Human Resources Strategic Positioning Plan

Human Resources Strategic Positioning Plan

Human Resources Strategic Positioning Plan

Strategic Positioning Plan - Part 2

1. Executive Summary (if you use a number 1., then you must have a number 2.)

Riordan Manufacturing is a global plastics manufacturer employing 550 people with projected annual earnings of $46 million. The company is a closely held Delaware corporation with its headquarters in San Jose, California.

Riordan Manufacturing Inc. goals are to provide quality products, with excellent customer satisfaction, and manufactured in a highly creative teamwork setting. Also, Riordan would like to continue producing quality plastic that aims to the automotive manufacturer, aircraft manufacturers, the Department of Defense and the component branches, beverage makers and bottlers, and appliance manufacturers.

Its products include plastic beverage containers produced at its plant in Albany, Georgia, custom plastic parts produced at its plant in Pontiac, Michigan, and plastic fan parts produced at its facilities in China. The company's research and development is done at the corporate headquarters in San Jose.

Riordan's Manufacturing Inc. should focus on increasing team unity by recruiting top executive level positions for minority employees. Riordan's current policies contribute to the low employee turnover rates, retention of qualified employees, and motivation of workers. However, in order for Riordan to continue their success in the future we highly recommend that Riordan diversify their top executive positions to increase team cohesions.

Riordan Manufacturing's Mission Statement

Riordan Manufacturing is focused being the industry leaders in using polymer materials to provide solutions to our customers' challenges. We focus on Six Sigma, leading edge R&D and exceeding ISO 9000 standards define the attitude and abilities of Riordan Manufacturing. Our R&D is, and will remain, the industry leader in identifying industry trends. We will strive to be a solution provider for our customers and not be a part of our customer's challenges. Long-term relationships will be sought by maintaining rigorous quality controls, innovative solutions, a responsive business attitude and reasonable pricing. We will maintain an innovative and team oriented working environment. By assuring that our employees are well informed and properly supported, we will provide a climate focused on the long-term viability of our company. We must be focused in achieving and maintaining reasonable profitability to assure that the financial and human capital is available for major customers are automotive parts manufacturers, aircraft manufacturers, the Department of Defense, beverage makers and bottlers, and appliance manufacturers.

Clearly, the initiative of Riordan to go global, especially in China, will expand the profit margin and broaden the customer and stakeholder base, forming the opportunity for future involvement and defining potential overall corporate condition. This will increase revenues and company footprint. Retaining the talent base by promoting a more diverse executive profile (incomplete thought).

The impending and inevitable exit of the baby boomers from the work environment threats to shift the major workforce profile and culture of the company from the traditional employee concept of nine to five workers to a more technologically oriented labor force.

Perhaps one of the most critical flaws in the organizational structure is the fact that there is no Affirmative Action Plan in place in the company. Lack of women in the executive ranks tends to justify this determination. A goal to formulate, implement, assess, and evaluate an action plan needs to be accomplished in a timely manner to indicate corporate willingness to address the issue.

Riordan Manufacturing must sustain the recognition of its employees to improve morale. The alignment of the organization's future needs and employee aspirations must be established to keep executive talent pool intact. An effective Affirmative Action Plan must be in place, with special emphasis on involving more females in the executive ranks. Maintaining sensitivity to the emerging workforce behavior is a key in understanding the human aspect of the future employee group profile. Taking advantage of a solid Human Resource Information System's (HRIS) informational output will enhance the competitive edge. The globalization efforts will pose a challenge but if tapped properly will create major opportunities for development. Selection of personnel based on their suitability to company goals will continue to foster an organizational culture based on the policies set forth by the administration.

Recognizing and Retaining Key Employees and Workers

An effective retention program enables employees to better cope with the demands of home and the workplace. Riordan Manufacturing's policies contribute to the low employee turnover rates, retention of qualified employees, and motivation of workers. The personnel demand and the strength of the economy have created a job market in which skilled individuals are difficult to retain. "Good employees will stay if you add value to their careers and pay them enough" (Fisher, 2004). Riordan will need to continue creating a corporate work environment that will significantly benefit the company and place Riordan Manufacturing as one of the most desirable companies for employment.

Much like other businesses, including the National Football League, skilled workers have become free agents who can invest their human capital in the companies of their choice. Human Resources departments are at the forefront of this challenge, tackling recruitment, retention, compensation, and contributing to corporate culture. Riordan Manufacturing is a global plastics manufacturer employing 550 people with projected annual earnings of $46 million. The company is a closely held Delaware corporation with its headquarters in San Jose, California.

Riordan Manufacturing Employee Recognition Programs

1. Outstanding Employee Award -- One employee per year is named as the outstanding employee of the year. I related this to the program