Shared Time HR Prepares Plastic Contract Manufacturer for Growth
Challenge
STHRM, Inc. was hired to evaluate the company’s human resources department and determine if the department could support the company’s future growth plans. The company is a privately-owned business with 120 union production and salaried employees.
Results
STHRM, Inc. conducted an organizational assessment of the company’s human resources department. The department is responsible for organization design, production, salaried recruitment, on-boarding, employee compensation and benefits, union contract negotiations, grievance and arbitration, safety, environmental protection, workers’ compensation, employee training and development, and the company’s culture and leadership.
STHRM, Inc. reviewed the present status of corporate-wide HR systems and procedures, human resources policies, tools, and processes or programs. STHRM, Inc. conducted in-depth SWOT interviews with the company president, senior staff, and other key employees.
Then, STHRM, Inc. reported its findings and made recommendations for improvement. The following is a partial list of the recommendations presented to the company’s president and chief financial officer:
Conducted desk audit of federal and state government compliance issues, employee retention by year, and turnover analysis by year.
Purchased a human resource information system (HRIS) to ease record keeping and maintain accurate employee information.
Developed a vision, or road map, of the company’s future.
Reported that salaried compensation lags behind the local market.
Built a succession plan to build bench strength for senior management and vital positions.
Initiated positive labor relations process with monthly labor-management meetings.
Redesigned the talent management process to recruit professional and production employees.
o Initiated social media presence to hire employees.
o The performance management system now ties employee performance to business objectives.
o Developed an annual human resources plan during budget planning cycle.
Developed a professional development curriculum for supervisors, managers, and directors.
Prepared the company’s leadership team for the vulnerability, complexity, uncertainty, and ambiguity necessary to grow the business.
Redesigned the medical, short-term disability, and long-term disability insurances and the company’s vacation and 401(k) policies.
Notice
In order to maintain client confidentiality, specific business information is removed from this case study. The presented situations, activities, programs, projects, actions, and subsequent results are accurate.
If you are interested in learning more about this case study, its results and the services offered by STHRM, Inc., please contact, Glenn Levar (telephone: 440-979-1046, e-mail: grlevar@sthrm.com). To learn more about STHRM, Inc. visit www.sthrm.com.
STHRM, Inc. has teams and strategic alliances with executive wealth management experts, health and life insurance brokers, 401(k) providers, interim executives, professional advisers, operations professionals, third-party workers’ compensation administrators, and employment/contract attorneys.
We welcome referrals from our clients and friends. Please pass this case study along to anyone who may have a need or be interested in our services.