GRAND CANYON UNIVERSITY SCENARIO GENERATOR
Module 4 Scenario: Hiring Plan and Compensation Package Proposal
Type: Government Services
Size: Large Corporation
Sector: VA Medical Facility
Funding: Bonds
Stakeholders:
Government
Decision makers:
Managers
Formal organization:
Non-profit public administration
Human Resources Department:
Transactional
Stage in Organizational Lifecycle:
Maturity
THESE ARE THE GIVEN CONSTRAINTS:
ORGANIZATIONAL BACKGROUND:
Founded in: 1921
Dedicated to: This public institution is committed to be responsive to
the needs of the community and public, which it serves.
Culture In order to promote respect, privacy, and a collegial work
environment, we encourage all employees to discuss topics of interest
or address their concerns via proper management channels. The
appropriate communication protocol can be found in the public section
of the HR web site.
Structure: structure
Mission statement: To preserve and improve the physical, social, and
economic health of our neighborhoods, support neighborhood selfreliance and enhance the quality of life for the residents through
community-based problem solving, neighborhood-oriented services, and
public/private cooperation.
Vision statement: We thrive to become a community that has a
harmonious balance of the interests of our citizens, businesses, and
visitors achieved through managed growth, fiscal responsibility, open
communication, and stewardship of our natural beauty and environment.
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INTEGRITY: By dealing honestly with our clients, staff, vendors and
community.
RESPONSIBILITY: By considering the environment in which we do
business, community views and the common good.
PROFITABILITY: By being aware that an appropriate level of profit is
necessary to maintain our business and allow our values to continue to
be observed.
Values statement: In conducting our business, we will realize our
vision by performing our affairs so that our actions provide
confirmation of the high value we place on:
Present goals: To reduce delivery and distribution time of products
and services. To reduce the number and frequency of customer
complaints, and to improve the response time of customers inquiries.
Past goals: To reduce employee turnover by 20 percent by introducing a
new employee assistance program. To improve productivity by
implementing a company-wide training program. To actively recruit
skilled workers into the organization.
Brief SWOT analysis:
Strengths:
Experienced management
Loyal customers
Known for product quality
Weaknesses:
Experienced management approaching retirement
Too much internal bureaucracy
Opportunities:
Partner with larger companies to expand services
Buy out some competitors
New initiatives to streamline decision making
Technological advances
Threats:
Changing demographics
Vulnerability to recession and business cycles
Unproven relationship between government and private sector
Changing needs and preferences of stakeholders
Expected increases in tenured employees compensation
FEEDBACK:
Customer feedback:
Negative comments:24
Positive comments:94
Issue resolution:0
Reachability:8
Cancellation:2
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Friendliness:8
Product knowledge:9
Overall:4.6
Employee feedback:
Negative comments:26
Positive comments:0
Negative comments:26
Positive comments:0
Issue resolution:0
Reachability:7
Cancellation:4
Friendliness:2
Product knowledge:0
Overall:2.2
RESEARCH USING LibGuides:
Generic http://libguides.gcu.edu
Specific http://libguides.gcu.edu
REFLECT ON:
Question 1: Do organizational goals support the mission, vision, and
values statements?
Question 2: Does the organizational structure support the strategic
plan for the organization, communication, decision making, customer
service, employee engagement and satisfaction, and cross department
interaction?
Question 3: Are there apparent gaps in skills, talent, or diversity
in the leadership team or staff?
Question 4: From a review of the information provided, what areas
are in need of further development?
DELIVERABLES:
In this assignment you will consider strategic issues in staffing,
succession, compensation, and diversity management. Assume the role of
a manager within your chosen organization and create a report to the
management team, which addresses the most critical aspects of hiring
and succession in the organization. Address all the topics outlined
below.
Describe the main components of the hiring/succession plan (manager’s
role) addressing:
— Candidates evaluation
— Training
— Key positions
— Access to records
— Interest assessment
Describe the main components of the recruitment plan (HR role)
including the following sections:
— Needs assessment
— General and specific recruitment
— Goals, strategy, and action steps
— Methods of recruitment
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— Budget (summary of main items)
— Recruitement resources
— New employee orientation and training
Describe the main components of the compensation plan: salary study
and incentive plan (compensation committee role), addressing
— The compensation philosophy
— Pay policy regarding hiring, promotion, and merit
— Pay range alignment with external market analysis
— Communication of pay policies to employees
— Consistency
Describe the main components of the diversity management policy,
addressing:
— Recognition and respect for the individual differences
— Maintaining a positive workplace environment
NOTE: Refer to additional resources posted as well as to the Libguide
for examples.
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