Kudler Fine Foods is a full service specialty grocery store. It operates from three locations within upscale neighborhoods in San Diego, Ca. As a self proclaimed gourmet cook, Kathy saw that there was need for a centralized location to shop for the ingredients needed to create her dishes. After years in corporate America, Kathy made a decision to turn her passion into a new career. As a result, Kudler Fine Foods was founded in 1998.
Management Structure
Kudler employs 127 workers. Kathy acts as the company president. The company’s organizational structure is divided between the corporate employees and retail employees however they are all structured to report to Kathy. At the corporate level, the Director of Finance and Accounting, Director of Store Operations, and Director of Administration and Human Resources all report directly to Kathy. As the leadership team, their role is to assist Kathy with business decisions that would allow the best opportunity for growth.
Harvey Stephens is the Director of Finance and Accounting at Kudler. His role is to Develop and implement goals, policies, priorities and procedures relating to financial management, budget, accounting and payroll. He also supervises and participates in the preparation of financial statements and reports including reports of estimated future costs and revenues as a part of the strategic planning process. He is also responsible for Establishes system controls for new financial systems and develops procedures to improve existing systems.
Reporting to Mr. Stephens are 2 accounting clerks and 2 Computer Support Specialists.
While the accounting clerks Computes, classifies, records, and verifies numerical data for use in maintaining accounting records, the Computer Support Specialists is responsible for installing, modifying, and making minor repairs to personal computer hardware and software systems. They also provide technical assistance and training to system users.
Within the Human Resource Department, Brenda Wagner acts as the director of administration and hr. Her role is to develop policies while directing and coordinating administrative and human resources activities, such as employment, compensation, labor relations, benefits, training, and employee services. Within this role, her duties also require that she manages the development of and maintains human resources systems that meet top management information needs. She should be familiar with legislation, arbitration decisions, and collective bargaining contracts in order to assess industry trends. Ms. Wagner represents Kudler’s management team during all negotiations of collective bargaining agreements.
As an integral part of her role, Ms. Wagner is responsible for all employee relations practices.
Each department within Kudler Fine Food's organization implements certain business process with which they conduct their daily business functions. Therefore, some departments within Kudler may experience some process changes if a contractual relationship with local growers were to occur. An area that may receive an increased change in business process would be the legal area. "Kudler uses very few custom forms, preferring instead to use forms (contracts, order forms, etc) that are supplied by the parties the company is dealing with. For example, the leases on the stores were contracts supplied by the lessors. The few customized forms the company uses were obtained from "of-the-shelf" computer programs and slightly modified by Kathy or her assistants" (Apollo Group, 2003). Since Kathy Kudler is the primary legal decision maker, along with counsel from her sister-in-law and lawyer Anne Shousha.
Bohlander, George, and Scott Snell. Managing Human Resources. 15th. Mason, OH: South-Western Pub, 2009. 98-147. Print.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2014). Fundamentals of human resource management (5th ed.). New York, NY: McGraw-Hill Education.
REI’s HR department description leads one to believe that HR has a larger role than just traditional functions.
Whether an organization consists of five or 25,000 employees, human resources management is vital to the success of the organization. HR is important to all managers because it provides managers with the resources – the employees – necessary to produce the work for the managers and the organization. Beyond this role, HR is capable of becoming a strong strategic partner when it comes to “establishing the overall direction and objectives of key areas of human resource management in order to ensure that they not only are consistent with but also support the achievement of business goals.” (Massey, 1994, p. 27)
Changing Roles. Traditionally, HR has been an administrative position-processing paperwork, benefits, hiring and firing, and compensation. However, recently HRM has moved from a traditional to a strategic role, the emphasis is on catering to the needs of consumers and workers. Before, HR was seen as the enemy and employees believed that HR’s main purpose was to protect management. Now, the position requires HRM to be more people oriented and protect their human capitol, the staff. In addition, human resource management has to be business savvy and think of themselves as strategic partners in the 21st century.
Accounting is basically a service activity. Its purpose is to provide quantitative information that principally used by the managers, investors, tax authorities, and other decision makers to make the financial decisions within companies, organizations, and public agencies. Accounting is also widely known as the “language of business.” An accountant measures, communicates, and interprets financial activities. They prepare financial statements or reports for individuals, businesses, government agencies, or other non-profit organizations. They use the accounting systems to categorize the expenses and income to the typical groups. They also keep tract of the money received or paid out to see if the transactions are accurate and complete. Accountants are familiar with the computer operation. They use the computer...
The selected position for this paper is HR Manager. The Human Resource Manager indicates and guides the HR team to allow them to transport a complete HR service to the occupation. The HR Manager proactively recommends on greatest practice HR and where essential proceeds a hands-on task in allocating with case effort. The HR Manager chains the employees about management purposes that reinforce the business philosophy. The comprehensive areas contain employee problems, reward and welfares, remuneration, occupational growth, infrastructures and performance management.
Ulrich, D., Younger, J., and Brockbank, W. 2008. “The twenty-first century HR organization.” Human Resource Management, 47, pp.829-850.
A computer support specialist has many responsibilities. A daily responsibility that is done every day is that they watch computer systems to monitors its performance. Computer support specialist help people set up their computers and show them how to work them. On a daily basis they are always answering questions to resolve problems such as issues relate to hardware and software. Also they must be able to test network systems and check for issues with local area networks. They maintain daily records of their communications. Also they train users on how to use their hardware and software. Computer support specialists stay busy with all their tasks. Also it is important to back up data in case the computer crashes or something happens.
In an effort to gain a working understanding of the Human Resources field, I chose to interview the Director of Human Resources for an organization in Miami, Florida. What I learned goes far beyond any classroom or textbook instruction. It is clear; the field of Human Resources will never be static, as society, technology, and legal environments change, so will the field of Human Resources.
“Hr is shifting from focusing on the organisation of the business to focusing on the business of the organisation” (Zulmohd 2011). David Ulrich points out four distinctive roles of HR which makes the organisation most effective and produce competitive advantage. He planned to change the structure of HR function and build HR around roles. The four key HR roles identified by Ulrich, one HR business partner/strategic partner – aligning HR and business strategy which plays an important role in setting strategic direction. It builds strategic relationship with clients and strategically manages the development of the workforce. The second key role is administrative expert which creates and must deliver effective HR processes made to tailor business needs. It also involves managing people and HR related costs. To continue to the third key role, change agent which understands the organisations culture, and takes the responsibility to communicate those changes internally and gain its employees trust. The final key role identified by Ulrich is employee advocate which is a core in HR role represents employees and helps to improve their experience, protect employees’ interests and confirm strategic initiatives are well balanced. Employee advocates must also “ensure fair, ethical and equitable people processes and practices.” “David Ulrich’s HR Model is about defining the HR roles and
The total amount of managerial staff is more or less than 225 people. This includes everyone from the CEO all the way down to the corporate staff. The total amount of employees throughout the chain of restaurants and breweries, including the corporate offices, is somewhere ar...
According to our textbook Human Resource Management (HRM) is the policies, practices, and systems that influence employees’ behavior, attitudes, and performance. “The human resources management process involves planning for, attracting, developing, and retaining employees as the HRM planning provides the rights kinds of people, in the right quantity, with the right skills, at the right time (Lussier, 2012, p. 240).” According to our textbook the typical responsibilities of the Human Resources department fall into three categories, and they are administrative services and transaction, which handle hiring employees. The second involves business partner services that focus on attracting, evolving, retaining employees by having a clear understanding
Human Resources need stop be aware of how Miranda is treating her employees and they need to be paying fair remuneration to all the employees that work over time as well as how Miranda is being inconsiderate of her staff and their lives, Human Resources should constantly be involved with the lives of all the employees in all the departments to ensure that they are happy with their work hours, and what they are being paid and as well as being happy with how they are treated to ensure an positive and productive work environment w here goals and profits are