Hallington Utilities Services (HUS) is an electrical utility services company from Hallington, Ontario, which has been in operation since 1979. During the mid-1990s, the Ontario government began implementing policies relating to market deregulation in the power distribution industry, which caused the electricity rates in Ontario to skyrocket becoming the third most expensive in Canada. However, the government passed Bill 35 which aim to improve prices and quality of the utilities in the region. At at national level the Energy Competition Act in 1998 determined, “to create jobs and protect consumers by promoting low-cost energy through competition, to protect the environment, to provide for pensions and to make related amendments to certain Acts.” (Legislative Assembly of Ontario, n.d.). This new act pushed the Ontario Energy Board’s (OEB) to modify their responsibilities “to promote economic efficiency and cost effectiveness in the generation, transmission, distribution, sale and demand management of electricity and to facilitate the maintenance of a financially viable electricity industry” (Ontario Energy Board Act, 1998). …show more content…
7) such as “electric water heaters, garden tools and lawn mowers” (Vandenbrouke & Templer, 2002, p. 7). HUS new market ventures created some concerns with employees including job security (Vandenbrouke & Templer, 2002, p. 8). John Swatridge, the Chief Executive Officer (CEO) after review identified three main challenges at HUS:: privatization of the company, downsizing the company, and the unionization of the clerical employees. As a result, Marion Forbes, the new senior human resource (HR) manager at HUS, was to mitigate these risks, while paving the way for a prosperous business
While DST’s conserves energy used to power businesses and industries, it is offset by an increased use of electricity from residential areas.
Found in the case study entitled, Promotion from Within at Citrus Glen, is a staffing process concern. The Citrus Glen Company, based in Florida, is a juice producer that supplies orange and grapefruit to food processors, grocery stores, convenience stores and restaurants in the United States. With rapid growth over the last few years, the HR vice president, Mandarine “Mandy” Pamplemousse, has been worried about how to staff the ever-expanding array of positions for Citrus Glen. Her concern is how to hire and promote enough individuals who are qualified for the needed positions. When Mandy is trying to staff internally, she uses a contractor based in Charlotte, NC called, Staffing Systems International (SSI). When positions become available that are appropriate to staff internally, she sends a group of candidates for the position to SSI to participate in the assessment center. The candidates are in the assessment process for three days. Mandy receives the results with recommendations, a few days after
The United States located electronic company Electrocorp faced the problem of declining profitability due to rising production costs, specifically high wages, costly worker's safety and environmental standards. In order to solve this problem Electrocorp is deciding whether to relocate some of their plants to South Africa, Mexico, or the Philippines.
UPS as a company has become an employer of rewards, opportunity and achievement, and employer of choice. The company's nationally recognized human resources initiatives focus on the idea of keeping the reputation of being the best package delivery company in the business. In the facility I work for in Ontario, our Human Resources department faces a lot of challenges when dealing with their roles and responsibilities reason being this location is one of the largest in UPS. The HR roles and responsibilities have to be followed correctly in order for them to be proper in helping UPS maintain the reputation of having one of the world's largest and most talented workforces.
Case Study of The Home Depot Preface This Essentials of Strategic Management assignment has been made by three persons which have been working together and individually to finish the assignment properly and in time. Secondly, we would like to thank the company whose websites we were able to visit and use, to get additional information that we could use for leading the assignment of Home Depot to a successful ending. We can say, that it was a pleasure to work on this assignment and would, in the third place, like to thank each other. The persons who worked on this assignment, for the effort and time that is put in the assignment, that brought us to this finished version.
Hankin, Harriet. The New Workforce: Five Sweeping Trends that Will Shape Your Company's Future. New York: AMACOM Div American Mgmt Assn, 2005.
Under what conditions might the parties to the alliance discussed in this case dissolve or end the relationship?
The importance of Human Resource management is associated with the beginning of mankind. As the knowledge of survival had begun including safety, health, hunting and gathering, tribal leaders passed on the knowledge to their youth. However more advanced HRM functions were developed as early as 1000 B.C and 2000 B.C. Since the modern management theory took over, the working environment was transformed into a more friendly and safe work place. The workers were termed as most valuable resources. While some companies took the human side of employment seriously, there were others who did not find it mandatory. Hence they faced huge labor unions and factory shut downs (Henning, 2001).
On the medium term, the key questions, the Human Resources department needs to answer, are following ones, in order to align its strategy with the company’s one:
As we learn from the case study, the Lincoln Electric Company is the largest global manufacturer of machines for welding, which are used in all kinds of construction projects. This means that the company has a large global presence and many employees, so its culture affects thousands of its workers. Even though it is now 2014, the company still has a large market share and very satisfied employees, so clearly the culture leaves employees satisfied and motivates them to work hard for the company.
Organizational culture is imperative to the success of the organization. The strength and core values of the organization is supported by the organizational culture. This allows for organization to operate in a specific manner that is specific to that organization and can pave the path for success. Company founders are passionate about their vision and mission and they elude that passion into their employees. When that passion and mission is successfully implied to the employees the company strives in it 's path to success. Founders of companies are the continuing influence for the company to succeed. They pour the foundation of organizational culture so that the vision of their passion is directed in the right path. Organizational culture
In 1990 the group bought two little entities from the same business and merged them into a single unit: Trebor Bassett. The CEO of this unit soon became the CEO of the group (1993) and he then realized that the success of the past years was seriously in danger and that a real turn needed to be taken. John Sunderland (CS’CEO) and John Stake (Human Resources Director) decided to spend time trying to understand the problem and finding the adapted solutions.
Massey, R. (1994). Taking a strategic approach to human resource management. Health manpower management, 20, 27-30.
The Web. 6 Apr. 2012. The. Gueutal, Hal G., and Dianna L. Stone (eds.). "Chapter 9 - The Next Decade of HR—Trends, Technologies, and Recommendations".
Ulrich, D., Younger, J., and Brockbank, W. 2008. “The twenty-first century HR organization.” Human Resource Management, 47, pp.829-850.