Bandag Automotive Human Resource Approach
Given Bandag Automotive’s size, and anything else you know about it, should we reorganize the human resource management function, and if so, why and how?
What, if anything, would you do to change and/or improve upon the current HR systems, forms, and practices that we now use?
Do you think that the employee whom Jim fired for creating what the manager called a poisonous relationship has a legitimate claim against us, and if so, why and what should we do about it?
Is it true that we really had to put Gavin back into an equivalent position, or was it adequate to just bring him back into a job at the same salary, bonuses, and benefits as he had before his leave?
Miriam, the controller, is basically claiming that the company is retaliating against her for being pregnant, and that the fact that we raised performance issues was just a smokescreen. Do you think the EEOC and/or courts would agree with her, and, in any case, what should we do now?
An employee who is deaf has asked us to be one of our delivery people and we turned him down. He’s now threatening to sue. What should we do, and why?
In the previous 10 years, we’ve had only one equal employment complaint, and now in the last few years we’ve had four or five. What should I do about it? Why?
Bandag Automotive
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Bandag Automotive Human Resource Approach
Bandag has to find out what it needs to do to continue its rapid expansion and maintain the interest of its employees in working for the firm. If there is no change made to the current management structure of the company, it will eventually collapse. Considering the scale of Bandag Automotive and the information that is already accessible, the company should immediately create a Human Resources section. Jim's role in the management of the Human Resources department will end as soon as that department is established and functioning independently. The new HR manager will work closely with Bandag Automotive to analyze the company's projected personnel requirements for the foreseeable future and devise a strategy to achieve those requirements. The new Hiring manager will be responsible for handling employee inquiries about issues at work, conducting orientation for new hires, revising salary and benefits packages, and consulting with managers on a wide range of contentious issues. In addition to these responsibilities, the new Hiring manager will be responsible for hiring new employees.
Employees will now report issues directly to the HR manager. Jim was once in charge of resolving these issues. Since the HR manager will be well-versed in the law, the business needs no longer struggle in its interactions with workers or fear legal repercussions. The new Human Resource manager will also have the job of reformatting the compensations and benefits policies. To find out what other local businesses are paying for comparable roles, they will undertake official compensation surveys. The Human Resource manager at Bandag Automotive means the company can stop using an outside agency to administer its 401(k) plans, payroll, and personnel selection. It will also contain a mechanism for managing employee benefits and performance, which will help incentivize high standards of work.
The Human Resource manager will also be responsible for overseeing the orientation of new hires. They'll keep track of open positions, advertise them, conduct interviews, and choose the best candidates. After that's done, there will be an initial orientation where new hires learn about the inner workings of Bandag Automotive, the company's core principles, and what they can anticipate from their careers there (Bandag Automotive Case). The Human Resource manager's responsibilities will also include counseling superiors on a wide range of complex policies. These include coping with understaffing, disciplinary proceedings, and terminating personnel. Any shop manager who has cause to terminate an employee must first consult with the HR manager, who will determine whether or not the termination is warranted before telling Jim of the situation. After Jim is told of their decision, the HR manager will have a difficult conversation with the employee and fire them in person.
Bandag Automotive may be able to enhance its current human resources (HR) systems, forms, and procedures by terminating the external firm's authority over them, hiring a new HR manager who is independent of both Bandag Automotive and the prior agency, and providing that person with a support staff. This would be the first step in this process. The retrieval of control of Bandag Automotive's human resources from a rival company is the top priority for the company. The outside firm showed very little interest in being an excellent Human Resources department, and as a result, they weren't able to accomplish very much for the company. To decide who should be hired, they administered an "honesty test" and used HR forms that they had purchased from a third-party vendor. All of the necessary paperwork must be drafted within the company, as the company recently implemented new policies and procedures.
The next item that has to be done on the agenda is to locate a successor for the pre...