Frontier Printers Inc.

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Human Resources Management Proposal

Prepared for
Bonnie Pfizer
President
Frontier Printers Inc.

On
January 1, 2012

By
Linda Olofsson
Human Resources Consultant

TABLE OF CONTENTS

OUR UNDERSTANDING OF THE SITUATION3
OUR QUALIFICATIONS3
OUR APPROACH TO THE SITUATION4
OUR RECOMMENDATIONS4
OUR SUGGESTED IMPLEMENTATION PLAN4
PROPOSED TIMELINE6
Next Steps6
WORK CITED7

OUR UNDERSTANDING OF THE SITUATION

We have reviewed the information that you have given us, and we are confident that we have the tools to assist you in taking Frontier Printers through the changes that must be made in order to perform at your desired level. We understand that there are certain areas where we can be of assistance. The opportunities for development that we have identified are as follows:

* Hiring & performance management processes are insufficient * Organization is facing growth opportunities that need to be addressed * Organizational chart and succession planning haven’t been considered * Shortage of employees trained in the administrative and price estimation software * Future technical skills, analytical skills, computer training and additional staff are needed with implementation of “direct-to-film”, “job-tracking” and mailing services systems.

OUR QUALIFICATIONS

Our professionals are exceptionally equipped with Bachelor Degrees in Human Resource Management, CHRP designation and a firm understanding of HR legislations. In our 10 years of providing our consultation services to the community, our team has faced many diverse situations. Since 2002 we have guided our clients in managing changes facing their organizations as well as fostering adaptability to the competitiveness of today’s market. We build strong relationships with our clients and personnel; trust and dedication is what has driven us to be a leader provider of consulting services. Our past experience includes:

* Large factories - coordinating schedule and workload of numerous departments, providing computer and software training by our computer training professionals

* Small businesses - instilling formal processes & procedures for creation of job descriptions, testing & selection of successful candidates, performance management program, training & development program, employee relations and termination

* Established firms – bringing organizations up-to-date with the current trends in technology in order to create a competitive advantage in today’s market, generating succession plans to retain and develop employees for companies with 20 – 40 employees

OUR APPROACH TO THE SITUATION

1) Conduct an employee opinion survey to engage employees and obtain information that validates our information regarding the issues facing the company. Also, set up a meeting with Bonnie, Randall and Thomas in order to discuss the situation and assess the possibilities for the organization. With the updated information, prioritize the organizational concerns and start to implement the procedures necessary in order of immediacy.

2) Send a consultant to the different departments at Frontier Printers to observe the daily routines, functions and environment. Based on findings and information previously received, prioritize the concerns and make the necessary changes by working our way from the issue needing attention today to issues facing the company in the future.

OUR RECOMMENDATIONS

After evaluating the 2 approaches, we have concluded that option 1 is the most effective and well-rounded. By using this approach it allows us to get a complete picture of what the company needs to do in order to move forward. As mentioned, employees would be asked to complete a survey which will indicate the issues that need to be addressed. With that information we would meet with the management to evaluate all issues brought to our attention. From there we would...
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