Research paper

While considering the ways to collect my information, I decided I would talk to my grandma, Loan Johnson about some of the ways that the HRS department at MM works. Although she is retired as Of 4 years ago, am sure that the company still runs on the same guidelines as it did when she was there. I figured I would get better, more in depth answers if I talked to my grandma about m’s HRS department because I know her personally and we could talk longer about each question asked. When preparing my interview questions for her, I decided to research the main areas I really wanted to know more about.

Mainly, I wanted to know more about her career, and what she did on a daily basis. Also, was interested in other key parts of HRS such as recruiting, selection, ethics, training and diversity. Ladle my grandma on November 5th, 2013 and we talked for about an hour. We discussed a lot of information, which was very helpful in order for me to get all of the answers I needed. Some of the information she discussed with me was familiar to me because of what we have learned in class and case applications. . Theoretical Aspect 1. 1 Being an HRS professional at MM 1. 1. Definition of Human Resources According to Mathis and Jackson (2011), Human Resource races Management is “designed management systems to ensure that human talent is used effectively and efficiently to accomplish organizational goals. ” In other words, he Human Resources department is key when it comes to things that effect all employees. I have heard the saying “an HRS professional wears many hats. ” When discussed this with my grandma, she agreed. She said one day is never like the next while in the office because there is always something that comes up unexpectedly.

This could be a phone call from a manager who’s department you are in charge of, and employee or another manager with an issue or concern that needs to be addressed, an interview, reviewing applications and calling applicants back. My grandma was in the talent acquisitions department. This department is responsible for finding, acquiring, assessing and hiring candidates. This is perfect for the purpose of this paper because I am in charge of writing about the staffing practices that MM uses. 11. 1. 2 Recruiting at MM Recruiting was a huge part of my grandma’s job.

Bugaboos (2004) “After staffing needs for the organization have been identified and clearly described, HRS has the information they need to find qualified candidates to fill the available positions. Although it is important to gather information about how you will present the company to prospective employees, determine the best ay to fill the position and decide where to look for candidates with different qualifications. ” When discussing how MM deals with recruitment, my grandma told me that they do a lot of networking. They have several recruiting events, in many different states.

Mostly traveling to colleges to find students who would like to work for MM after graduating. The main goal of this recruiting is to get a large pool of applicants for HRS to look at and see if they have the potential to be a MM representative. After they look over the various applications, selection of the candidates is the next step. 11. 1. Staffing and Selection “The purpose of selection process is to ensure that the process is fair and equitable and that it results in the best outcome” (Faze, 2010). After receiving applications it is time to determine who to hire for the company.

There are many things that an HRS professional must consider before making those staffing decisions. Professionals must be careful not to hire someone based on unethical reasons. My grandma explained to me that most of her time was wasted searching through applications of people who do not even have the necessary qualifications to apply for the job. This was frustrating to her because it took up a lot of time, time that could be used to get ahead on other tasks, or simply be used to call the applicant and let them know that MM is interested in conducting an interview with them.

Experience plays a huge role in determining if someone will be a good fit for the job, but there is more to hiring than just that. My grandma told me that she looks more into the time that person had been employed by a company. Some people have worked at a company for four years and other people have seven or eight different jobs listed for about three months each. She also brought up cover teeters, and how they are very helpful in getting a feel for the type of person that is applying. My grandma explained that if she thought that person was a good fit, she would call them and set up an interview.

The interviewee would then sit down with the department of which they applied for, and they go through a series of behavioral questions as well as asking them about their past and how they would solve problems in certain situations. If the person has all of the qualifications they are looking for after the interview, the person will then be hired and will go on to complete their training. 11. Training Business Dictionary reads, “Training is an organized activity aimed at imparting information and/or instructions to improve the recipient’s performance or to help him or her attain a required level of knowledge or skill” (2012).

The whole company of MM employs over 88,000 people worldwide, so training is a very important part of staffing. They need to make sure that employees are doing their part, and putting their best efforts into their job in order for the company to run at its highest efficiency. “The most frustrating part of training is when it is an upper level position and they are in raining for a month or so, and after they are done training they leave,” my grandma stated. She was not able to give me an exact number on how much money they spend on training each year, but I could only imagine that it’s a lot because of how many people they employ.

Typically HRS uses the same format for all employees when going through the orientation process. They give the new employee a tour of the building and the departments they are specifically going to be working in, give them a brief history on MM, and explain the foundation and then talk about the behavioral standards. After he orientation day has been completed, then HRS is usually done with their part in training. The HRS professional in charge of the department always makes sure the new employee knows where to go on their first day and then they leave it all in the hands of the department manager.

HRS does not have a plan for how employees need to be trained in in each department because the managers of the department are responsible for getting the new employee well trained and active. 11. 2. 1 Benefits and pay When looking to start a new job, what is typically a persons first concern? Money. “As a emmer, you’ll have opportunities to make a substantial impact, lulled by competitive pay, comprehensive quality benefits and recognition of your achievements” stated on the benefits page of the MM website (2013). Your pay at MM may include two components: base salary and variable pay.

Base salary applies to all employees, while variable pay is offered only to those eligible employees. There is an annual incentive plan, which is a plan that is only available for those who are eligible. It links a portion of your pay to the company. It is based on the company’s performance and those payments are made to employees annually. The long-term incentive plan is eased off of your job level to see if you are eligible to participate. This includes stock options, stock appreciation rights, and restricted stock units grants for management employees.

The last rate of pay is sales incentives. This means that each sales representative’s pay includes incentives paid monthly or quarterly depending on business performance and the business you represent. MM provides comprehensive, quality benefits to you and your eligible dependents, or in other words you and your immediate family. Once you are hired with MM, you are eligible to participate right away in most of the unifies that are offered. MM offers medical and dental which pays the majority of the cost for medical and prescription drug, vision and dental coverage.

Health care and dependent care reimbursement accounts, which allow you to set aside before-tax dollars to pay for certain health care. Disability benefits, which provide company-paid short-term disability coverage in any event that you become injured and are not able to work. MM provides a variety of life and accidental insurance plans for you and your eligible dependents, with basic life insurance covered provided to you at no sot. MM also offers domestic partner benefits, which provide same sex domestic partner benefits to employees who meet the requirements of having a domestic partner.

Employees will get paid time off, which includes vacation, holidays, and other time off to help with the balance between work and personal life. They also provide both savings and retirement benefits. Their retirement benefit program provides a foundation of retirement benefits, which include a 401 k plan, employer contributions to a Retirement Income Account, and a Retiree Medical Savings Account (ARMS) to help with he cost of pre-Medicare medial coverage while in retirement. 11. 2. 2 Human Resource Involvement As the saying goes, “a Human Resource professional wears many hats,” activity planning is another job they have.

Not only does Human Resources plan the Christmas party for the branch, the various club fairs they have around the cities, giving out service awards at dinners, plan lunches for retirees, but they also do a lot of work with their communities. The Cottage Grove branch of MM located in Minnesota has a list of over 17 groups they have worked with, and continue to work with over the years. It is a majority if lunette work performed by MM employees and retirees. Some of the groups they work with are Junior Achievement, Wildlife Habitat Council, Youth Safety Camp, Stuff for Schools Program, united Way, and Adopt-a-Highway.

In 2009, MM contributed $48 million to help Cottage Grove and other local community partners through grants and the MM Foundation as well as donations of MM products. Ill. Practical Aspect 111. 1 Brief background of MM MM was founded in 1902 in the town of Two Harbors, Minnesota on Lake Superior. Five northern Minnesota businessmen who set out to mine a mineral deposit for grinding-wheel abrasives founded it. The deposits they found proved to be of little value, so the new Minnesota Mining and Manufacturing Co. Moved to Duluth, Minnesota to focus on sandpaper products.

They struggled for years in order to master quality productions and a supply chain. New investors were attracted to MM who moved the company to SST. Paul, Minnesota in 1910. In 1916 there were technical and marketing innovations that began to produce success, and the company paid its first dividend of 6 cents a share. MM is now fundamentally a science-based company. There were some pretty big milestones that occurred as the years went on. The first was the world’s first waterproof sandpaper, which reduced airborne dusts during automobile manufacturing, which was developed during the early 1 9205.

In 1925, Richard G. Drew, a lab assistant, invented masking tape, which was the first step towards the first of many Scotch tapes. In 1 950, MM introduced the Thermo-Fax copying process, Starched Fabric Protector, videotape, and Scotch-Bribe Cleaning Pads. During 1 980, MM introduced the one and the only, Post-lat Notes. This created a whole new category in the marketplace and changed people?s communication and organizational behavior forever. In 2004, sales topped $20 billion for the first time, with so many new products contributing significantly to their growth. IV. Conclusions and Recommendations IV.

I Conclusions After my interview with my grandma, and through all of the readings and research done on the staffing practices of a Human Resource Professional, I have come to the conclusion that this position is not as simple as some people make it out to be. Human Resources is the glue of most companies and organizations, so the better the job they do to make sure they hire and staff the right people, the better the organization will run. Human Resources s involved in almost every aspect of a company whether it be hiring, firing, promoting selecting, training, budgeting, safety, benefits, health and wellbeing, and so on.

Years ago they never had more than a couple Human Resource professionals working in companies, but today all of that has drastically changed. I am very impressed as to how HRS professionals remain as such people pleaser or as some say a “people person. ” With the amount of things they deal with on a daily basis, keeping it all together and remaining strong is key. 4. 2 Recommendations Based off of my interview and research, believe that MM has a very strong organization. The one recommendation I would make, although it’s not a huge issue, would be to market their products to other age groups.

I feel that most of their products are more based to an older demographic, especially people in the business world. Businesses use a lot of MM products on a daily basis, and younger people may not be as aware of them. If they marketed their products in places such as school stores younger kids would know more about the products. Also to make them more memorable, they need to place them at eye level so everyone can see them. This would benefit not only the company, but people’s awareness Of truly how good MM products are. References Johnson, L. (2013, November 5). Interview by Alex Tactics, phone interview.