Benchmark - CLC - Human Resources and Change

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[Audio] Provide an overview of the chosen organization. Notes by Rene Alvarez:.

[Audio] Justify the choice of the organization. Notes by Rene Alvarez:.

[Audio] Identify the proposed change needed and how the issue has impacted the organization. Notes by Rene Alvarez:.

[Audio] Identify three of the divisions or departments in the organization that relate to the proposed change that was identified. Notes by Vanessa Bautista The proposed change in an organization may involve multiple departments. The safety division has the responsibility to implement new safety protocols, training, or equipment to mitigate any risks associated with the change. The HR department may need to adjust job descriptions, employee contracts, and benefits, provide training, and ensure compliance with legal requirements. The operations department is responsible for adjusting processes, equipment, or staffing levels, and collaborating with other departments to ensure a smooth transition and minimize disruptions to the business. It is crucial to involve these departments in assessing and implementing the proposed change for a successful outcome..

[Audio] Of the three divisions or departments chosen, identify the main one that failed and led to the problem. Notes by Vanessa Bautista According to a report published by the Federal Railroad Administration (FRA), the Union Pacific Safety Division was the main contributor to the major safety issues at Union Pacific. The report stated that the division was responsible for overseeing and managing safety-related matters, including monitoring and enforcing compliance with federal regulations. (Federal Railroad Administration, n.d.) However, the division failed to implement safety protocols and effectively train its employees. Furthermore, the report found that the Crossing Accident Reduction Education and Safety (CARES) program, which falls under the Union Pacific Safety division, did not effectively educate the public or adequately address the risks associated with railway crossings. In the case of Blas Lopez's death, Union Pacific didn't reveal that the warning signal at the crossing had defective parts, which had been identified by the manufacturer 12 years ago. According to a witness, the signal may have malfunctioned, and the company failed to support the Total Safety Culture initiative, which aimed to promote a safety culture throughout the organization. (Bogdanich, 2004) Union Pacific responded as most railroads do after fatal crossing accidents: It blamed the victim, Mr. Lopez, not itself. References: Bogdanich, W. (2004, July 11). In Deaths at Rail Crossings, Missing Evidence and Silence. Times-News | blueridgenow.com. https://www.blueridgenow.com/story/news/2004/07/11/in-deaths-at-rail-crossings/28156330007/ Cameron County Sheriff's Department (2022). Truck collides with locomotive; burst into flames [Online image]. Valley Morning Star. https://myrgv.com/local-news/2022/10/20/truck-collides-with-locomotive-burst-into-flames/ Federal Railroad Administration. (n.d.). Federal Railroad Administration & Union Pacific Railroad Safety Assurance and Compliance Program Report Executive Summary. https://railroads.dot.gov/sites/fra.dot.gov/files/fra_net/15613/Union_Pacific_Audit_ExecSum.pdf.

[Audio] Provide a justification or explanation for choosing the division/department for change. Include cited support for at least one other similar organization that addresses the identified problem well that your selected organization could look to for comparison. Notes by Vanessa Bautista References: BNSF railway has record year for safety in 2023. (2024, January 11). BNSF Railway. https://www.bnsf.com/news-media/news-releases/newsrelease.page?relId=bnsf-railway-has-record-year-for-safety-in-2023 Union Pacific CARES about safety. (2024). Union Pacific. https://www.up.com/aboutup/community/safety/#:~:text=Union%20Pacific%20uses%20innovation%20and,%2C%20pedestrians%2C%20drivers%20and%20trains.

[Audio] Safety and employee longevity affects operations and human resources within the organization. Routes and schedules would potentially need to be reviewed and changes in order to ensure the safety of the employees. The company may need to bring in external resources that can help restructure the safety protocols..

[Audio] The company will need to have the right people in place in order to successfully make the right changes. Th.

Discuss any system realignment that may result from the changes proposed..

[Audio] Speaker Note: When discussing this slide, emphasize Union Pacific's comprehensive approach to HR practices, focusing on the strategic alignment of recruitment, selection, and compensation with the overarching goal of stakeholder satisfaction. Highlight the importance of attracting a diverse talent pool and ensuring cultural fit, which are key to fostering a committed and motivated workforce. Additionally, underline UP's efforts in offering competitive and uniquely tailored compensation and benefits packages that cater to employee needs and expectations. Use the visuals to visually illustrate the diversity of UP's workforce and the competitiveness of its compensation packages, reinforcing the company's dedication to excellence in HR practices. By: Veltoris Phillips.

[Audio] Speaker Note: When presenting this slide, highlight the importance of a comprehensive onboarding process and continuous learning and development opportunities in enhancing the employee experience at UP. Point out how these initiatives not only serve to integrate and align employees with the company culture but also play a critical role in fostering engagement and satisfaction among stakeholders. Use the visuals to effectively convey the structure and benefits of the onboarding process and the tangible outcomes of investment in learning and development programs, emphasizing their impact on employee growth and organizational success. By: Veltoris Phillips.

[Audio] Speaker Note: In presenting this slide, emphasize the integral role of performance management and positive employee relations in sustaining high performance at Union Pacific (UP). Highlight UP's commitment to continuous improvement, goal alignment, and the significance of feedback and recognition in driving performance. Additionally, underline the importance of strategies for maintaining positive employee relations, such as engagement initiatives and effective conflict resolution, in creating a conducive work environment. Utilize the diagrams and statistics to visually represent the effectiveness of UP's approach, reinforcing the connection between employee satisfaction, engagement, and overall organizational success. By: Veltoris Phillips.

Ethics Corporate Social Responsibility (CSR) and Labor Unions: Refers to the ethical obligation of companies to conduct their business in a manner that is beneficial not only to the shareholders but also to other stakeholders, including employees, communities, and society at large. When it comes to labor unions, CSR emphasizes the importance of respecting workers' rights, including the right to organize and bargain collectively. This involves several key considerations:.

Aguinis, H. (2019). Performance management for dummies. Wiley. Albrecht, S. L., Bakker, A. B., Gruman, J. A., Macey, W. H., & Saks, A. M. (2015). Employee engagement, human resource management practices and competitive advantage: An integrated approach. Journal of Organizational Effectiveness: People and Performance, 2(1), 7-35. https://doi.org/10.1108/JOEPP-08-2014-0042 Allen, D. G. (2020). The Oxford handbook of recruitment. Oxford University Press. https://doi.org/10.1093/oxfordhb/9780199764926.001.0001 Bauer, T. N. (2010). Onboarding new employees: Maximizing success. SHRM Foundation. BNSF railway has record year for safety in 2023. (2024, January 11). BNSF Railway. https://www.bnsf.com/news-media/news-releases/newsrelease.page?relId=bnsf-railway-has-record-year-for-safety-in-2023 Bogdanich, W. (2004, July 11). In Deaths at Rail Crossings, Missing Evidence and Silence. Times-News | blueridgenow.com. https://www.blueridgenow.com/story/news/2004/07/11/in-deaths-at-rail-crossings/28156330007/ Eisenberger, R., & Stinglhamber, F. (Eds.). (2011). Perceived organizational support: Fostering enthusiastic and productive employees. APA. Federal Railroad Administration. (n.d.). Federal Railroad Administration & Union Pacific Railroad Safety Assurance and Compliance Program Report Executive Summary. https://railroads.dot.gov/sites/fra.dot.gov/files/fra_net/15613/Union_Pacific_Audit_ExecSum.pdf Giordano, A. (2023, September 17). Federal railroad administration cited serious safety concerns days before union Pacific explosion. The Epoch Times. https://www.theepochtimes.com/us/federal-railroad-administration-cited-serious-safety-concerns-days-before-union-pacific-explosion-5492783?welcomeuser=1 https://www.propublica.org/article/union- Kraiger, K., & Ford, J. K. (2020). The science of training and development in organizations: What matters in practice. Psychological Science in the Public Interest, 13(2), 74-101. https://doi.org/10.1177/1529100612436661 Noe, R. A. (2017). Employee training and development (7th ed.). McGraw-Hill Education. Sanders, T. (2023, November 18). Union Pacific fired him rather than need his warnings of dangerous rail conditions. ProPublica. https://www.propublica.org/article/union-pacific-railroad-dangerous-conditions-warnings-fired-employee Sanders, T. (2023, November 18). Union Pacific fired him rather than need his warnings of dangerous rail conditions. ProPublica. Schwartz, D., & Sanders, T. (2023, April 3). The real reasons long trains keep derailing. ProPublica. https://www.propublica.org/article/train-derailment-long-trains Union Pacific CARES about safety. (2024). Union Pacific. https://www.up.com/aboutup/community/safety/#:~:text=Union%20Pacific%20uses%20innovation%20and,%2C%20pedestrians%2C%20drivers%20and%20trains Union Pacific. (n. d.). Union Pacific. Retrieved March 31, 2023, from https://www.up.com/index.htm Zenger, J., & Folkman, J. (2020). The new science of feedback. Harvard Business Review Press..