Vendor Managment

Unit 6 Exercise 1: Case Study

The first thing I would suggest that Northeast Electronics’ Human Resource department do is to revamp their management structure. From the case study it seems that the HR Department does not have a set structure, or one that is being used like it should be. There is plenty of structural management principles that they can use that would work best for their situation.

Then next thing I would suggest is that select a management style that would best suit their needs, along with the needs of their suppliers. This is also dependent on the organizations personality and how they want to attract candidates. Using the following management principles and management structure, Northeast Electronics can meet their hiring needs more efficiently and organized.

One principle they can use to help minimize confusion is the chain of command principle. This is where HR staff report directly to the hiring managers about candidates. Suppliers must report directly to HR and not to bypass or corrective action can be taken. Along with the chain of command, they can also incorporate departmentalization. This is pretty self-explanatory and it just reiterates that HR is to take care of HR’s needs based on the company’s request.

Another management structure principle they can use is called the (MBO) Management by Objective. This is where the HR department sets standard operating procedures that everyone agrees upon. These procedures are reviewed periodically to highlight any areas in need of an update based on the organizations needs as well as recording the progress each one has made towards the goals they were created for.

“Important considerations of MBO include: Objectives are identified and defined. Organizational goals and objectives flow from the top down. Goals and objectives are realistic and achievable. Plans for goal achievement are detailed and milestones identified. Measurements and time tables are well defined and...