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

HRM - Essay ExampleSince the level of operations will change with the area of operations in that location 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 develop regarding the new responsibilities that will be provided to Sam and his accountability for the area of operations. The proposal for Sams pay structure is not feasible. According to the policy of body of work 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 force not be relevant in restructuring the incentive package for Sam (Chan, 1995). There is another problem that capacity arise from the shareholders perspective. There might be pressure in upcountry 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 stakeholders. The bonus and incentive that are provided to manager are to take entrepreneurial risks that maximize the shareholders value. This will generate a legal covenant 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 single-valued function of splitting the area of operation and recruiting new personnel for marketing unit as National Marketing Manager for another division, it withdraws time, determination of strategies, implementation of enlisting strategies and budget. These factors need to be revised and financial department necessitate to be informed for new personnel package. The stakeholders 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 regard with the financial department along with th e budget approval. At this moment, it 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 construe April 12, 2011 Regarding Workforce Its 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 authoritative situation and the management of warehouse, time should be provided for the territory alignment for the purpose of redeployment (Cognizant, 2009). For the proposal, there needs to be appropriate association of jobs and behaviors with the organizations strategy. An unambiguous relationship between human capital capacity of the organization and the stakeholders strategy should be developed. The employees behaviors that underline the success of the organization needs to unsounded and new models are required to be developed. Once the behaviors are appropriately clear, then they can be put into practice in each