Human Resources Plan – Green Energy Solutions Inc.
You are a Human Resources (HR) program of one. Based on information learned in this course, create a Human Resources plan of the steps needed to create a one-person HR department. The design of the HR department must correspond to the various dimensions of the organization. For example, if there are multiple customers, products, or locations, then HR needs to support them all.
In your paper:
Provide a clear and concise summary of the business (name, industry, number of people, etc.).
Create a detailed plan by completing the following:
Develop a recruitment and selection plan.
Design a training and development plan.
Design a compensation package for the people hired.
Discuss legal issues the company should consider (e.g., the U.S. Equal Employment Opportunity Commission).
Develop a performance appraisal system.
Provide support from scholarly sources in regards to the decisions made in the creation of the HR department.
Writing the HR Plan
The HR Plan
Must be eight to ten pages in length (not including the title and reference pages) and must be formatted according to APA style as outlined in the Writing Center. Any exhibits or appendices are also not included in the paper length.
Must include a title page with the following:
Title of paper
Student’s name
Course name and number
Instructor’s name
Date submitted
Must begin with an introductory paragraph that has a succinct thesis statement.
Must address the topic of the paper with critical thought.
Must end with a conclusion that reaffirms your thesis.
Must use at least five scholarly sources, three of which must be from the University of Arizona Global Campus Library, in addition to the text.
The Scholarly, Peer Reviewed, and Other Credible SourcesLinks to an external site. table offers additional guidance on appropriate source types. If you have questions about whether a specific source is appropriate for this assignment, please contact your instructor. Your instructor has the final say about the appropriateness of a specific source for a particular assignment.
Must document all sources in APA style as outlined in the Writing Center.
Must include a separate references page that is formatted according to APA style as outlined in the Writing Center.
Text
Youssef-Morgan, C. M., & Stark. E. (2020). Strategic human resource management: Concepts, controversies, and evidence-based applications. Retrieved from https://content(dot)uagc(dot)edu/
Human Resources Plan – Green Energy Solutions Inc.
Your Name
Subject and Section
Professor’s Name
April 2, 2023
Company Name: Green Energy Solutions Inc.
Description: Green Energy Solutions Inc. is a company that provides renewable energy solutions to commercial and residential customers. The company specializes in solar panels, wind turbines, and energy storage systems.
* Founders: John Smith and Sarah Lee
* Year Founded: 2020
* Location: San Francisco, California
Financials:
* Annual Revenue (2022): $10 million
* Annual Expenses (2022): $8 million
* Net Income (2022): $2 million
* Total Assets (as of December 31, 2022): $15 million
* Total Liabilities (as of December 31, 2022): $5 million
* Equity (as of December 31, 2022): $10 million
Employees:
* Total employees (as of December 31, 2022): 50
* Breakdown of employees:
* Sales and Marketing: 10
* Engineering and Technical: 20
* Operations and Administration: 20
Products and Services:
* Solar panels for residential and commercial customers
* Wind turbines for commercial customers
* Energy storage systems for residential and commercial customers
* Installation, maintenance, and repair services for all products
* Consultancy services to help customers design and implement renewable energy solutions
Competitors:
* SolarCity
* SunPower Corporation
* Tesla Energy
* Siemens Gamesa Renewable Energy
Mission Statement: Our mission is to provide sustainable energy solutions that benefit our customers and the planet. We strive to be a leader in the renewable energy industry and to make a positive impact on the environment by reducing our dependence on fossil fuels.
Green Energy Solutions Inc. is a California-based company that specializes in providing renewable energy solutions such as solar panels, wind turbines, and energy storage systems. The company was established in 2020 by John Smith and Sarah Lee, with the aim of promoting clean energy and reducing carbon emissions. As of 2023, the company has grown to a team of 50 employees who are committed to delivering high-quality, sustainable energy solutions to clients across the state. In 2022, the company generated an impressive $10 million in revenue, with a net income of $2 million.
To sustain this growth and success, the company needs to establish a robust Human Resources department that can effectively manage the needs and demands of the workforce. This paper aims to provide a comprehensive Human Resources plan for Green Energy Solutions Inc., which includes a recruitment and selection plan, a training and development plan, a competitive compensation package, legal considerations, and a performance appraisal system. The goal of this plan is to ensure that the company attracts and retains the best talent, while also providing opportunities for career growth and development for existing employees. By doing so, the company can continue to deliver innovative and sustainable energy solutions to its clients while maintaining a competitive edge in the market.
Recruitment and Selection Plan
Recruitment and selection are critical HR functions that directly impact the quality of talent hired and ultimately affect the company's performance. Therefore, Green Energy Solutions Inc. needs to establish an effective recruitment and selection plan to attract and retain the best talent in the industry.
To begin with, the company needs to identify its hiring needs and determine the job description and qualifications for each position. The job descriptions should be precise, clearly defining the duties, responsibilities, and qualifications required for each role. By doing so, the company can avoid receiving irrelevant applications that waste valuable time and resources.
Once the job descriptions are established, the company can start recruiting using various channels, such as job boards, social media, and employee referrals. Research shows that employee referrals are an effective recruitment channel as they can increase employee engagement and reduce the cost per hire (Phillips & Gully, 2015). The company can also consider partnering with universities and attending job fairs to attract top talent.
Additionally, the authors of this article also believes that the recruitment process should include a structured interview process that evaluates candidates' skills, knowledge, and experience. The interview questions should be related to the job requirements, and the interviewer should use behavior-based interviewing techniques to assess the candidate's competencies (Cascio & Aguinis, 2005). Additionally, the company should conduct background and reference checks to verify the candidate's qualifications and ensure that they meet the company's standards.
Furthermore, the company can use pre-employment assessments to evaluate the candidate's technical skills, cognitive abilities, and personality traits. Studies show that pre-employment assessments can improve the quality of hiring decisions and reduce employee turnover (Schmidt & Hunter, 1998).
Training and Development Plan
While a recruitment plan is essential to find the individuals who are perfectly fit for the company’s goals, objectives, and resources, the next step is providing a training plan that increases their capability to work with and for the organization. A well-designed training and development plan is critical to ensure that employees have the necessary skills and knowledge to perform their roles efficiently. Green Energy Solutions Inc. can implement several strategies to develop a comprehensive training and development plan.
Firstly, the company should start with an orientation program for new hires, which should introduce them to the company's culture, policies, and procedures. This program can also include a tour of the facilities, an overview of the company's products and services, and an introduction to their job roles and responsibilities. A well-designed orientation program can help new hires adapt to the work environment more quickly and effectively.
Secondly, the company can offer on-the-job training to employees, which involves learning by doing. On-the-job training allows employees to acquire new skills while performing their regular job duties, making it a practical and cost-effective approach to training. The company can also pair new employees with experienced staff members to help them learn from the best practices of their colleagues.
Thirdly, formal training programs such as workshops, seminars, and online courses can be used to develop specialized skills and knowledge in specific areas. For instance, the company can offer workshops on solar panel installation or wind turbine maintenance, which can help employees enhance their technical skills. Seminars on leadership, communication, and customer service can help employees deve...