SPM technics Inc. was founded in 1988 and is specialized in making OEM parts and spare parts in household equipment for kitchen appliances. The manufacturer is known to have the expertise of manufacturing quality parts for over two decades. There are 400 employees working in a single facility unit comprised of labour and management staff. The manufacturer is known for maintaining a stricter quality control which has resulted in repeat business from its customers for many years and has leapfrogged the company’s financials to be the best in the industry.
The company is recently experiencing a surge in demand for more parts from its customers to be delivered over a shorter period of time, which has resulted in the quicker turnover of manufacturing.
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The problems/issues discussed by the HR managers were long labour hours putting a stress on employees, manufacturing equipment malfunctioning, crammed working space that may need an expansion of plant facility, more human capital, training, and quality control. The company has different manufacturing lines for different parts coming out of the assembly line. The managers have ticked off all the options that may not be the root cause of the problem and have narrowed it to training the people involved in the operation of the assembly …show more content…
Every individual has their own learning curve when they are being trained to achieve a certain task. Employees vary in physique, age, and gender and as a result, employees who are over the age of 50 may need a different set of training or pace as opposed to the lower age group. As a result, a proper assessment is required before they begin in any set of training. Physical and mental health are major factors which need to be thoroughly examined before assigning a task. Various methods of training need to be analyzed based on HRM such as lectures, discussions, and computer assisted learning. The HR managers also need to address grievances contributing to
The next problem is poor morale. Morale is the job satisfaction, outlook, and feelings of an employee. Right now, employees do not feel secure within the business and are rebelling against it. They do not have a positive outlook for the future of the business and feel betrayed because of all of the people getting let go. The employees right now have a poor morale due to all these factors.
Hiring about 500 employees for the new plant raises some concerns. Considered a medium-sized plant, it is important for management to implement human resource
In this analysis includes a summary of the characters and the issues they are dealing with, as well as concepts that are seen that we have discussed in class. Such as stereotyping and the lack of discrimination and prejudice, then finally I suggest a few actions that can be taken to help solve the issues at hand, allowing the involved parties to explain their positions and give them a few immersion opportunities to experience their individual cultures.
Some of the bottleneck foremen come up with methods of streamlining their processes to increase throughput at their stations. And for a time, things seem to be improving and inventories are slowly shrinking and more backlog orders are being filled. Then Stacey reveals a proble...
Employee training can reduce or eliminate unsafe behaviors by teaching the employees how to perform their job safely. The training needs to be specific on what the employee is expected to do (Bernardin & Russell, 2013). For instance; if an employee was lifting heavy boxes all day, they need to be taught to bend at the knees and always use both hands to prevent back injuries.
Computer based training is effective because it is easy to track, outreach is more efficient with just in time learning, and the content of the training is more consistent than with an instructor-led training (Pruesser,Lynn & Nordstrom, 2011). While Instructor-led training can be more natural for older employees that are not as familiar with technology, it is also easier for the employees that lack the self-motivation or control to ensure they complete the self-paced training. Regardless of the type of training the company chooses the article states that it is imperative for a company to evaluate the type of training utilized for effectiveness (Pruesser,Lynn & Nordstrom, 2011). If it is not working, it is time to consider other alternatives (Pruesser,Lynn & Nordstrom,
Most of their management team was made up veteran officers with college degrees, completely opposite of their general workforce. A lot of their employees had trouble keeping up with the constant changes and training. Personal issues such as death, divorce and illness effected production as well. (Beer & Swiercz, 2015) Including attracting a new diverse group of people into Weave Tech management that will be relatable to a team but also execute a customer focus work environment. The production base merit and total quality management is effective approach for the organization. It kept morale high and it will continue to drive production even in a customer based work
Ownership and control of production ; vertically integrated manufacturing operation to enable its constant introducing of new items and also ensure short lead time
Workplace education is one of the most essential factors that companies must take into consideration when they are to evaluate the different methods for improving their employee’s competency and skills and the company’s competitiveness in the market and its overall quality. By utilizing workplace education practices such as in-house training, seminars, peer to peer learning, online modules, etc., companies are able to attain high training effectiveness for their employees. As mentioned by Noe and Peacock (2008), “training effectiveness refers to the benefits that the company and the trainees receive from training” (p. 134). The training effectiveness benefits apply to both the employee as well as their respective employer. Benefits for the employee may include behavioural changes or even acquiring new skills. For employers, trained employees could provide a more competent team, increased expertise, an increase in productivity, and even higher sales. To optimize the effect that workplace education has on any individual company, companies must be willing to receive and make changes based on feedback and evaluations from both the training and the competencies of the individuals.
The successful operations of the company revolve around the undertaking of strategic responses to market dynamics and performance of their brands. The company consistently applies changes to the various systems in its production line to address not only i...
...nager) to think of idea to get many orders. They found Europe market is the way to fill the capacity. However, new orders created new bottlenecks. Consequently, two things were done. First, the inventory is increased. Second, the delivery period is increased twice than before.
As businessmen demand higher quality of service in the destination, suppliers are paying more attention to this issue, which could bring higher levels of job creation in turn.
Training and development are important factors to the success of any organization. Each employee is a valuable asset that can either add to the success a company or contribute to its failure. Training supports and makes possible the development of new skills and knowledge. Offering training for employees at various levels within an organization assist employees develop the necessary skills and proficiency to be successful in their careers as well as prepare for new responsibilities.
There are many reasons for employee training and development in the health care environments. Another reason for employee training is to keep with the development with the new change in the world today. Another reason is to benchmark the status of improvement so far in a performance i...
The inventory turnover is almost half compared to the industry average, although it managed to increase by 0.3 compared to 2002. The company needs to maintain a constant cost of goods sold and at the same time manage inventory more efficiently to maintain market competitiveness. The average collection period also increased slightly to 58 days, three days increase compared to 2002. The company needs to negotiate or persuade on efficient payment methods to customers to decrease the collection period down to industry average. The total asset turnover increased 0.1 to 1.6 but still failing to meet the industry standard of 2.0. Martin Manufacturing needs to boost sales while maintaining a constant asset value to meet or exceed industry standards.