Recommendation 1: change managerial strategy RoundTech needs to shift their managerial strategy from a classical organization to a human relations organization. The tasks performed by their staff have a high level of interdependency, especially the production staff, as a result they need to have a social or team based work environment. The change in managerial strategy will allow the organization achieve its overall strategy of providing high quality Canadian made products at an affordable price. The reason that the human relations approach will work for RoundTech is because it will appeal to the employees monetary and social needs and thus will motivate them to work and achieve the goals set out by the executive, provided that they …show more content…
Additionally, they should have a severance package ready for anyone who chooses not to stay with the company. Recommendation 3: invest in training to ensure quality RoundTech should invest in training to ensure that the remaining employees know how to do their jobs effectively. Additionally, as they are going from a piece rate system to a wage with team incentives RoundTech should invest in team building training so that everyone can get to know each other and make it less competitive and more about a team. Shifting the work environment will allow more experienced members of production to support the less experienced because it's better for the team and will help them achieve their group goals. Recommendation 4: implement a wage system The key RoundTech is to change their base pay strategy from a piece rate system to an hourly wage. This will be effective because there is a high interdependency in the tasks, therefore, it is not appropriate to look at only individual performance. Piece rate systems create behaviours where people will push product through even if that means it's lacking in quality because they want to increase their pay. In order to combat the quality issues, pay cannot be solely linked to output but rather should be connected to motivating behaviours that the organization wants; low waste, high quality, productivity and customer satisfaction. A wage system will increase the quality because employees won't be pushing through subpar products. As a result of the increased quality customer satisfaction will increase because there will be fewer problems with the orders
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Numerous styles of management exist that the executive can adopt in leading the organization, such as autocratic, participative, as well as democratic. The management should adopt a style that incorporates the views and values of its workforce within the organization. The staff in an organization is the best assets that an organization can have. It is not enough for an organization to have the most qualified, experienced and professional workers in the field, rather it requires a dedicated team of workers willing to sacrifice and give their all to the success of the organization. The skills that an organization has, such as its corporate strengths, help in shaping its values and cultures, as well as boosting the esteem of its workers to enable them become more productive. Lastly, the organization needs to cherish the shared values within its midst. These elements bind the workforce and management of a company
This paper is about leading people through a management system called Human Resource (HR), that does more than payroll, design training, and avoiding lawsuits. It provides essential components that will ensure that human talent is used effectively and efficiently to accomplish organizational goals. It is a case study of the Rio Tinto company 's Human Resources global approach after a significant downsizing in 2008.
Moreover, the company has placed great significance on open and honest communications with the employees on many levels. Even more, leadership expected a plan that would utilize all human assets in a way that would support the organization’s attitude in servicing customers and employees. As such, they found it important to centralize the staffing initiative in order to maintain the unique corporate culture created in the beginning. Every one of these strategies would be focused on centralizing staffing, brining in the best possible employees, and retaining each on a high
A restructuring activity may also put severance on the table. Some employees may not like the new terms you’re offering them and, since they’re not the terms they were hired under, they have legal grounds to refuse. You can offer these employees
Employee retention is a critical issue confronting today 's businesses vying for talent as the job market begins to improve. Waiting for a valued employee 's exit interview to discover why he or she chose to leave the company can cause you to miss out on keeping a productive member of your team. It is important to utilize the exit interview to gain helpful information. You must use this information to identify obstacles that exist in your organization and address them before other employees follow suit and leave the organization. The expenses incurred due to employee turnover are staggering. According to Josh Bersin, principal at Deloitte and founder of Bersin by Deloitte, the costs can be “as much as 1.5 to 2 times an employee 's salary”. Turnover can cost organizations more than just money. There are other less
CRM is a new Point-of-Sale system that Barry wants to implement at Matthews & Company in hopes of better understanding customers in order to give them better service. It would use sales data, integrate the marketing and transaction databases, track customer information as well as trends, and create a centralized system for the company. It would not only increase sales, but also increase customer loyalty. Further, it would help with the flat sales the company has recently been experiencing.
Bonuses and incentives. Give a weekly or monthly reward to top performers such as gift certificates. Hold staff appreciation programs, including after work social gatherings that are covered by the firm.
Presently, businesses need to face the changing circumstances in the world like the advancement of technological innovation and manufacturing technology, globalization, intensification of customer expectations, and competitive business environments. Hence, it needs a business strategy to sustain changes by incorporating them into business processes (Panwar et al., 2016). Basically, the strategy itself is plans of how your business achieves its objectives and maintains its position in the industry. As stated by Durai, P. (2010), effective alignment of human resource (HR) strategies with business strategies is an essential for an organisation’s success. It is believed that HR strategy improves organisational performance, but there is little or no convincing evidence for this proposition (Huselid, 1995).
Human resource managementis the strategic approach to the organizations great valuable assets – its employees. Organizations with powerful Human Resource systems are more desirable to address...
The pay for performance standard is the first place a company should start. This would be a reflection of if you perform, then you are rewarded. This type of standard raises productivity and lowers labor costs due to only paying top dollar for the people driving and contributing to the organization. Included within this compensation strategy, the company should institute a market-competitive compensation program as well. Most
Human Resource management has a high impact on the overall organization being managed. HR management makes certain that human talent is used successfully and resourcefully to accomplish organizational goals. As an organization core competency, human resources has distinctive competencies that generates high value and sets apart an organization from competitors in areas such as productivity, quality and service, employee skills, and innovative changes. HR management activities can be grouped into categories which include strategic HR management; equal employment opportunity; staffing and talent management; compensation and benefits; and employee and industry relations. This paper will discuss some of these HR functions and the role Human Resources has at the company Zappos.com.
This theory states that employee’s perceptions of how they are treated whether it is fair on not impacts their job performance (Daft, 2013). If an employee is paid what the average employee is paid doing the same job then the employee will feel they are treated fairly and will perform better. If an employee is paid under the average then they tend to care less about performing at top level (Daft, 2013). I would suggest that annually an audit is performed verifying that employees are being paid an acceptable rate compared to the average. If employees are paid under than an increase should be given. This would ensure that employees are happy and that they stay with the company long term and the company will be rewarded with employees who are knowledgeable and educated in their
This particular case is centered around the Human Resources strategy that was implemented by Johnson & Johnson in 1997. This strategy includes many key aspects of corporate culture, leadership and global strategy integrated into one single global human resources program. This program allowed Johnson & Johnson to diversify their current employees, raise the standards for future employees, redefine the standards of leadership within J&J and improve global management overall.
A better the compensation rate, leads to greater the employee satisfaction. Compensation and benefits for many employees are being recognized as important part they consider when applying or accepting jobs. Pay and benefits are very important to both new employees and existing employees. The compensation system is the reason behind why people seek employment. A company with a good strategy that’s wants to compete externally is aware of what other companies are paying their employees. It will not be easy for any organization to exist for a long time if they don’t have a strategy. Every organization is unique it their own way, but their goal is mission is to have the best employees work for them. Change is expected, if organizations don’t keep up with changes, they won’t be able to be externally competitive. It will affect the organizations long term stability.
A transition plan is essential for the employees being terminated. As a manager, there are multiple methods to help make a positive transition for laid off employees. A severance package, letters of recommendation and career information can help a great deal at this stage of the process. Encouraging an employee to focus on the future is helpful.