Garden Gate
Garden Gate Inc.
1. Describe the key problems with the tuition reimbursement program.
The key problem with the tuition reimbursement program is a lack of internal recruiting. Supervisors are not monitoring the internal job postings to ensure employees are informed of internal opportunities. It seems that the information in the human resources database is not accurate and should be continually updated. It is an informational database that can be a great resource to stay on top of internal candidates if utilized correctly. Since the departments that have openings recommend employees that they felt to be promoted is a great concept however it can leave others who are skilled for that department but not currently employed in that department outside of consideration for a position.
Golden Gate also seems to have failed to establish restrictions for continued employment to their tuition reimbursement plan. This requirement greatly increases the retention of candidates who accept the tuition aid.
Human Resources must burden much of the blame for the failure of the program. The administration of the internal recruiting program fails to meet the requirements of the $350,000 in tuition-aid. Human Resources should maintain better relationships with those employees that Garden Gate is investing in. This might help eliminate the problems mentioned above.
2. Does the information in the table indicate any special problems or issues? What do you suggest Garden Gate do about them?
There is excellent diversity of male to female and race and age I would recommend that pattern is maintained. I also noticed 5 employees who have received their education in a program or field outside their existing current position. An example of this is Hui Shi who was a Legal Assistant and received an MBA and left Garden Gate to become a Financial Analyst. This information should be contained to be tracked and if the majority continues to be outside their field changes to the tuition
1. Describe the key problems with the tuition reimbursement program.
The key problem with the tuition reimbursement program is a lack of internal recruiting. Supervisors are not monitoring the internal job postings to ensure employees are informed of internal opportunities. It seems that the information in the human resources database is not accurate and should be continually updated. It is an informational database that can be a great resource to stay on top of internal candidates if utilized correctly. Since the departments that have openings recommend employees that they felt to be promoted is a great concept however it can leave others who are skilled for that department but not currently employed in that department outside of consideration for a position.
Golden Gate also seems to have failed to establish restrictions for continued employment to their tuition reimbursement plan. This requirement greatly increases the retention of candidates who accept the tuition aid.
Human Resources must burden much of the blame for the failure of the program. The administration of the internal recruiting program fails to meet the requirements of the $350,000 in tuition-aid. Human Resources should maintain better relationships with those employees that Garden Gate is investing in. This might help eliminate the problems mentioned above.
2. Does the information in the table indicate any special problems or issues? What do you suggest Garden Gate do about them?
There is excellent diversity of male to female and race and age I would recommend that pattern is maintained. I also noticed 5 employees who have received their education in a program or field outside their existing current position. An example of this is Hui Shi who was a Legal Assistant and received an MBA and left Garden Gate to become a Financial Analyst. This information should be contained to be tracked and if the majority continues to be outside their field changes to the tuition
References: Phillips, J.M., and Gully, S.M. (2009). Strategic staffing. Upper Saddle River, NJ: Pearson Education Inc. Society for Human Resource Management (2009). Retrieved April 3, 2010, from http://www.shrm.org/hrdisciplines/affirmativeaction/Pages/default.aspx