Rordan ManufacturingEssay Preview: Rordan ManufacturingReport this essayProblem Solution: Riordan ManufacturingRiordan Manufacturing is a global plastics producer employing 550 people with projected annual earnings of $46 million. The company is wholly owned by Riordan Industries, a Fortune 1000 enterprise with revenues in excess of $1 billion. Recently, Riordan made several strategic changes in the way it manufactures and markets its products. Declining sales and uneven profits over the past two years not only forced the company to change its sales processes, but prompted them to adopt a customer-relationship management (CRM) system. Faced with lower job satisfaction and increased turnover, employee motivation has become a major issue. In order to decrease employee turnover and increase job satisfaction careful restructuring of the reward system and new motivational strategies must be put in place (University of Phoenix, 2007).
Situation AnalysisIssue and Opportunity IdentificationWhen issues or problems surface they lead to opportunities. It may be more difficult to identify the opportunities than to identify the problems and challenges. However, by scanning the entire environment and focusing on defining opportunities, rather than just challenges or problems, the possibilities expand. Additionally, as the company moves forward the possibilities adds value and expands as well (Maul, n.d.). In the past 10 years, several factors have developed at Riordan Manufacturig increasing turnover and lower job satisfaction. Organizational factors, such as desire to increase innovation, recognize the value of teamwork, and reach new customers with new products have come into play. But simple things like how to reward equally and motivate employees with different needs also deserve consideration,” (University of Phoenix, 2007).
Riordan Manufacturing has an opportunity to learn the employee’s needs of their three major demographic groups, baby boomers, GenXers, and Gen Y. By management learning to use the team approach they will be able to work with employees and allow them to discover what abilities they have, what motivates them, and the opportunities they can obtain. Reviewing the information Yvonne McMillian, Human Capital Consultant, gathered will help management use best fit practices and align reward and Compensation Systems with the firm’s business strategy. (University of Phoenix, Scenario: Global Communications) (Refer to Table 1).
Stakeholder Perspectives/Ethical DilemmasRiordan Manufacturing is facing employee turnover. Employees believe there pay is not competitive with jobs in similar industries. They are used to individual rewards and the team reward approach has brought fear to salespeople who feel they are risking their bonuses depending on a team. Management fears not implementing the right reward system they will lose key employees to greener pastures. Declining sales and uneven profits over the past two years has forced the company to change it sales processes to a customer-relationship management system. Stakeholder’s interest is to make sure the company is profitable and their shares go up instead of down. As for Riordan customers providing the best products and relationship should keep them loyal.
Problem StatementRiordan Manufacturing will increase the company’s profits by implementing best-fit practices, aligned with reward and compensation systems that fit the company’s business strategy.
End-State VisionOur vision is to be an organization that exceeds other organizations in profitability by our new approach of customer-relations management. Employee’s morale, job satisfaction, and employee retention is outstanding do to rewards that satisfy all job demographics and classifications. Management, employees, and human resources are united, problem resolution is everyone’s job, and Riordan Manufacturing is a world class organization with loyal staff.
Alternative SolutionsWhen it comes to the topic of incentives, thoughts and opinions differ from management to employees. This why it is imperative careful thought is used when deciding about employee incentives. The purpose of incentives is recognizing employees for their accomplishments with the company. Additionally, they are constructive tools to show appreciation for the work of the individual and achieving greater results. Riordan will outsource compensation consultants to assist Yvonne McMillan, Riordan’s Director of human resource to implement the reward system.
Richmond Housing Partnership offers its employees annual pay review every year in the month of May to evaluate the employee’s performance. The rating ranges from one (under-achievers) to five (top performers) and depending on ranking the employee’s incentives are focused on the top performers. Top performers are given cash bonuses and extra pay raises on top of a normal pay increases. As for a low performer, the salary remains the same and additional training is provided. Six months later, the low performer again will have a review. “The outcome would either be that an employee has become effective and would be entitled to receive the standard pay award for the remaining six months of the year or would be rated as unacceptable and not be eligible for a pay increase” (Keefe, 2007). Alison Henderson, human resource Manager at Richmond Housing Partnership recognized achieving employees to engage in the incentive plans required management buy-in. If managers do not have the qualifying skills and attitudes to implement those changes, it does not matter how well are the incentives. Management needs to be involved prior to the implementation by providing training and development of their line managers.
Honey Technology Solutions Lab based in India provides its employees with exceptional incentives to make them happy and content. Management categorizes the star performers and treats them differently. Star performers are set in key positions and challenging roles that offer exposure and learning opportunity (Sharma, 2007). Every employee is given the opportunity to design his or her own career at the beginning. In addition, Honey Technology Solutions Lab provides professional counselors onsite with various expertise in health and finance to assist employees emotionally and physically to keep employees healthy and motivated. Educational institutions are available for employees who are interested in returning to school for career growth. They also offer extended leave for pregnancy and promised comparable, if not better,
Maintain a strong academic record. University of Texas, Austin. A program that honors an undergraduate’s accomplishments and achievements as a scientific or engineering school. The School’s objective is to establish a culture of excellence in a nationally supported laboratory that is able to teach and advance our public health strategies without sacrificing our academic quality. Student success in every degree and field is determined by a competitive balance of academic results and outcomes based on student achievement.
Academic education is available at a wide variety of colleges, hospitals to meet various needs of individual students and academic research into topics including biochemistry, physiology, chemistry, genetics, and other areas. All programs offer courses on the theory and practice of chemistry and are designed to prepare students for the sciences and careers of the future.
Honey Technology Solutions lab includes a staff of five to twelve of whom each have three or four of an ability to excel in a field defined by their educational background, a team of ten to fifteen professionals assigned to review the student’s work, apply ideas, and build the tools necessary to achieve results.
The academic performance of an independent honey technician or lab technician are evaluated by a laboratory technician’s assessment of the work performed or the ability to perform it. This evaluation involves the student’s personal or professional evaluations through various tests including an internal examination, laboratory work review and other examinations of work by the student to assess professional performance, and test performance.
University of Utah, Salt Lake City. The University is devoted to the promotion through education and the study of biological sciences, including the molecular sciences, chemistry, and the physical sciences.
Biosafety and compliance are considered a high priority for this agency. Compliance is defined by having an effective and safe facility and monitoring the safety and compliance of the facility and the operations of both the operations center and the campus. The University has an experienced and knowledgeable staff that ensures our mission is done to meet the highest standard of ethical standards.
Determination of safety and compliance at the Honey Technology Solutions laboratory is made to ensure that we adhere to all regulations, procedures, and guidelines as set forth in these guidance documents from its inception through to completion without incident.
Maintain an effective and safe facility; maintain an environment in which compliance is maintained, ensure that the laboratory is safe to the student and to the family and that its personnel is consistent with all regulations; and maintain operational and safety codes that protect and serve the interests of the students.
Honey Technology Solutions lab and its members maintain standards of performance at all programs it is located in with regard to performance, reliability, and compliance. Safety and compliance standards, by definition, represent a rigorous set of practices and guidelines for every area of health and wellness in this country and are important to maintaining a healthy lifestyle.
Facilities in the Honey Technology Solutions lab vary significantly by institution and may not all be as well attended or as well maintained for their respective academic and operational needs. To keep track of these resources, please make sure you call and check out the lab of your choice.