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KorbinCowger

11/11/2014
MGT307
ExelonisanenergyjuggernautknownacrosstheUnitedStates,operatinginforty
eightofthecountrysstates.Theyhaveemployeesfromplentyofdifferentbackgrounds.
DiversityandacleanenvironmentissomethingthatExelonpridesthemselveson.Theuseof
jobanalyseswillhelpExelonpickthebestemployeesforthemanyjobstheyhavetooffer.
Fromelectricianstotaxanalysts,Exelonhasjobinjustabouteveryfield.Thetraining
programssuggestedwouldimplementasmoothdevelopmentprocessforemployeesinevery
department.Performanceisdifficulttomeasureforcertainfieldshowever,theirarealways
newwaystoimprovetheprocessofmeasurement.Exelonemployeesarewellpaidandhave
ahealthyselectionofbenefitstochoosefrom.Therearestillmoreoptionstocompensate
employeesthatIhavesuggested.Therearealsopracticestoimproveemployeerelationsthat
willcreateapositiveworkenvironmentforExelonsconstantlygrowingworkforce.

Theworldisbecomingmoreglobaleveryday,andbusinessesmustprepareforan
internationalmarket.ExelonmayonlyoperateintheUnitedStates,buttheirbusinessis
affectedbytheinternationalworldjustasmuchasanymultinationalcompany.WithExelons
productbeingenergy,theymustobtainmanyresourcessuchascoal,naturalgas,carbon,
andmaterialsforconstruction.Eachoneofthepreviouslylistedmaterialsareincreasingly
becomingglobalcommodities.TheremaybealargeamountofcoalreservesintheUnited
States,butitisalsoanonrenewableresource.Thereareknownobtainablecoalreservesin
aboutseventyothercountries.ThecountrieswiththelargestbesidesExelonshomecountry
areChina,Russia,andIndia.Therefore,Exelonmustfirstprepareitselfbyhavingknowledge

ofitscustomersculturaldifferences.WhatisdeemedacceptableintheUnitedStates,may
notbeconsideredrightinanothercountry.Onesuggestiontohandledifferentcustomsisto
hireaninternationalmanager.Exelonmaybeabletoobtainabetterpriceforaspecific
resourcefromanothercountry.Infact,ExelonshouldappointorhireanInternationalManager
foreachcountrythatitdoesbusinesswith.Thatwaytheycouldseparatetheresponsibilities
ofcommunicatingwithbusinessesinothercountriesamongeachmanager.Thesemanagers
wouldworkasavirtualteamsotheycouldcommunicatewithoneanothernomatterwhatthe
distanceisbetweenthem.Nowtherewouldntbeapersonemployedforeachcountrythat
hasacoalreserve.Thatwouldcostalotofmoneyandwouldrequireastrongrelationship
withtomanycountries.Theinternationalmanagementteamshouldconsistofnomorethan
fourpeople.Exelonshouldfocusonhavingamanagerforeachofthefourcountrieswith
largecoalreserves.Thiswouldrequireeachmanagertobeknowledgeableoftheculturein
eitherIndia,China,orRussia.Thechosenmanagermustalsobefluentinthecountrys
respectivelanguage.Thisgroupwillworkwiththecapitalmarketssectortofigureoutwhere
thebestpriceforresourcesislocated.
Exelondoesntjustneedtobeawareofanincreasinglyglobalworld.Theyalsoneed
tobepreparedforhowdiversetheworldhasbecome.EvenExelonshomecountryhasa
verydiversepopulation.Toanswerthisexpansionindiversity,Exelonhasestablishedthe
OfficeofDiversity.Sincethisofficewascreated,Exelonhaswonmanyawardsforitsdiverse
workforceincludingawardsforwomen,africanamericans,andhispanics.However,diversity
goesdeeperthanemployingpeopleofdifferentoriginsandreceivingawardsforit.The
inclusionofdifferentpeoplebringsmanyfreshideastothecompany.Ibelievethatexelon
shouldcontinuetogrowindiversitybyincludingmoreemployeesofotheroriginsuchas
peoplefromthemiddleeastandtheasianculture.Notonlyshouldtheygainmore

employees,theyshouldalsocontinuetoeducatetheircurrentemployeesondiversity.
Sensitivitytrainingclassescouldbeusedtopromoteunityofpeoplefromallcultures.Ifthere
arenewemployeesfromanothercountry,Exeloncouldofferclassestoteachthemnormsof
livingintheUnitedStates.Theultimategoalisadiverseworkforcewhoisunitedasanexelon
family.
Beinganenergycompanyhasalargeamountofrisksinvolved.Theuseofcoalemits
harmfulchemicalsintoouratmosphere.Theuseofnuclearenergycausesradiationjustfrom
itsregularoperations.Drillingfornaturalgashasbeenknowntocontaminatethewatersupply
ofpeoplearoundtheworld.Withalloftheseenvironmentalrisks,Exelonmustprepareitself
withaplantomakesuretheyarentharmingthepeoplearoundthereplants.Exelonalso
needstoensurethatalloftheseplantspracticepropersafetyprecautions.Withallofthese
hazardousmaterials,someoneelseisboundtobeharmedinsomeway.Forenvironmental
safety,Exelonshouldimplementhazardouschemicalawarenesscourses.Theseonline
trainingclasseswouldkeepemployeesawareofhowenergyproductioncanharmthe
environment.Thecourseswillalsoincludewaystoavoidmistakesthatcouldcausean
environmentalhazard.Alongwiththesecourseswouldbeastrictpersonalsafetyprogram.
Longtimeemployeescouldbepromotedtobesafetyofficers.Theirjobswouldinclude
managingateamofemployees,whoworkwithhazardousmaterials,ensuringthateveryone
isperformingtheirrespectivetaskscorrectly.Thesafetyofficerswouldalsorequiretheir
groupstogooverthevaluesofpropersafetypracticesatthebeginningoftheirshifts,
everyday.AnyemployeewhoworksatExelonshouldhavetosignareleaseformstatingthat
theyhavegonethroughallsafetytrainingprograms.Thesereleaseswillpreventfuture
lawsuitsandlitigationsregardingsafetytooccur.RegardlessofhowdiverseExelonis,sexual
harassmentcanbeanissueinanyworkplace.Itisalwaysgoodtomakesurethatevery

singleemployeeiseducatedonsexualharassment.Exelonisalargeemployerofwomen,
andwomenarethetargetsofharassmentmoreoftenthanmenare.Eachemployeeshould
beinformedaboutthesedangerswithsomekindofsexualharassmenttrainingprogram.The
employeeshouldknowhowtokeeptheeverydayworkplaceacomfortableenvironment.In
thecasewheresexualharassmenthasoccurred,theHumanResourcesdepartmentshould
haveasectordevotedtoharassmentclaims.Anyclaimthatissubmittedwillbereviewedand
assessedinthepropermanner.Thegraphbelowthisparagraphshowstheamountoffatal
injuriestherehavebeenintheworkplaceoverthelasttwentyyears.Theaveragehas
continuedtodropovertheyears,butthegoalforExelonistohavenofatalworkplaceinjuries.
Itwouldbegreattohavenoinjuriesatallhowever,thatishighlyunlikely.Exelonhasworked
extremelyhardtoreducetheamountofgreenhousegasestheyareputtingintoour
environmentovertheyears.Belowthefirstgraphisachartshowingthereductionin
hazardouschemicals.ThisisrelatedtohumanresourcesduetoExelonbecomingasafer
workenvironmenteveryyear.


http://web.b.ebscohost.com/ehost/pdfviewer/pdfviewer?sid=c561c3c00f5d45a7b36e
b1de6c2d09b4%40sessionmgr114&vid=10&hid=109
InorderforExelontomaintainanincrediblyknowledgeableanddiversestaff,they
mustuseamethodknownasjobanalysis.Exelonisalargecompany,sotherearemany
departmentsinwhichtheyrequiredifferentpeoplefordifferenttasks.Thiswouldrequirean
analysisofmanydifferentjobsthatthecompanyneedstocontinuefunctioningproperly.The
humanresourcedepartmentwouldneedtocollectinformationonmultipledepartments
including:accountingandfinance,engineering,customerservice,security,andgovernmental
andregulatoryaffairs.Eachoneofthepreviouslylisteddepartmentsneedsdifferent
requirementsinordertocompletethetasksassignedtotheemployee.Someofthedifferent
typesofinformationhumanresourcesshouldcollectthroughobservationareexplained
below.Humanresourcesmusthavetheirrepresentativesobtaininformationaboutthework
thatisrequiredbytheposition.Therepresentativecouldincludewhy,how,andwhattimethe
employeecompleteseachtask.Humanresourcesshouldunderstandwhathumanbehaviors
thatarerequiredbytheposition.Forexample,thecustomerservicepositionwouldrequirea
personwithanupbeatattitudewhocancommunicatewithcustomerswithease.Next,allof
thetools,materials,knowledgerequired,andservicesmustbedeterminedforeach

department.Theperformancestandardsofthejobmustbethoroughlyoutlinedintermsof
quantityandqualitylevelsforeachdepartment.Humanresourcescouldalsoincludewhat
eachdepartmentsworkingconditionsarelike.Thiswouldbeincludedinjobcontextalong
withworkschedule,incentivesandtheamountofpeoplethatemployeestypicallyinteract
with.Finally,humanresourcesshouldincludealloftheknowledge,skills,andpersonal
attributesneededforemploymentineachdepartment.Thissectionwouldincludeany
training,education,oreventhepotentialhirespersonalitytraits.Agreatmethodforobtaining
anyinformationforajobanalysisissimplyinterviewinganemployeealreadyintheposition.
Thisallowsyoutogetanideaofthedailytasksofeachdepartment,andthetypeofpeople
whousuallyfillthesepositions.Tosupportthis,humanresourcesneedstoobtainrelevant
backgroundinformationlikeprocessandorganizationchartsalongwithjobdescriptions.With
theorganizationchart,humanresourcescanseetheorganizationwidedivisionofwork,
wherethejobfitsintheorganization,andwhoreportstowhomandthejobcommunications.
Therepresentativescanthentakeasampleofemployeestoevaluateandobtainmore
information.Thehumanresourcedepartmentwillgathermoredatabyanalyzingjobactivities,
traits,andworkingconditions.Allinformationobtainedmustbeverifiedwiththeemployee
whoperformsthejobandtheirsupervisor.Thiswaytheinformationisconfirmed,correct,and
complete.Oncealloftherepresentativeshavecompiledtheirinformationtogether,theycan
writejobdescriptionsandjobspecificationsforjobsineachdepartment.Anotherwayof
obtaininginformationfromyouremployeesistorequireemployeestofilloutquestionnaires.
Theserequireemployeestoanswerquestionaboutthedutiesandresponsibilitiesoftheirjob.
QuestionnairescanevenbesenttopeoplealloftheworldusingtheInternet.Thatway
humanresourcescanobtaininformationinalesstimeconsumingway.Thereisnobest
methodtoobtaininformationforajobanalysis.Acombinationofobservingemployees,

interviewing,andprovidingquestionnairescouldbeusedsimultaneouslytoobtain
information.
Beinganaccountingmajor,IhaveselectedthepositionofTaxAnalystatExelon.The
primarypurposeofthispositionistoworkwiththetaxmanagertoprovidetaxadvisory
servicestoExelon.Irecommendthateachpersonapplyingforthispositionshouldatleast
haveabachelorsdegreeinaccountancyandbeacertifiedpublicaccountant.Exelonstates
thattheywantsomebodywithatleasttwoyearsoftaxexperiencewithafocusonlarge
publiclytradedcompanies.Thiswouldentirelyruleoutrecruitingcollegestudentsforthejob
althoughitisacheapmethod.However,ifExelonhadataxinterntheycouldpossiblyhire
themforthejoboncetheyareconsideredreadyfortheposition.Thispositionwouldmost
likelyrequireExelontofindanoutsidecandidateduetothetaxexperiencerequirement.They
alreadyhaveadirectwayofapplyingforthepositionontheirwebsite.Theinternetisagreat
waytopostjobopenings,thereforeexelonshouldcontinuetopostjobopeningsusingother
websites.SomeoutletstheycoulduseareMonster,Yahoohotjobs,andcareer.com.Another
waytheycouldfindagreatpotentialhireisbyusinganapplicanttrackingsystem.Exelon
woulduseadvertisementstoattractapplicantssotheycouldscreenpotentialemployeesin
ordertoseeiftheyaretherightpersonforthejob.Ifonlinerecruitingdoesntwork,Exelon
couldgothroughapublicemploymentagencytofindtherightapplicanttheyarelookingfor.
Orientationisessentialtomakesurethatyournewemployeesgetafeelforwhat
beingpartofacompanyisallabout.Exelonissuchalargecompanythatitneedstoensure
thateachnewemployeefeelscomfortableintheirworkenvironment.Everyexelonemployee
shouldhavetogothroughahandsonorientationprocessbeforetheygothroughtraining
regardlessoftheirdepartment.Thisisbecauseemployeesneedtoknowanyspecificrules,
emailusage,passwords,andbenefitsintegraltocompletingtheirwork.Orientationalsohelps

thenewemployeeunderstandthecompanysvaluesandsocialenvironment.Once
orientationiscomplete,allnewhiresshouldbegintheirtrainingprocess.SinceExelonhasso
manydepartments,onetrainingprocesswontworkforeverysinglesector.Thoseinthe
accountingdepartmentwillnotbetrainedinthesamewayasthemechanicsandelectricians.
Regardlessofhowthedepartmentsgothroughtraining,theyallmusthavetraininggoalsthat
reflectExelonsstrategy.Arepresentativefromeachdepartmentshouldbeappointedby
humanresourcestoleadtheirrespectivetrainingprocess.Theserepresentativeswilleach
followTheADDIEFiveStepTrainingProcess.Theywillbeginbydeterminingthetraining
requiredforthepositionthroughanalysis.Withthisinformationrepresentativeswilldesigna
programsuitedfortheirdepartment.Thecoursecanthenbedevelopedbyactuallycreating
therequiredtrainingmaterials.Implementationwillbethetruechallengehereduetoevery
departmentrequiringknowledgeondifferenttask.Onthejobtrainingwouldbeexcellentfor
positionsinthemechanicalandelectricfield.Requiringnewhirestoperformthetaskwill
actuallygivethemrealexperiencewiththeircareeratExelon.Toavoidsafetyissues,thenew
employeeswillbesupervisedbyarepresentativeoftheirdepartmentwhohasworkedforthe
firmforyears.Thisprogramwouldbasicallybeanapprenticeshipprogramforallpositions
thatrequireonthejobtraining.Onthejobtrainingshouldthenbesupplementedwithlectures
toshowconceptsoftheworkbeingperformed.Exelonisaveryhandsonenvironmentso
onthejobtrainingwouldbethebestmethodtoensurenewemployeesaretrainedcorrectly.
Exelondoesnotbaseitsperformanceoffofonesimplefactor.Theyareabusiness
thatprovideselectricitytomostoftheamericanpublic.Itseemssimple,butproblemscan
occurlikelargescalepoweroutages.Thelossofelectricalpowercancausefrustrationfor
Exeloncustomers.Exelonmustworktokeeptheircustomershappyinordertomaintainits
operations.Exeloncouldsendoutasimplesurveythattheircustomerscouldusetograde

themontheirqualityofelectricalservice.Employeesshouldbegivengoalsthatalignwith
keepingcustomerselectricityfunctioningproperly.Thesesurveyswouldbesentoutwithevery
billinordertoprovideExelonwithcontinuousfeedback.ThegoalforExelonistosustain
electricityforalloftheircustomers.Ofcourseaccidentsalwayshappensothismeasuremight
notbeconsideredproductive.Thesesurveyscouldbeusedtomeasuretheperformanceof
Exelonsmanagement.Exelonshouldavoidusingagraphicratingscaleduetoitbeing
reflectedbypersonalbias.Thesurveyswillrequireeachemployeetoreportonethingthey
likeaboutthesupervisor,andonethingthesupervisorcanimproveon.Thisgives
managementtheperspectiveofallemployeesthatworkunderthem.Theprocesscouldbe
implementedasa360degreefeedbacksystem.ThatwayeachpersonwhoworksatExelon
canhaveasayinwhatneedstobedonetoresultinoverallimprovement.Thisprocesscan
bedoneattheendofeachweektogiveeachemployeesomethingtoworkonfornextweek.
Itisalsoamethodthatcouldkeepanemployeepreparedforanupcomingperformance
review.
http://www.exeloncorp.com/assets/performance/docs/Charter_Compensation.pdf
Exelonisknowntopaytheiremployeesatacompetitivesalary.Exelonalreadyhasan
annualincentiveprogram,butthegoalsallreflectlongtermgoals.Inordertoemployees
motivated,Exelonshouldcreateashorttermcompensationplanforallemployeesto
participatein.Employeesshouldbeabletoearndirectandindirectfinancialpaymentsfor
reachingcertainperformancebasedgoals.Oneexampleofanindirectfinancialpayment
couldbegiventoanemployeeworkingonanuclearplant.Ifthisemployeeisalwaysseen
andknowntopracticepropermeasures.Thisparticularemployeecouldbecompensatedwith
additionalinsurancecoverage.Anotherideaforcompensatinganemployee,wouldbefor
thoseinthesalesdepartment.Exelonsmainproductiselectricity,buttheyalsoprovidegas

serviceaswell.Salesrepresentativeswhogetacertainnumbernewcustomerstoalso
receivegasservicecouldbecompensatedwithasmallbonus.Theideaistogiveexelon
employeessmallperformancebasedgoalstoleadtolargergoalsbasedonthewhole
company.
Exelonnotonlyhasadiverseworkforcethatarepaidwell,theyalsoofferagreat
numberofbenefitstotheiremployees.Thesebenefitsrangefromhealthcare,retirement
funding,lifeinsurance,andstockpurchaseplansforemployees.Exelonspensionplanisone
ofthebestaround.Onethingthattheydontofferisvacationdays.EmployeesatExelon
usuallydontcomplainaboutthepay,buttheamountofhourstheyhavetoworkcanbevery
tiring.Exelonrequiresemployeestoworkfortyhoursaweekminimumandprovidethemwith
additionalworkpassedfortyhours.Acommoncomplaintamongemployeesisbalancingwork
andlife.AlotofExelonemployeeshavefamiliesinwhichtheywouldliketospendtimewith.
Forexample,myfatherworkedforExelonfor35yearsbeforeretiring.Heusuallywouldwork
thirteenhourdaysandbythetimehegothome,hedalreadybereadyforbedtogetupat
fourinthemorning.Duringtheholidayseason,hisworkhourswereincreasedforanoutage.
Duringoutages,employeesusuallyworksixdaysaweekforuptosixteenhourdays.
Vacationpaywouldultimatelyrelieveemployeesoftheirdutiestemporarilysotheycanhave
somefreetime.Italsowouldmotivateemployeestoworkhardtoearnit.Exeloncouldalso
offerchildcareforemployeewhocantaffordananny.OnsitechildcarewouldallowExelon
employeestoworkwhiletherekidsarecloseby.Theemployeecouldevenvisittheirkidor
kidsiftheyhavesometimeoffatwork.SomeemployeeswhoveworkedforExelondont
havedifficultiesbalancingtheirworkandlife.Theseemployeescouldbegivenpayincreases
forworkinghard.Payincreaseswouldworkbestforreallyanydepartment,butwouldwork
especiallywellforsales.Thosewhocanmanagehavingasociallifecouldberewardedwith

giftcardstorestaurantsorotherplacesofentertainment.TheworkatExeloncanbevery
stressful.Offeringemployeesanassistanceprogramcouldhelptheemployeerelaxabit
more.Mentalhealthcounselingcouldhelpemployeeswiththeirproblemsoutsideofwork.
Thatwaytheycouldbringapositivemindsettotheworkplace,withoutinterferencefromtheir
dailylifeproblems.Belowisachartofsomeoftherewardsthatanemployeecanreceive.

Aworkplacethatpromotesapositiveenvironmentwillresultinemployeesbeingmore
motivatedtoworkhard.Exelonmusthaveanefficientcommunicationsystemtomakesure
employeesknowofanynewsthroughoutthecompany.ManagersatExelonshould
implementanopendoorpolicytocreateapositiverelationshipbetweentheiremployeesand
othermanagers.Managerswholistentotheiremployeescreateapositiveenvironmentfor
everyoneintheworkplace.Thisisduetothefactthatemployeesusuallyknowhowto
improvetheirworkprocessbetterthananyone.Theemployeefeelsinvolvedwiththe
companyandisthenrewardedbybeingrecognized.Thisisalsoaninexpensivewaytosolve
commonproblems.Anotherwaytodevelopemployeerelationsistostartanemployee

recognitionprogram.Programsliketheemployeeofthemonthallowmanagerstoreward
employeeswhoworkashardaspossible.Employeerecognitionwillboostthemoraleofthe
workforceatExelon.Employeeswillfeelappreciatedforworkinglonghoursandwillbemore
likelytostayatExelonandcontinuetheirhardwork.Exeloncouldevengetsomeemployees
togethertoformaqualitycircle.Thequalitycirclewillworktogethertosolvecertainissuesthe
companyishaving.Thisalsowillgiveemployeeasenseofvaluingtheircoworkers.
Everyonesopinionwouldcountmakingeveryonefeelinvolved.