Human resources homework guidelines and assignment requirements

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Employee retention is something which is negatively impacting Sew Right On Limited. The result is the firm losing cliental to competitors by not becoming more responsive to the needs of staff members. The most successful organizations will address these issues through an effective rewards programs, strong CSR practices and sound ethics. When this happens, their profit margins increase, by providing the customer with more and decreasing their costs to train new personnel. It is at this point, when the firm stands out against competitors and can provide them with something more. To fully understand how this is achieved there will be a focus on those products and services that will add the most value. Together, these different elements will illustrate the best avenues for address these issues in the long-term. (Cheng, 2013) (Cho, 2009) (Costen, 2011)

What product services may add the most value for Judy and/or employees?

To effectively deal with the challenges impacting the firm, it is imperative they outsource a certain amount of their functions to third party providers. They can deal with issues such as COBRA administration. Under the Consolidated Omnibus Reconciliation Act (i.e. COBRA), employee have the right to maintain coverage for health insurance if they are laid off from the organization. The challenge is that HR must continue to follow up and ensure that they are meeting these obligations for former employees. To reduce the costs and expenses, the firm can outsource these activities to a third party provider. (Cheng, 2013) (Cho, 2009) (Costen, 2011)

At the same time, the company will focus on implementing a new Human Resource information system. This is a streamline approach where HR personnel can analyze the employee's situation, their benefits and identify possible weaknesses. These areas will ensure that everyone is able to receive the support they needs at the most critical times. In the future, this reduces confusion and it helps to focus resources where they are needed the most. The information system is how they will achieve these larger objectives. (Cheng, 2013) (Cho, 2009) (Costen, 2011)

In many cases, the system will have an impact on job satisfaction and organizational commitment. Job satisfaction is when an employee will have positive or negative attitudes related to their work. Organizational commitment occurs after an individual feels a sense of respect, fairness and is willing to go the extra mile for the firm. These factors are interconnected, as both have a direct impact on the person's outlook, levels of motivation and if they will do more for their employer. (Cheng, 2013) (Cho, 2009) (Costen, 2011)

Yet, they are different, as job satisfaction is one step to help a person feel committed to the organization. This is because the two build off of each other and are necessary for establishing the strongest beliefs. These factors work in stages and continue to evolve with the individual using various thoughts and emotions to determine if satisfied they are with their work / position. Once someone has established favorable views, is the point this will make them more dedicated to the company in the longer term. This is when they are willing to help the organization achieve key objectives and is utilizing their talents to enhance its performance. The HR information system will play a critical role in ensure that Sew Right On Limited is able to achieve these objectives. (Cheng, 2013) (Cho, 2009) (Costen, 2011)

To alleviate the challenges impacting the firm, it is imperative to implement a benefit program which is responsive to the needs of employees. The best way that this can be achieved is through using Maslow's Hierarchy of Needs (i.e. psychological, security, social, esteem and self-actualization). These factors enable the firm to address the requirements of employees and encourage them to think at higher levels. Once this happens, is the point they can enhance their performance in order to meet key objectives of the firm. (Cheng, 2013) (Cho, 2009) (Costen, 2011)

There are a variety of wellness programs which offer numerous features. The most notable include: physical, spiritual, intellectual, social, emotional and occupational. Physical programs are providing onsite fitness classes, ergonomic work stations, flexible scheduling for physical activity, preventive screenings, fitness fairs, sport specific training, reimbursement for gym memberships, community fun walks / runs and cycling events. Spiritual programs are emphasizing community activities, meditation workshops and support activities to enhance the mental well-being of the individual. Intellectual programs are focusing on personal development and mental fitness. Social programs are focusing on team building and mentoring. Emotional initiatives are emphasizing stress management, employee assistance and support groups. Occupational programs are concentrating on promoting work safety, rewards / recognition, stretch breaks, daily / weekly fitness tips, career development and first aid / CPR training. ("Types of Programs," 2014) Each one of these programs is designed to deal with specific issues and help them employees to have a greater sense of control / empowerment.