HRM Essay Example | Topics and Well Written Essays - 1250 words - 1

HRM - Essay Example Since the level of operations will change with the area of operations there will be certain problems related to the area of operation for marketing. The change in structure is feasible with the division of the area of marketing operations. Plans should be developed regarding the new responsibilities that will be provided to Sam and his accountability for the area of operations. The proposal for Sam’s pay structure is not feasible. According to the policy of employment that has been signed by Sam and the company, his pay cannot be changed due to the position he is holding. There are legal constrains that might not be applicable in restructuring the incentive package for Sam (Chan, 1995). There is another problem that might arise from the shareholders’ perspective. There might be pressure in internal nature that might rise due to the existing commitment that has been shown by Sam. The reduction in incentive or bonus structure of Sam might affect the interest of the stakeh olders. The bonus and incentive that are provided to manager are to take entrepreneurial risks that maximize the shareholders value. This will generate a legal obligation in the organization due to inappropriate decision regarding the bonus structure for Sam. Thus, it is not a suitable proposal for Sam and cannot be implemented (Freeman & Et. Al., 2004). For the purpose of splitting the area of operation and recruiting new personnel for marketing unit as National Marketing Manager for another division, it requires time, determination of strategies, implementation of recruitment strategies and budget. These factors need to be revised and financial department needs to be informed for new personnel package. The stakeholder’s interest in this matter might play a significant part in offering salary and incentive packages. This will consume lot of time and the interests of stakeholders are also involved with the financial department along with the budget approval. At this moment, i t is not possible to incur changes in division of operational area. Even though it will require time for all the procedures, it can be implemented. However, the seniority and bonus structure cannot be changed (Durai, 2009). Memo-B Acme Industries Memo B To: Mr Wilf (Manager Logistics, Sydney) From: Human Resource Director Date: April 12, 2011 Regarding: Workforce It’s too early to estimate the workforce for the introduction of new supply chain and logistics in Sydney warehouse at this moment. Analysis needs to be done for the estimation of the workforce required in Sydney warehouse with number of management people required at that place. For the short term purpose, it is not wise enough to redeploy employees at other places. The long term strategy needs to be involved in taking the decision of redeployment. Considering the current situation and the management of warehouse, time should be provided for the territory alignment for the purpose of redeployment (Cognizant, 2009). F or the proposal, there needs to be appropriate association of jobs and behaviors with the organization’s strategy. An unambiguous relationship between ‘human capital capacity’ of the organization and the stakeholder’s strategy should be developed. The employees’ behaviors that underline the success of the organization needs to understood and new models are required to be developed. Once the behaviors are appropriately clear, then they can be put into practice in each