Gap Analysis: Riordan ManufacturingEssay Preview: Gap Analysis: Riordan ManufacturingReport this essayGap Analysis: Riordan ManufacturingIn order for an organization to achieve the highest-level performance from its employees, it is important to understand what motivates the employee. The motivation and reward that an employee needs from their employer and what his or her employer may be offering them most times will have different measurements. Higher employee motivation will lead to greater creativity, productivity, high morale and minimal turnover within an organization. Riordan Manufacturing is a global plastics producer employing 550 people with projected annual earnings of $46 million. Recently they made several strategic changes in the way it manufactures and markets its products and there has been a decline in sales and profits. Many internal changes have been made and there has been a consistent drop in employee satisfaction and an increase in voluntary terminations. If something is not done quickly to improve the structure of the organization, the entire organization will feel even more loss. In order to keep up with the competition, Riordan Manufacturing must implement changes immediately. This paper will address the issues and opportunities within Riordan Manufacturing, the stakeholder groups and the interests, rights and values of each group, the end-state vision that will allow Riordan to know it has achieved its goals and will include a gap analysis of what will need to change not only to improve human resource practices but to give Riordan Manufacturing a sustained competitive advantage (SCA) in the global marketplace (Dreher& Dougherty, 2001).
Situation AnalysisIssue and Opportunity IdentificationRiordan Manufacturing has been experiencing many issues that have been affecting the internal and external organization. The following issues have been identified and analyzed to create opportunities for a quick strategy to pinpoint where change needs to be implemented. These changes, therefore, will “encourage behaviors that are compatible with organizational goals” (Dreher & Dougherty, 2001). Each of these issues will present opportunities for Riordan to learn and develop new strategies.
Employee retention is dwindling. It is evident that employees are leaving for higher pay and better job satisfaction. It has been brought to light that Riordan may not be paying what is the market average for a similar position in the industry. This is also a major concern for the research and development (R&D) department because they do not want to lose a key employee with vital company knowledge. Riordan can design more effective compensation packages and learn better retention methods to gain a leading edge on their competitors. The organization with the best recruitment and retention plan wins.
The employee incentive and satisfaction program is an issue for both management and the current employees. Currently, the sales incentives are structured around an individual rather than a team and this issue has come about as a result of the change in the sales approach from individual accounts to a team approach. Employee satisfaction has declined in the past year. Employees are not feeling challenged due to lack of direction of the companys goals. Riordan can implement a strategically aligned incentive program to motivate employees to stay and achieve employee satisfaction. “Good HR practices include establishing a variety of incentives oriented toward a long-term organizational focus” (Dreher & Dougherty, 2001). “Satisfied employees will promote a positive organizational climate and lead to increased productivity for Riordan” (Dreher & Dougherty, 2001).
Employers have identified new opportunities in working with a high-value product for a small team. Work is often done by combining other companies with different customers or with clients, a common approach that is beneficial for the overall company. One strategy that has been successful for the U.S. is to recognize how a broad market segment competes with the local market and move up to market with smaller and independent enterprises. Companies must have a specific target goal and a clear goal in order to develop a business strategy for the U.S. and overseas. These new opportunities can become important when employees start to see how employees work. This new and targeted approach to employee cooperation and sharing of information may also help drive better work practices for companies„ (Dreher & Dougherty, 2001). „Satisfied employees will benefit from making work more pleasant. A team leader with good personal initiative, quality control, and a great personal relationship with their co-worker will make it through difficult work days and the absence of the boss. One common way employers promote a team is through promotion of team building activities such as team work & team building exercises. These activities can be used for all aspects of team work and can help employees maximize the time in which they spend engaged in team activities. One example of this are team members learning to communicate with one another. Teams are formed to improve communication skills, such as teamwork, communication skills, teamwork skills, teamwork skills, teamwork skills, teamwork and teamwork skills. These skills enhance team effectiveness. Some employees may feel overwhelmed when working solo or with team leaders. Employers are encouraged to find opportunities for groups of employees to form a team of their own. The team members who create such a team can focus on helping the company’s business and business growth regardless of their individual level of initiative or team effort. As their team leader leads the group, the team members contribute to improving the company’s business and business growth. In general, a positive change in business culture can reduce costs. To help minimize the negative impacts of a large number of group activity activities, each employee that contributes to the team members has the right to influence how a group of employees operates. This is an important benefit provided by a team strategy. The new team members create an element of responsibility within the company to address organizational costs and to create a team that will enhance both the team’s value as well as its quality of life. The team member who has the right to influence team members or leadership through the business relationship is encouraged towards more competitive work practices. Employees who have helped or are part of the team are expected to share the responsibility for the team that is created as employees are encouraged to share the team values. To achieve a long-term improvement in team morale, managers must be able to ensure that every member of that team in each department has a certain quality of work experience, who is comfortable with specific business problems and what is often the reason for the team’s performance, as well as who has an opportunity for improvement that is aligned with the company’s objectives. This can include improving team performance. Employees will make the organization feel important as a team, especially when the employees are focused on different organizations which make their teams a great fit for business processes. It may also improve the overall team’s performance when the team members lead it. If the team members can create a team that is aligned with goals, but has not yet seen any action, the person with the highest level of management skill would be an excellent partner for the team. In addition
Employers have identified new opportunities in working with a high-value product for a small team. Work is often done by combining other companies with different customers or with clients, a common approach that is beneficial for the overall company. One strategy that has been successful for the U.S. is to recognize how a broad market segment competes with the local market and move up to market with smaller and independent enterprises. Companies must have a specific target goal and a clear goal in order to develop a business strategy for the U.S. and overseas. These new opportunities can become important when employees start to see how employees work. This new and targeted approach to employee cooperation and sharing of information may also help drive better work practices for companies„ (Dreher & Dougherty, 2001). „Satisfied employees will benefit from making work more pleasant. A team leader with good personal initiative, quality control, and a great personal relationship with their co-worker will make it through difficult work days and the absence of the boss. One common way employers promote a team is through promotion of team building activities such as team work & team building exercises. These activities can be used for all aspects of team work and can help employees maximize the time in which they spend engaged in team activities. One example of this are team members learning to communicate with one another. Teams are formed to improve communication skills, such as teamwork, communication skills, teamwork skills, teamwork skills, teamwork skills, teamwork and teamwork skills. These skills enhance team effectiveness. Some employees may feel overwhelmed when working solo or with team leaders. Employers are encouraged to find opportunities for groups of employees to form a team of their own. The team members who create such a team can focus on helping the company’s business and business growth regardless of their individual level of initiative or team effort. As their team leader leads the group, the team members contribute to improving the company’s business and business growth. In general, a positive change in business culture can reduce costs. To help minimize the negative impacts of a large number of group activity activities, each employee that contributes to the team members has the right to influence how a group of employees operates. This is an important benefit provided by a team strategy. The new team members create an element of responsibility within the company to address organizational costs and to create a team that will enhance both the team’s value as well as its quality of life. The team member who has the right to influence team members or leadership through the business relationship is encouraged towards more competitive work practices. Employees who have helped or are part of the team are expected to share the responsibility for the team that is created as employees are encouraged to share the team values. To achieve a long-term improvement in team morale, managers must be able to ensure that every member of that team in each department has a certain quality of work experience, who is comfortable with specific business problems and what is often the reason for the team’s performance, as well as who has an opportunity for improvement that is aligned with the company’s objectives. This can include improving team performance. Employees will make the organization feel important as a team, especially when the employees are focused on different organizations which make their teams a great fit for business processes. It may also improve the overall team’s performance when the team members lead it. If the team members can create a team that is aligned with goals, but has not yet seen any action, the person with the highest level of management skill would be an excellent partner for the team. In addition
Employee training and development is another issue facing the internal organization. Riordan has done very little to promote training and development of its current employees. This would definitely be a strategic move for the company because not only will it help to attract candidates from competitors and retain current employees but it will also attract individuals internationally. Riordan implemented a Six Sigma quality assurance system and is ISO9000 certified. The company has three facilities which include Michigan, California and China. By having an internal brand of continuous employee training and development, Riordan will gain a competitive edge world-wide.
Riordan currently has a very ineffective HR department. The entire company needs to partner with HR to build a performance brand. Riordan needs to determine the strategic impact of HR issues on organizational effectiveness. Industry benchmarks need to be demonstrated to senior management showing how other businesses have tackled this internal situation. Riordan can build an exclusive work culture by integrating business situations and employee needs. The management team must align the company goals with the HR department. “HR practices must be integrated and aligned closely so that they reinforce each other and encourage behaviors that are compatible with organizational goals” (Dreher & Dougherty, 2001).
Stakeholder Perspectives/Ethical DilemmasStakeholder perspectives and the ethical dilemmas that each group may encounter is a very crucial part of the success of an organization. Michael Riordan has a tough job ahead of him assuring that all stakeholders involved experience their expected long-term growth and financial success of the company.
The investors/stockholders have seen investments declining over the past two years. This group expects Riordan to find ways to improve the current sales slump because they want a respectable rate of return on their investment. This group of individuals/companies is the foundation to the success of the financial side of Riordan. Michael Riordan should be investigating many alternatives for ways to strengthen the company financially.
The company has 15 to 20 major customers, including a government contract for fans. The firm also has 12 minor customers. This stakeholder group wants top quality products at competitive prices from a reputable company. It is Michael Riordans pledge to his customers that they will be satisfied with the sales and services of products offered. The internal issues that Riordan is currently facing must not affect the level of quality and service that they have learned to expect.
The employees of Riordan Manufacturing are dissatisfied with their jobs. They expect