Florida Atlantic University HR Management of the City of Davie Florida Presentation Assume that You are the newly appointed director of the Human Resources

Florida Atlantic University HR Management of the City of Davie Florida Presentation Assume that You are the newly appointed director of the Human Resources Department (HRD), City of Davie, Florida. As the new director of the department, you are charged with expanding the functions and number of positions of HRD (see attached HRD overview). In so doing, identify the human resources management (HRM) functions not performed currently by HRD and propose units with appropriate positions and staffing levels to perform the functions not currently undertaken by HRD.

Project Task & Activity Requirements

HRM Function Gap Analysis / Audit. Assess the current tasks performed by each unit of HRD. Use the textbook to list the functions and task and activities associated with each function in a table and then indicate whether the functions and their associated activities are performed by HRD and its units. The functions, task, and activities which are unchecked need to be added to HRD.
Propose / Expand units. Based on the audit and gap analysis you conducted in item 1, determine whether the existing HRD units need to be expanded or whether new units need to be created to perform the functions which are not currently performed by HRD. In expanding the existing units or proposing new ones, write mission statements for each unit which are consistent with the organization-wide mission of HRD.
Propose HR positions. Based on items 1 & 2, determine whether new HR positions are needed to perform the functions, tasks, and activities which are not performed currently by HRD. If new positions are being proposed, create a table listing the current and proposed positions by HRD unit. The table needs to provide the position titles, salaries, and estimated fringe benefits associated with each position in each HRD unit. The estimated salary and fringe benefit costs need to be reported in separate columns and then summed in a third column to estimate the “total” cost of each position. From a budgetary perspective, it is best to list the maximum salary amount associated with each position and to base fringe benefit costs for each position based on the maximum salary amount. Salary and fringe benefit savings are realized if vacancies are not filled and if actual salary and fringe benefit expenses are underbudget. Budgeting at maximum salary levels also allows for intra-and interfund budget transfers do to budget allocations exceeded anticipated actual expenditures.
Revise HRD Organization chart. Based on items 1 – 3, revise the HRD organizational chart to reflect the proposed structural and staff changes. In addition to revising the organizational chart, create a table which lists the units across the top beginning at the second column and the functions down the first column. After doing so, identify how each unit contributes to fulfilling the tasks and activities for each function.
Produce A Report. After completing items 1 – 4, write a report which narrates and details the work performed for items 1 – 4.