Situational Analysis and Action Plan
Human Resource Management in 21st Century Knowledge
Rise, Inc is a day program for developmentally disabled adults. Rise is currently going through some economic hardship along with the government. Due to the fact that this organization is funded through the government, their budget has decreased and their resources have become very limited.
In this hard time it is becoming harder and harder to satisfy employees while being able to function to the fullest. Throughout the entire Rise sites there are two Human Resource Managers, and one site has an active union. Previously all of Rise workers were within the union, but the HRM’s have allowed other sites to not be active in the union, but still reap the benefits of the union. If one site has a benefit, all the sites get that same benefit. This has made things difficult. This paper will go over the background of Rise as a whole, their training process, what role HRM’s have, union presence, and key performance indicators. After reviewing these items an action plan will be suggested and explained on how to implement it to create a better, stronger work environment. Organizational Profile
Rise, CIP Anoka is a community integration program that is part of a large multipurpose company that services individuals with disabilities in a large array of ways. Rise, besides it’s multiple CIP sites throughout Minnesota also assists individuals getting back into competitive work by job coaching, assists individuals with Traumatic Brain Injuries, and individuals with Mental Illness. Rise was created by a group of parents in the Anoka, MN area who wanted to have a better, more productive program for their children with disabilities rather than the sheltered workshops that were already in service. Throughout the long struggle they incorporated Rise in 1971 and has branched off from working only with persons with disabilities to including housing support, students in transition, and welfare to work. Rise could not be what it is today if it weren’t for the thousands of individuals who work with these great individuals every day. Organizational Mission Statement
Rise has always had the mission of supporting individuals with disabilities and other barriers to employment, housing, vocational achievement, and belonging to their community. “Rise is dedicated to building a community which is more accepting of all of the citizens and we support the development of creative partnerships with businesses, government agencies, and the general public to meet this objective.” (Barrett, 2012)
When servicing such a widely diverse population you tend to understand the importance of having a just as equally diverse group of staff members. Even though we do have a very diverse group of staff that works at Rise, at Anoka specifically, you need to be able to obtain a Class C drivers license. This is one way that it will narrow down the diversity of the staff that works there. An example of individuals that would not be able to get their class C drivers license would be individuals with a seizure disorder.
Within its community Rise does a great job at leading by example with the different job sites out in the community and different functions that Rise and their clients and staff volunteer for. By doing so, Rise shows that everyone has “…the right to live, work, learn, and recreate within their communities regardless of disability, cultural background or social status.” (Barrett, 2012)
With upholding these beliefs and mission Rise implements in every site “cultural immersion,” which is, “a behavior-based diversity program that sends employees into communities where they interact with persons from different cultures, races, and nationalities.” (Noe, 2009 p 764) Rise does this because we services such a diverse group of individuals that we need to be able to understand them to the best of our abilities regardless of...
References: Barrett, J. J. (2012, March 17). Rise a partnership that works. Retrieved from
Marr, B. (2012, March 17). What is a key performance indicator (kpi)?. Retrieved from
http://www.ap-institute.com/Key Performance Indicators.html
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2009). Human resource
management: Gaining a competitive advantage (7th ed.). New York: McGraw-Hill Irwin.
Please join StudyMode to read the full document