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Explain How Action Oriented Hrm Departments Differ from People Or...

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Explain How Action Oriented Hrm Departments Differ from People Oriented Hrm Departments Provide an Example of Each Style Justify Your Answers Using Real Life Examples Experiences and Reasoning Essays and Term Papers

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SMALL BUSINESS
Special Report
HR leaders make a whale of a difference for owners and employees in small businesses When Cheryl Collins joined Ninkasi Brewing Co. in December 2011 as its first HR director, it was hard for the 55 employees and countless customers of the Eugene, Ore., microbrewery to swallow the news. As word spread of Collins' pending arrival at the 7-year-old company, a few locals penned angry letters to company officials. "HR is evil… it will ruin the company," predicted one. "Congratulations on the corporatization of Ninkasi," said another. Employees, some of whom had worked for manufacturing companies where HR handed out pink slips and pay cuts, worried that they might face similar situations at Ninkasi. Collins clearly had her work cut out for her. "When I walked in the door on the first day of the job, there was a desk but no chair, no pen and no job description," she recalls. She thought, "Aha, this is why they hired me!" Starting from scratch, she's spent the past year and a half building trust and an HR function from the ground up. Among her tasks: updating compliance policies, outsourcing payroll, writing a basic procedures manual, creating an onboarding initiative, adding a human resource information system, creating formal compensation and benefits programs, recruiting 30 employees, building core values, and boosting employee engagement. As she and the chief executive officer worked to define her role and link it to business goals, overcoming misperceptions about HR remained her biggest challenge. As she put plans into action, she got crafty: "When we make specialty beer, we allocate some for our employees to enjoy," she explains. "We made it available only in my office so that employees would have to come by, talk and spend some time." And she changed her title from HR director to vice president of organizational development, another step in "combating that old, negative attitude about HR." Fast-forward to today, and Collins reports...