Human ressources management case Mysoft

Thèmes abordés

Human ressources restructuration

Résumé du document

Whant change to make to a company in human ressources, and how to do it

Extraits

[...] I'm looking forward to a further and deeper cooperation. Sincerely, Yours Human Resources Manager Main HR related problems and proposals of solutions Organizational problems Only two persons in the management are doing all the managerial tasks (acquiring new orders and distributing them to working groups; strategy; marketing and PR). role and responsibilities of you (the 2 managers as “the owner” and “the director”) should be split - to make the communication more effective and reasonable: the owner will become the leader of the team leaders (including the tracking of the delivered tasks, the quality, the long term goals of him and the team ) lead regular meetings (virtual and personal) with each team - together and separately still acquire new orders and based on the consultancy with all leaders (event. [...]

[...] Leaders stop programming in order to concentrate fully on the team management. They will be rewarded according to their competences, evaluation from managers and team members and no more according to the project. Free soft drinks cost lost of money and encourages over consumption. It will be another way to save money: the company can offer only hot and cold water for free. Employees can bring their own tea and coffee and there will be a vending machine for other drinks offered for a reduced price. [...]

[...] We can support the employees to write some articles about the company (and give them special appraisal to thank them to communicate for the company) Hiring System Leaders hire people mostly based on the references. It can be possible to miss good potentials that have no relatives in the company. First, the recruitment can be done internally for all the employees of the company. And if there is not a good result, MySoft can search in external. Leaders should cooperate with the HR to select the team members he wants to work with. [...]

[...] It can be appraised quarterly and the rewards could be free day or team lunch/dinner paid by company. Compensation System If project are too important teams are working on it, which means two leaders, according rewards differently. Can be perceived as unfair We can install the same assessment grids. Leaders can meet together to speak about the project's realization and the team's work. They have to give the same rewards. No one take care of the budget. The more the leader thinks you work, the more money you get. [...]

[...] Employees work 8 hours a day where they can choose whenever you want to begin. That can be the source of intra-team lack of communication because if one person of a team decides to begin his day at 8am, and the other one prefer to work during the night, they are not going to meet each others. Standardization is needed (for instance between 11 am and 3 pm). So they can use the time between 11am and 3pm for meetings and communication. [...]