1. A case study of the Human Resource at the PAC Resource Inc.

2. Introduction and Purpose for the Presentation
As a model company, PAC is facing various challenges.
These are because of the changing business environment.
The presentation will focus on:
Recommendations for the HR regarding the challenges.
How the recommendations will add value to PAC.
PAC is a model company that is facing some of the major HR challenges that are being faced by various company at this time and age. The management of the company, specifically the HR is therefore tasked with the responsibility of ensuring that the company makes it through the difficult times and continues to run and viable and sustainable business for the benefit of the employees and all the stakeholders.

3. Summary of SWOT Analysis
STRENGTHS
Employees motivation programs.
Un-unionized employees.
Being in business long enough.
WEAKNESSES
Employee unrest.
Management problems.
Increased cost of labor.
OPPORTUNITIES
Improving employee relations.
Evading layoffs by cutting down on costs.
THREATS
Potential layoffs.
Potential employment lawsuits.
Declining sales.
Strengths- The motivation programs that PAC has in place play major role in making the employees stay focused on undertaking their duties and responsibilities. Since the employees are not unionized, this means that the PAC does not have to conform to the external pressure from the unions. Also, being in business long enough means that PAC has been able to learn so important lessons in business that may help in overcoming the challenges it is facing.
Weakness- The employee unrest is likely to make the employees performance and productivity substantially reduce. The problem with the supervisor firing an employee with embarrassment is most likely to reduce the moral of the other employees. Also, the increased cost of labor puts the company in a situation where it has to consider between cutting costs and laying off the employees.
Opportunities- Improving the relationship of the employees and the top management of the organization will greatly help reduce the friction between them thus making the employees more productive. Layoffs may affect the moral and productivity of the remaining staff and as such, cutting down on cost may actually be a better option for the company.
Threats-The potential layoffs may result to massive lawsuits which will costs the company more making the already bad situation worse. The declining sales may potentially lead to losses thus making the company lose its ability to run a sustainable business, (Smith & Mazin, 2011).

4. Proposed Recommendations
Engaging the employees in the cost reduction program.
Cutting down the cost of the wellness program.
Strengthen training in employee relations.
Engaging the employees will see it through that they give their opinion about the effective cause of action to be taken by the company. Since the wellness program is a motivation factor, it should not be eliminated completely but rather cutting down on its costs. Eliminating it completely will affect employee motivation. The training will see it through that management is able to learn and avoid confrontations with the employees that amount to unethical practices within the organization.

5. VALUE of the proposed recommendations
The recommendation will add value through:
Increased employee performance.
Uninterrupted and continues workflow.
Effective flow of information.
Best practices can be institutionalize through:
Providing executive support.
Staff education.
Creating a center of excellence.

6. JUSTIFICATION OF RECOMMENDATIONS
Employee engagement will result to compliance.
Cutting down the costs of the wellness program will result to:
Reduced costs of the firm.
Maintain employee motivation even if minimal.
Training in the employees relation will:
Reduce the employee conflicts.
Help evade possible lawsuits that might cost the firm more money.
When the employees are involved in the process, they will have a feeling of ownership of the process and thus they will comply with the proposed solutions that will require implementation, (Armstrong, 2007). Reducing the funding for the wellness program will not only reduce the cost for the company but also see to it that a motivation factor is not taken away from the employees. This will ensure that they remain productive in their duties and responsibilities, (Bohlander & Snell, 2010). The training will ensure that the managers as well as the employees know how best to respond to the difficult situations that they are facing without at the same time causing harm to those around them. This will see to it that the company is able to maintain the workflow that the employee productivity even during the difficult moments.

7. Recommended HR So That Statement
Proving the employees with an enabling and stable working environment that offers then equal opportunities for learning and personal growth.
The employees will be provided with the same level of concern, respect and attitude which will enable them to duties and responsibilities effectively and efficiently for the success of the organization as a whole.

8. Summary Effective management is paramount to solving PAC problems.
Solving the challenges will need:
Effective processes.
Employee engagement.
Staff training.
These will see it through that PAC develops effective solution that can be realized.
Taking into account the recommendations put across will see to it that PAC is able to overcome the serious HR challenges it is facing. The process will also provide a platform for which the management as well as the employees can and grow in their respective careers.

9. REFERENCES
Armstrong, M. (2007). A handbook of human resource management practice. London [u.a.: Kogan Page. Bohlander, G. W., & Snell, S. (2010). Managing human resources. Mason, OH: South-Western Cengage Learning. Lussier, P. R. N. (2015). Human Resource Management: Functions, Applications, and Skill Development. New York: Sage Publications, Inc. Mitchell, B., & Gamlem, C. (2012). The big book of HR. Pompton Plains, NJ: Career Press. Smith, S. A., & Mazin, R. A. (2011). The HR answer book: An indispensable guide for managers and human resources professionals. New York: American Management Association.