Paraphrasing due Saturday noon PST

Case Study topic

Name

University

2017

Abstract

The HR department manager is responsible for providing all resource to make the company successful. The Kelecton case study provides activities that HR managers need to do to improve company's status. Based on Pual’s scenario, three main points comes out clearly. This case analysis provides changes that need to be made to current systems, processes, policies, and activities based on survey results, with a rationale for these changes. It will also prioritize the shifts in the order of least to most expensive as well as acceptable assumptions and additional details that have not been provided

Introduction

The new HR manager department at Bumpbie Company called Paul because he had experience in his previous work. In the previous company called Kelecton; Paul had to manage 240 employees in the software of utility company. The results of company's performance were 15 to 20 percent growth rate, and he faced some challenges while he ran the Kelecton HR department. The firm's had issues with recruiting and developing employee’s skills. Soon after that, he left Kelecton Company and found an opportunity at Bumpbie Company as HR department manager. When he got hired in this position, the Bumpbie’s management provided him survey result linking to employee’s satisfaction and workplace condition. The survey results were such that 78% of the employees were satisfied with their working conditions, 70% felt their workloads were adequate and 55% felt safe.

There were comments, presumably from the 45% who did not feel safe. 89% felt there were few if any opportunities to improve their skills. 87% responded there were no promotion opportunities, 74% felt there was little relationship between their performance and their pay. 56% felt their benefits were below average or poor.     

  According to survey list above, Paul needed to make some changes in the current system, policies, and activities from employee stand put. To accomplish this point, he needed to focus on compensation, safety, workload distribution, and working condition. The first thing to do was to motivate employees to be high performers as it is one of the manager’s function (Bateman & Snell, 2015).

Based on the survey, Paul could prioritize on employees input from least expensive change; Paul could improve the job satisfaction of doing survey to make sure he met employee’s satisfaction. 78% of employee’s satisfaction with work condition was not enough and so he needed to increase this rate. To increase job satisfaction rate for the next survey, he needed to focus on worker's engagement with work and find issues that made employees unhappy. Paul needed to provide his employees with more opportunity-training programs, and make them familiar with all updated technology. According to the company's field of software engineering, he could provide them different ways of training class such as external courses or online course to increase employee's computer skills. Moreover, the initial step that makes job satisfaction successful is tracking the plan that's lead to job satisfaction and staff happy.

“Offer anonymous online survey or mobile device survey to track how employees feel about benefits, recognition, supervisor feedback, and another aspect that contribute to employees satisfaction; this allows the HR manager to improve, tweak, and monitor satisfaction level to reduce turnover and save company money” (Gray, 0000). Kelecton also had an issue in workload disruption, based on the survey; there were 70% of workers who felt that workload was inadequate. To solve this problem, the HR manager had to provide this employee a job description and duties. Job description paper provided workers with all the goals need to be accomplished with little time and high-performance quality.

At Kelecton firm, there were 55% of employees who felt safe meaning the other 45% were not feeling safe. Safety was a huge issue Paul had to face which might have cost the company a lot of money. The Occupational Safety and Health Administration Act are mandating employers to provide a high level of safety and healthy work environment (Mathis, Jackson, Valintain & Meglich, 2015). Their several steps considered for a company's safety environment, such as Paul having to brief a safety situation to employees on daily meeting and encourage workers to be safe by fulfilling tasks under all safety rules. Paul had to provide them additional training class that could help employee understanding more the importance of the following safety by illustrating to them good and bad scenarios. Employers must be more transparent in security policy to make it easy. The most efficient way is to create a new department under safety department to monitor, track and implement all security system.

“It is not necessary to wait for an OSHA inspector to check the work area for security risk; regular inspection may do by a safety committee or company's safety supervisor". "Problemareas should be addressed immediately to prevent accident and keep work productivity at highest possible levels" (Mathis, Jackson, Valentine& Meglich, 2015). On the other hand, Paul needed to create a plan to promote employees. There were 87% of current employees who said there was no advertising opportunity, so Paul has to provide all resource to increase employee's benefits. Further HR department should be transparent with employee in the pay system. The best way with pay system is to reward workers based on their performance and the ability to meet goals within the timeframe by adhering to safety provisions.

According to the survey; there were 89% of employees who felt that there was a lack of opportunity to improve their skills. Essentially, this is a very high rate and it could possibly impact negatively on employee’s productivity and talent retention. There are two primary plans which help employees to improve skills; providing internal courses such us tech worker in how to use a program or device, or bringing an external expert to train the employee to solve issues with new ways by share ideas, experience, and brainstorming. Alternatively, as some companies do, the HR could provide their employees a particular educational program such as Educational Assistance Program (EAP). This type of program is given by an employer to develop researchers or/and programs, which related to company’s field.

According to Kelecton Company’s survey, the main details that did not come out clearly but were important to the Paul, as the HR manager department was attracting and retaining employee talent.

Kelecton’s firm field of software engineering, needed to attract talent in the competitive market and retain them. Paul therefore needed to conduct an enforcement to attract and retain talented, by looking to quality employees and making sure that the specific requirements to hire a talented employee were met (Brooks, 2016). Furthermore, employers must increase the speed of hiring system (Brooks, 2016). “Some of the retention strategies researchers suggest companies put into place include offering coaching and mentorship programs, providing rotational programs that give employees exposure to different areas of the business, supporting additional academic training, and giving opportunities for colleagues to collaborate on the main projects”(Brooks, 2016).

Conclusion

This case study provided Paul activities that could help Kelecton firm to improve their working environment. By doing all the activities suggested by the survey, Paul could improve job satisfaction, safety and other employee’s concerns such as improvement of skills and Kelecton Firm would be the a place to work and remain.

References