Human Resources Project 1&2 Assignment Example | Topics and Well Written Essays - 1500 words

Human Resources Project 1&2 - Assignment ExampleThis information can be used to understand the rush opportunities in the company. A deeper analysis reveals that the HR policies are guided by the main HR policy statement of Nestec Ltd (2002). This is the Nestle Human Resources Policy, implemental to tout ensemble subsidiaries of the company including those in USA. 2. The company is Nestle Waters North the States, and its HR policies appear to be based on the Nestle Human Resources Policy document. I think some updating is needed for this set of HR policies. 3. In order to update the set of HR policies of Nestle Waters North America to optimize its North American operations flexibly with respect to the main policy framework of Nestec Ltd, it is mandatory to embark on a qualitative look for followed by a number of activities for drafting and proposing some viable HR policy updates. The activities are described below I. reference of the current employees II. Interview of and banter with the HR managers III. Analysis of current policies with regard to quick academic and business literature IV. Preparation and presentation of the mod and/or updated policies in a end format V. Briefing the top HR managers 4. In this section, a proposal that describes the types of policies that are to be prepared and/or changed will be discussed. A tightfitting examination of Nestle Waters NAs (2006) HR policies reveals that they are highly dependent on the HR policy manual of Nestec Ltd. First of all, star of the biggest drawbacks of these policies is that they put certain re inexorableions on the role of the HR managers. According to Nestec Ltd (2002, p. 4), HR managers and their staff are there to provide professional support in treatment people matters but should not substitute themselves to the responsible manager. This sort of approach is rather traditionalistic. The second point is that Nestle Waters NA (2006) maintains strict curtail over its all hiring and training operations. However, relatively recent experience of certain companies shows that outsourcing the HR responsibilities can bring about more concentration on the upright specialties of the company (Tornbohm and Da Rold 2005). So these two HR approaches need to be changed. A tentative timeline of the proposed HR policy updating and implementation task is provided in Table 1. Table 1 A Tentative Timeline of HR Policy Update and Implementation Program Task Time Task 1 Interview of current employees (at least 20 to 30 employees randomly selected) 7 days Task 2 Interview of and discussion with the companys current HR managers. This will involve one to one interaction 7 days Task 3 Existing policies are to be analyzed. This will involve correlating the existing practices with external case studies as available in different business journals, magazines, etc. 4 days Task 4 Preparation and presentation of new policies (final draft) 3 days Task 5 Briefing the HR managers before the plan is rolled out. 2 days Total time taken +2 reserve days to compensate loss of time (if any) in the course of the project Total 3 weeks and 4 days (approx) Project Part 2 Updating the existing HR policies First, HR managers must not be constrained in their HR specific roles only with such a strict regulatory approach. At the first place this makes the hierarchic system of the corporation too strong. The HR managers must be given some of the companys specialties based training. For example, HR managers can be given some basic training on mineral water processing and manufacturing at