abhishreshthaa

New member
Human Resource Management of Del Monte Foods : Del Monte Foods (NYSE: DLM) is an American food production and distribution company headquartered in San Francisco, California. Del Monte Foods is one of the country's largest producers, distributors and marketers of branded food and pet products for the U.S. retail market, generating approximately $3.6 billion in net sales in fiscal 2009. Its portfolio of brands includes Del Monte, S&W, Contadina, College Inn, Meow Mix, Kibbles 'n Bits, 9Lives, Milk-Bone, Pup-Peroni, Meaty Bone, Snausages and Pounce, and Del Monte products are found in eight out of ten U.S. households.[citation needed] The Company also produces, distributes and markets private label food and pet products.
. The organization has a written personnel handbook/policy that is regularly reviewed and updated: a) to describe the recruitment, hiring, termination and standard work rules for all staff; b) to maintain compliance with government regulations including Fair Labor Standards Act, Equal Employment Opportunity Act, Americans with Disabilities Act, Occupational Health and Safety Act, Family Leave Act, Affirmative Action Plan (if required), etc.

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2. The organization follows nondiscriminatory hiring practices.

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3. The organization provides a copy of or access to the written personnel policy to all members of the board, the Executive Director and all staff members. All staff members acknowledge in writing that they have read and have access to the personnel handbook/policies.

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4. The organization has job descriptions including qualifications, duties, reporting relationships and key indicators.

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5. The organization's Board of Directors conducts an annual review/evaluation of its Executive Director in relationship to a previously determined set of expectations.

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6. The Executive Director's salary is set by the Board of Directors in a reasonable process and is in compliance with the organization's compensation plan.

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7. The organization requires employee performance appraisals to be conducted and documented at least annually.

A
8. The organization has a compensation plan, and a periodic review of salary ranges and benefits is conducted.

A
9. The organization has a timely process for filling vacant positions to prevent an interruption of program services or disruption to organization operations.

A
10. The organization has a process for reviewing and responding to ideas, suggestions, comments and perceptions from all staff members.

A
11. The organization provides opportunities for employees' professional development and training with their job skill area and also in such areas as cultural sensitivity and personal development.

A
12. The organization maintains contemporaneous records documenting staff time in program allocations.

The strategic human resource model or SHRM starts in the environmental analysis wherein the HR management is carefully and yet continuously monitoring the economic, social, and labor market present trends. The different changes that appear in the market can change the different policies within and outside the organization. Thus, this environmental analysis can help the manager to detect the opportunities and threats that may influence in the formulation of the human resource guidelines. The second action of the model is in the organizational mission and goals analysis. This is where the orientation of the organization’s overall mission and objectives is promoted and the alignment of the human resource strategies is gradually shaping. The analysis of the organization’s strength and culture is clearly concerned on the culture of the organization as it carefully looks on the strength and weaknesses. The action of the HR varies on the needed training of the workforce, selection, retention, promotion, and termination or hiring.
 
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jamescord

MP Guru
Del Monte Foods (NYSE: DLM) is an American food production and distribution company headquartered in San Francisco, California. Del Monte Foods is one of the country's largest producers, distributors and marketers of branded food and pet products for the U.S. retail market, generating approximately $3.6 billion in net sales in fiscal 2009. Its portfolio of brands includes Del Monte, S&W, Contadina, College Inn, Meow Mix, Kibbles 'n Bits, 9Lives, Milk-Bone, Pup-Peroni, Meaty Bone, Snausages and Pounce, and Del Monte products are found in eight out of ten U.S. households.[citation needed] The Company also produces, distributes and markets private label food and pet products.
. The organization has a written personnel handbook/policy that is regularly reviewed and updated: a) to describe the recruitment, hiring, termination and standard work rules for all staff; b) to maintain compliance with government regulations including Fair Labor Standards Act, Equal Employment Opportunity Act, Americans with Disabilities Act, Occupational Health and Safety Act, Family Leave Act, Affirmative Action Plan (if required), etc.

R
2. The organization follows nondiscriminatory hiring practices.

R
3. The organization provides a copy of or access to the written personnel policy to all members of the board, the Executive Director and all staff members. All staff members acknowledge in writing that they have read and have access to the personnel handbook/policies.

R
4. The organization has job descriptions including qualifications, duties, reporting relationships and key indicators.

R
5. The organization's Board of Directors conducts an annual review/evaluation of its Executive Director in relationship to a previously determined set of expectations.

R
6. The Executive Director's salary is set by the Board of Directors in a reasonable process and is in compliance with the organization's compensation plan.

R
7. The organization requires employee performance appraisals to be conducted and documented at least annually.

A
8. The organization has a compensation plan, and a periodic review of salary ranges and benefits is conducted.

A
9. The organization has a timely process for filling vacant positions to prevent an interruption of program services or disruption to organization operations.

A
10. The organization has a process for reviewing and responding to ideas, suggestions, comments and perceptions from all staff members.

A
11. The organization provides opportunities for employees' professional development and training with their job skill area and also in such areas as cultural sensitivity and personal development.

A
12. The organization maintains contemporaneous records documenting staff time in program allocations.

The strategic human resource model or SHRM starts in the environmental analysis wherein the HR management is carefully and yet continuously monitoring the economic, social, and labor market present trends. The different changes that appear in the market can change the different policies within and outside the organization. Thus, this environmental analysis can help the manager to detect the opportunities and threats that may influence in the formulation of the human resource guidelines. The second action of the model is in the organizational mission and goals analysis. This is where the orientation of the organization’s overall mission and objectives is promoted and the alignment of the human resource strategies is gradually shaping. The analysis of the organization’s strength and culture is clearly concerned on the culture of the organization as it carefully looks on the strength and weaknesses. The action of the HR varies on the needed training of the workforce, selection, retention, promotion, and termination or hiring.

Hello abhi,

I am also uploading a document which will give more detailed explanation on Study on Priority Rate in Del Monte Foods, Inc.
 

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