Human Resources Management Proposal
Prepared for
Bonnie Pfizer
President
Frontier Printers Inc.
On
January 1, 2012
By
Linda Olofsson
Human Resources Consultant
TABLE OF CONTENTS
OUR UNDERSTANDING OF THE SITUATION .................................................................................... 3
OUR QUALIFICATIONS ..................................................................................................................... 3
OUR APPROACH TO THE SITUATION .............................................................................................. 4
OUR RECOMMENDATIONS ............................................................................................................. 4
OUR SUGGESTED IMPLEMENTATION PLAN .................................................................................... 4
PROPOSED TIMELINE ...................................................................................................................... 6
Next Steps ....................................................................................................................................... 6
WORK CITED .................................................................................................................................... 7
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OUR UNDERSTANDING OF THE SITUATION
We have reviewed the information that you have given us, and we are confident that we have
the tools to assist you in taking Frontier Printers through the changes that must be made in
order to perform at your desired level. We understand that there are certain areas where we
can be of assistance. The opportunities for development that we have identified are as follows:
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Hiring & performance management processes are insufficient
Organization is facing growth opportunities that need to be addressed
Organizational chart and succession planning haven’t been considered
Shortage of employees trained in the administrative and price estimation software
Future technical skills, analytical skills, computer training and additional staff are
needed with implementation of “direct-to-film”, “job-tracking” and mailing services
systems.
OUR QUALIFICATIONS
Our professionals are exceptionally equipped with Bachelor Degrees in Human Resource
Management, CHRP designation and a firm understanding of HR legislations. In our 10 years of
providing our consultation services to the community, our team has faced many diverse
situations. Since 2002 we have guided our clients in managing changes facing their
organizations as well as fostering adaptability to the competitiveness of today’s market. We
build strong relationships with our clients and personnel; trust and dedication is what has
driven us to be a leader provider of consulting services. Our past experience includes:

Large factories - coordinating schedule and workload of numerous departments,
providing computer and software training by our computer training professionals

Small businesses - instilling formal processes & procedures for creation of job
descriptions, testing & selection of successful candidates, performance management
program, training & development program, employee relations and termination
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Established firms – bringing organizations up-to-date with the current trends in
technology in order to create a competitive advantage in today’s market, generating
succession plans to retain and develop employees for companies with 20 – 40
employees
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OUR APPROACH TO THE SITUATION
1) Conduct an employee opinion survey to engage employees and obtain information that
validates our information regarding the issues facing the company. Also, set up a
meeting with Bonnie, Randall and Thomas in order to discuss the situation and assess
the possibilities for the organization. With the updated information, prioritize the
organizational concerns and start to implement the procedures necessary in order of
immediacy.
2) Send a consultant to the different departments at Frontier Printers to observe the daily
routines, functions and environment. Based on findings and information previously
received, prioritize the concerns and make the necessary changes by working our way
from the issue needing attention today to issues facing the company in the future.
OUR RECOMMENDATIONS
After evaluating the 2 approaches, we have concluded that option 1 is the most effective and
well-rounded. By using this approach it allows us to get a complete picture of what the
company needs to do in order to move forward. As mentioned, employees would be asked to
complete a survey which will indicate the issues that need to be addressed. With that
information we would meet with the management to evaluate all issues brought to our
attention. From there we would prioritize the issues and then implement the necessary
procedures. Frontier is in need of formal procedures for creation of job descriptions, candidate
selection, recruitment methods, performance management, and training aspects of Human
Resource Planning for the company. These changes need to be addressed immediately in order
for Frontier Printers to be able to retain their valued employees and adapt to the expected
growth of the company.
OUR SUGGESTED IMPLEMENTATION PLAN
In order to attain the most qualified employees that perform at a level that is aligned with the
mission & vision of the company, Frontier needs to formalize its procedures. It is crucial for
management to be on the same page; therefore, the vision & mission statements need to be a
collaborative effort from your management team: Bonnie Pfizer, Randall Bonev and Thomas
Bridenstine. The goals of the organization need to be set before they can be made on a
departmental or individual level. An Employee Opinion Survey will be created by our
consultants and then your management team will circulate to all employees. When the
questionnaires are collected, the information will give us specific feedback that will help us
prioritize initiatives where there is the strongest need for improvement.
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A job analysis needs to be done for all positions, and this can be achieved through Position
Analysis Questionnaires in which employees fill out requirements of their jobs, tools used,
environment and pace. We will formulate the questions with input from management, who
will then circulate the questionnaire to employees.
The data will be used to form the job description for each position; this document exhibits the
duties, responsibilities, relationships, authority, performance standards and working conditions
for each position. The job specifications can also be attained through the analysis. This will
outline the necessary traits, experience, and skills that employees must possess in order to
perform their job successfully. Information from the Questionnaires as well as input from
management will create a concrete foundation of what is required of employees.
Implementing further recruiting techniques will also lead to higher quality applicants. By
posting job descriptions at educational institutions and internet job boards, the potential
candidates will have the necessary skills that align with the company’s needs.
In order to certify that successful candidates have the precise skills to do their job,
management will need to conduct cognitive tests provided by our firm as part of the selection
process. In addition, during the selection interview, management can ask situational and
behavioural questions in order to identify how the candidate would act in situations as well as
how they would treat customers. We will provide the training and necessary seminars that will
aid in your ability to thoroughly evaluate candidates.
Selected candidates will receive training in their specific department by management, and we
will provide our computer training professionals to conduct in-house training for staff in
computer software skills necessary for the future technological systems that will be
implemented. The training can be scheduled by management according to departmental
responsibility.
Furthermore, employee performance management can be addressed by conducting annual
performance appraisals, where development and career opportunities are discussed, as well as
bonuses and salary increases. Our consultants will work with your team to create effective
appraisal interviews. 2-way communication between management and employees will prove
to increase morale as well as retention. Work atmosphere is the key to attracting and retaining
talent. An organizational chart will be produced through the collaboration of your
management team and our consultants. This will provide a solid framework for authority levels
as well as work flow. Succession planning will also be executed; our consultants will meet with
management to map out the hierarchy of Frontier Printers Inc.
As you have indicated, attention needs to be paid to the termination procedures in order to
eliminate any legal issues that could arise. This requires your management team to extensively
document any disciplinary actions taken to correct employee behaviour, the actual termination
and exit interview.
All of these procedures will be beneficial when the company needs to hire and terminate
employees in order to create a workforce that has the technological capabilities needed to
facilitate the company’s growth.
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PROPOSED TIMELINE
Project Kick Off:
Employee Opinion
Survey & Job Position
Questionnaire formed
and circulated. Mission
statement and project
goals established
February
1, 2012
Analysis Phase:
Determine finalized scope
of project and what
actions need to be taken
to achieve project goals
February
29, 2012
Fact Finding Phase: Review survey
results and formulate strategy to
achieve project objectives. Review
questionnaire results, prepare job
analysis & descriptions
March 26,
2012
Training Phase:
Communicate
organizational changes
and train employees to
effectively do their job
April 23,
2012
Implementation Phase: All
tasks will be implemented,
eg. determine detailed job
analysis and descriptions
May 21,
2012
Project Finalization Phase:
Make necessary changes
based on previous meeting
with customers and
management
July 16,
2012
August 21,
2012
Customer Acceptance Phase:
Customers provide feedback,
project is reviewed against
results
Next Steps
We hope that this proposal has met your expectations, and we look forward to meeting with
you at your convenience to discuss and further narrow down your requirements in order to
effectively assist you.
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WORK CITED
HR Voice. BC HRMA. Web. January 28, 2012.
Monster. Monster Worldwide Inc. Web. January 27, 2012.
Taft, Kathryn. Case Analysis in Human Resources Management. Capilano University. Web. January 27,
2012.
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