Third Entry

         Our Human Resources Planning Process

      After we defined our HR Planning Process, we determined the compensation, benefit, incentive program, workforce program package for each particular post as follows:

·   Leader

Compensation: Rewards given if the business survives on another targeted period of time (month or years).

Benefit: Medical Insurance.

Incentive program: Profit-Sharing Plan

Workforce program package: On and off-the-job training with analyzing competitors and business’s pro and cons. Keeping business on-going and in right track towards business goals and mission.

·   Assistant leader

Compensation: Rewards given when performances are excellent.

Benefit: Medical Insurance.

Incentive program: Pay for performance (Variable pay)

Workforce program package: On and off-the-job training while assisting leader and supervising managers. Assisting business’s leader to keep business process in check and looking after managers’ performance.

·   Secretary

Compensation: Rewards given when maintained a good paperwork (easily understandable and traceable).

Benefit: Vision insurance and medical insurance.

Incentive program: Pay for performance (Variable pay)

Workforce program package: On-the-job training while documenting business’s paperwork.

·   Finance Manager

Compensation: Rewards given when business’s income increases

Benefit: Vision insurance and medical insurance.

Incentive program: Pay for performance (Variable pay)

Workforce program package: On and off-the-job training on maintaining and expanding company’s revenue. Control the business’s savings and earning (financial in and out of the business), as well as updating business’s book account.

·   Operational Manager

Compensation: Rewards given if reached target sales.

Benefit:  Medical insurance, accident insurance and workers’ compensation insurance.

Incentive program: Gainsharing plan.

Workforce program package: On-the-job training while producing products. Increase production as demand increases.

·   Marketing Manager

Compensation: Rewards given if successfully reached targeted market.

Benefit: Medical Insurance.

Incentive program: Pay-for-knowledge Plan.

Workforce program package: Off-the-job training to external incentive program. Come up with new marketing strategy and improve current marketing strategy.

       The most important and suitable type of power describing our team leader is the Legitimate Power. It is because he is at the top of our organizational hierarchy since all of the team members agreed to have him as our team leader. Ever since we were running our Deli Brownies business, the leader played his role well as his behavioral approach was balanced between the Task-Focused and Employee-Focused. He gave clear instructions to other members about the tasks in focusing to achieve our goals. In addition, he tolerated with every members' suggestions so that everybody would reach the satisfaction in each task given.

      Deli Brownies is considered a new, small business that would be held without any assets. So, the most suitable source of finance for Deli Brownies would be external, specifically investment of personal funding in the business. There are several reasons why Deli Brownies would be financed externally. First, the startup capital is so minimal that won’t lead Deli Brownies to a rapid growth. Thus, personal funding would reinforce the sales as a result of offering more commodities. In fact, if Deli Brownies relies solely on the capital, it will take much time to grow. Second, personal funding won’t result in debts, but the main risk would be the loss of personal funding if the business fails. Third, it’s better for Deli Brownies to rely on external finance to boost the sales since the profit made by a commodity is very low. Finally, personal funding suits best for Deli Brownies as we can get huge amount without requirements of collateral.

·