Human Resources

Previously we discussed PAC Resources capabilities & employee compententencies. We also identified challenges that needed to be addressed and conducted a Gap Analysis to address those issues and provided solutions.

Additionally, a SWOT analysis was conducted and we provided our recommendations & justifications improvements in Employee Relations, Training & Development and Personnel Management.

The purpose of today’s paper is to compile the data from the previous presentations into a Specific, Measurable, Achievable, Relevant, Time-Oriented action plan, to assist PAC Resources in achieving their business objectives and goals. This plan will consist of the following elements:

1. Departments Accountable for Action Plan

2. Estimated timeframe of completion

3. Metrics we will use to evaluate results of

Recommendations.

4. Risks associated with not implementing these recommendations.

5. Importance of both the strategic and administrative roles of the HR department.

6. Resources needed for transformation.

A brief recap from our previous discussions about our customer. Mr. David Dukakis founded PAC Resources in 1944. They started out as a small storefront company but now employ 835 full-time employees manufacturing American-made high quality specialty computer components, with a customer base scattered throughout the U.S. and Asia. They offer tuition assistance; telework options, free immunizations and a wellness program to their employees and have a long standing in the business. However, they have not explored expansions options and their “customer-base” is largely from one customer, which is forcing them to cut cost by 10%, which they have no experience in doing. We also found they possess a very high number worker’s compensation claims, unethical practices are the norm, and most employees are disgruntle and distrust management. We found that in order for PAC Resources to be successful in this forever evolving...