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

mankind Resources Project 1&2 - Assignment ExampleThis information give the axe be used to deduct the c atomic number 18er opportunities in the telephoner. A deeper analysis reveals that the HR policies ar guided by the main HR policy statement of Nestec Ltd (2002). This is the nose Human Resources insurance policy, implemental to all subsidiaries of the company including those in USA. 2. The company is Nestle Waters North America, 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 soft research followed by a number of activities for drafting and proposing some viable HR policy updates. The activities are described below I. Interview of the underway employees II. Interv iew of and discussion with the HR managers III. Analysis of current policies with tenderness to existing academic and business literature IV. Preparation and instauration of the new and/or updated policies in a proposal 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 close examination of Nestle Waters NAs (2006) HR policies reveals that they are highly dependent on the HR policy manual of Nestec Ltd. depression of all, one of the biggest drawbacks of these policies is that they put certain re exactingions 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 handling people matters but should not modify themselves to the responsible manager. This sort of approach is rather traditionalistic. The second point is that Nestle Waters NA (2006) maintains strict control over its al l hiring and training operations. However, relatively recent experience of certain companies shows that outsourcing the HR responsibilities can bring about more concentration on the vertical specialties of the company (Tornbohm and Da Rold 2005). So these 2 HR approaches need to be changed. A tentative timeline of the proposed HR policy updating and implementation confinement is provided in Table 1. Table 1 A Tentative Timeline of HR Policy Update and carrying out 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 gettable 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 turn over out. 2 days Total time taken +2 reserve days to compensate personnel casualty of time (if any) in the course of the project Total 3 weeks and 4 days (approx) Project use 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 aim 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