Prentice Hall Publishing. (15th edition).

Gannon, J. M., Roper, A., & Doherty, L. (2015). Strategic human resource management: Insights from the international hotel industry. International Journal of Hospitality Management, 47, 65-75.

Song, X. (2018). A Study on Management Model of Human Resources in Multinational Companies Based on Cultural Differences–Taking Walmart as an Example. In 2018 International Conference on Sports, Arts, Education and Management Engineering (pp. 292- 295). Atlantis Press. doi:https://doi.org/10.2991/saeme-18.2018.55