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.
Kudler Fine Foods is a store unlike any in the grocery industry. Kudler Fine Foods represents a store that could possibly spark a new era within the grocery world. The owner of Kudler Fine Foods, Kathy Kudler, has watched her dream of owning and operating a grocery store that specializes in fine quality food grow within a short period of time. The success of Kudler Fine Foods can be attributed to the innovative ideas, effective leadership, and organizational structure. The overall mission of Kudler Fine Food's "is to provide our customers the finest in selected foodstuffs, wines, and related needs in an unparallel consumer environment. Our selections coupled with our experienced, helpful and knowledgeable staff, merge to offer each customer a delightful and pleasing shopping outing" (Apollo Group, 2003). Kudler has managed to maintain its mission statement by providing its customers with the best and as a result the company has flourished. "Kathy considers one of her key responsibilities to be that of identification of new gourmet items that can be offered in her stores (Apollo Group, 2003)." Therefore, Kathy is considering plans to contract with local growers of organic produce to yet obtain the best in quality products for her consumers and take her business to the next step. If Kathy makes the decision to contract with local growers then changes could be introduced into the company's overall structural organization. Each aspect of Kudler Fine Food's organizational structure from basic business process to the supply chain and quality control process will be affected by the formation of a contractual relationship with local organic growers.
Kudler Fine Foods is also a fierce competitor in their industry, with several locations in the San Diego Metropolitan area of California. Although their competitors, including Whole Foods, a large fine food box store, and other local fresh food markets, Kudler also has to work at staying innovative and maintain their capability to cater to each individual consumers’ wants and
Kudler Fine Foods is a grocery food establishment that serves an upscale customer base. Kudler Fine Foods will start to focus in of how to expand upon their services and stream line the organizational process by improving the efficiency of the entire operations. The success will be measured by Kudler Fine Foods ability to integration a new system which will incorporate a database system. Kudler Fine Foods marketing should be able to easily see the most popular products purchased by customers depending on income levels, area of residence, gender, shopping location along with any other categories that marketing wants to add. The system should also automatically convert the purchases to points and add the point's totals to the customer information data base. "Analysis Phase is to understand and document the business needs and the processing requirements of the new system" (Satzinger, Jackson, Burd & Johnson 2004, p. 6)
problem to next level. Besides Kudler Fine Foods top managers are responsible for communicating the vision
“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
Kudler Fine Foods is a local upscale specialty food store located in the San Diego metropolitan area with three locations a) La Jolla, b) Del Mar, and c) Encinitas. The stores are stocked with the best domestic and imported foodstuffs and have within each five different departments: a) bakery, b) produce, c) meat & seafood, d) condiments and packaged foods, and e) cheeses and specialty diary products. The mission for each store is stated on the company's Internet website as, "The mission is to provide our customers the finest in selected foodstuffs, wines, and related needs in an unparalleled consumer environment" (University of Phoenix, 2007, para. 1).
Human resources to hire and manage workforce, employee education, competencies and required compliances. Wages and benefits and risk management.
Human resource management is part of the human resource approach, which is evidently geared to allow organizations to benefit in two significant ways: increasing in the organization’s effectiveness and satisfying all of the employee’s needs. Organizational goals and employee needs are considered mutual and compatible in this approach, instead of simply addressing them as separate things. In other words, one need cannot be gained at the expense of the other (Human Resource Management... 6). The human resource manager in charge of the corporate office of a large brewing company, and also the manager that I interviewed, is Lori Fulmer. Mrs. Fulmer is the benefits and risk manager of Gordon Biersch.
According to the author, Human Resource is the “practices and policies needed to perform the personnel aspects of a managerial job” (Dessler, 2011, p. 2). Generally, HR focuses on state and federal laws as well as company responsibilities such as staff benefits and payroll and the hiring or termination of employees. In addition to concentrating on the workforce of a company, the HR manager works cohesively with other members of management. Usually collaborations with other managers lead to the development of strategic planning for training or advancement of company objectives.
A way of updating the flow of a Human Resources department, is to consider the three new Human Resource roles. These roles are based on some key factors that are used by top professionals in the Human Resources field. These key factors include organizational development, strategic utilization, talent management, and development. With these key factors it is possible to come up with three new roles for a Human Resources department. These roles include a Strategic Partner, an Employee Advocate, and a Change Champion. The purpose of a Strategic Partner is to do some of the daily Human Resources tasks that help the manager focus on more problematic tasks. Some of these tasks include creating work positions, interviews and hiring, rewards and recognition. This employee will also have to work with the business plan and know the ins and outs of the company policies and procedures. The roles of the Employee Advocate are to be the voice of the employees. This person must be very knowledgeable in the business, human resources, and how to help the employees. Some tasks that will be required of the Employee Advocate will be goal setting, communication, empowerment, and to help make an
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
In any company- be it a proprietorship or a partnership firm or a multinational corporation, Human resources has always played a significant role in particular vicinity of a company’s regular schedule. Depending on the nature and profile of the company the HR executes various general functions. (Mayhew R., N.D.) Such as –
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
Commonly Industrial Relation Systems aim to resolve conflicts within the workplace. As Human Resource Manager Amanda is required to have a proper understanding of the current laws and practices in place for employee relations. There are multiple associates involved in the industrial relations system; employers and industry associates, employers and unions, and Government bodies and legislation.
Human resources is a major part of our business society. They handle so many aspects of business and have many responsibilities to the point where the workload is nigh comparable. Among the many tasks that human resources managers deal with are: handling ethical issues, dealing with employee remuneration, managing employee’s performance, developing a job analysis, developing a job design, training employees, planning out the workforce, handling employee benefits and compensation, hiring new employees, as well as terminating employees. Handling ethical disputes and issues mostly involves dealing with discrimination or harassment charges. Remuneration deals with how well an employee should be paid for their position. Managing employee performance