Jva_Corp.

Introduction JVA Corporation manufactures wireless technologies such as cellular phones, walkie talkies, intercoms, and GPS units. This Corporation bases its international manufacturing in Plano, Texas. It has been in the market since 1995. JVA's team grew to include experts in organizational development, strategic and business planning, and evaluation; actually it leads the corporation’s international factories. Throughout all those years, the corporation provided to the employees excellent compensation packages and many other benefits such as a variety of discount on cell phones, gym memberships, home and auto insurance, and JVA Corp. credit cards as well as discount tickets. Most companies are facing many down falls because of the economy crisis and JVA Corp. has suffered from the recent economic hardships as well. For this reason JVA Corp. must change its strategic approach to continue to run this business and keep all of its employees in employment as a whole. First things first the changes that HR Director will be making to JVA Corp. that all employees will not receive any salary increases for a year. Also, all salaries will be frozen on increases temporarily and will continue when the economic condition of the company is stable. Regardless of position held all employees’ wages will remain the same. Once things get back on track JVA Corp. may be able to return to the way things were within the company before the recession. As HR Director takes a look at the benefits that are offered to the employees within the company, The HR Director should also urge employees to participate in cost cutting initiatives, by elimination of all or any wasteful expenditures; for that reason there is no communication gap between the management and the employees. The HR recession initiatives have to be balanced well. The cost cutting is about the immediate activities to decrease the personnel expenses of the organization, but the HR recession initiatives have to be focused on the future as well. HR Director should also urge to be able to make a few cut backs that can still keep the employees employed. HR Director is going to start with cut backs in the amenities that he offers at JVA Corp. as far as gym member ships, cell phones, credit cards, home and car insurance as well as discount tickets. This is the only way to save as many jobs as possible. Furthermore, after the HR Director reviewed the cost that has been calculated of all the additional compensation programs and benefits; JVA Corp. has to cut back the amenities that JVA Corp. has to offer to the employees. By getting them involved in the planning process, it will help them understand the goals of the organization, what needs to be done, why it needs to be done, and how well it should be done to keep the business running. The regulatory requirements for planning employees' performance include establishing the elements and standards of their performance appraisal plans. Performance elements and standards should be measurable, understandable, verifiable, equitable, and achievable. Through critical elements, employees are held accountable as individuals for work assignments or responsibilities. Employee performance plans should be flexible so that they can be adjusted for changing program objectives. With those cuts and the salaries remaining the same that will improve JVA Corp.’s future, as well as its employees. Conclusion With this conclusion, HR Director should change JVA Corp. strategic approach to continue to run this business and keep all of its employees in employment as a whole. This will help to save the expenses for JVA Corp. The freeze on salary increases is temporary and will continue when the economic situation of the company is stable; while looking out for both interest of the employees and the company. As said in business world if the boss takes care of his employees and his customers the profit will follow. References DeCenzo, David, A., Robbins, Stephen, P (2010). Fundamentals of Human Resource Management, 10th Edition (P.277-279) Susan M. Heathfield (March, 2011). About.com: Human Resources  Retrieved from http://humanresources.about.com/od/360feedback/a/360feedback.htm