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Atha Executive Plan

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Atha Executive Plan
Atha Executive Plan
Human Resource and Accounting and Finance
By: Terra Allen
Instructor: Samuel Palmeri, PhD
Spring 2014 Quarter
BUS3011

Table of Contents
Executive Summary 3
Purpose Statements
Human Resources 4
Accounting and Finance 4-5
Goals and Activities
Human Resources 5-6
Accounting and Finance 6
Organization Structure
Human Resources 6-7
Accounting and Finance 7-8
Interview Questions
Human Resources 8-9
Accounting and Finance 9-10
Performance Standards
Human Resources 10
Accounting and Finance 11
Conclusion 12
References 13
Appendices 14-37

Executive Summary
It is the mission of the Executive Management Team, at Atha Corporation to develop and maintain policies and …show more content…
This activity will help achieve the goal by allowing the employees see that their opinion does matter. Organizations that can create a work environment where employees feel ownership in their job will have a higher retention rate than those that do not. Human Resources will also conduct a salary review of all positions to ensure employees receive a competitive pay, based off experience, in turn leading to better retainage rates. In addition, Human Resources intends to assist department managers to improve employee performance. By collaborating with owners and upper management it is our goal to determine what areas are in need of improvement. Short-term goals will be set to achieve employee success. In addition, a monitoring and reward system will be implemented to help achieve the goal. By showing appreciation, employees will take more ownership of their positions and tasks, thereby leading to increased productivity and revenue.
Accounting and Finance Functional …show more content…
“Examples of the internal structure may be employee/labor relations, compensation/performance management, training and development, recruiting benefits, health and safety, payroll/HRIS, time and staffing records, etc.” (HR Organizational Structure (September 2010) Toolbox.com). The revised Human Resources Organizational Structure will allow for the separation of duties to be distributed among the two (2) new Human Resource Generalist positions, thereby allowing each generalist to provide specialized focus on their responsibilities. At the conclusion of the 12 month project, all HR Generalist will be responsible for Workforce Planning since the planning affects all processes in this functional area. By working together as a Team, each Generalist will be able to communicate how changes in the workforce will affect their workload, including current
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