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    LIBRARY PROJECT: You have been working for CF&F for the past 5 months as the Human Resource Manager. Your company has recently had a large turnover of upper management and has hired a number of new middle management persons from other companies. It has also integrated a few engineers freshly out of college to help optimize production and lower cost. Historically, Frontline Supervisors have been promoted from within the company and without any management development training. Eighty-five percent of your hourly employees have been with the company 5+ years.
    In past few months you have heard from some of the hourly employees that management has not been keeping their promises concerning employee training and promotion. Some of the employees even fear for their jobs if they complain about the work environment. Employees are also concerned that management is not adhering to company polices, yet forcing the employees to follow company policies. Employees feel resentment over this.

    Because of the overwhelming production schedule, you feel that Frontline Supervisors are not training employees properly and they leave a lot of the decision- make up to the hourly employees. Some of the employees are coming to you and voicing concerns that because of the lack of communication, professional development and leadership from management, they are concerned for their personal safety.

    As you start to investigate the allegations from the hourly employees, you find out that Frontline Supervisors are not happy, either. Their concerns are that no one from upper management will back them up when it comes to making technical or managerial decisions.

    Using the Library and internet, develop a detailed plan that will increase communications, training, professional development and teamwork across all functional areas of your division.

    The plan should include the following:

    A complete diagnosis of the problem.
    Developed strategies that will guide management in their decision-making process regarding plan implementation.
    A clear plan regarding how you will advise management on direction and focus as they implement the plan.
    Remember to consider that every member of the CF&F team should embrace the plan for change. Include the indicators or trends will you could track to tell management if the plan is/will be successful.

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    Solution Preview

    In order to devise the plan, the first step is to identify all the problems and their root causes. The first problem identified in the organization is the large turnover among the upper management. The primary cause of such high employee turnover among the upper management can be lack of loyalty or commitment among such senior employees towards the organization, either due to the fact that they are not being paid as per industry standards or due to the fact that they are not being provided ample opportunities for personal growth. This has resulted in migration of such senior employees to other companies. This is a big problem for the company and the top management because loss of such senior level employees result in big gaps in the organization structure which is difficult to fill. Further, problems at such levels in the organization will spell troubles for the lower levels as well, as discussed in the scenario as well.

    The primary strategy to tackle such a situation is to promote loyalty and commitment among such employees via a combination of monetary as well as non monetary opportunities and backed by providing ample opportunities and challenges for personal growth. Employees at such level have higher level needs of self esteem and self actualization, which should be taken care of the by the top management. The top management will need to work more closely with such senior employees and provide them increased opportunities for decison making. Further, they should devise an appropriate compensation plan, such as Employee Stock Options, etc. to prevent them from migrating to other companies.

    Another problem which is not being explicitly conveyed in the scenario, but appears apparent is the fact that the organization is relying on fresh engineers to enhance their operating efficiency, as they feel that the current workforce is not well trained or equipped to provide inputs for improvement. It may be due to the fact that such employees have not been able to upgrade themselves as per the new trends, technologies or other developments due to lack of training, education,etc. Thus, the organization is relying on fresh blood, rather than the inhouse staff, to bring such quality and efficiency related improvements. This can be troublesome situation as it can lead to conflict among the current employees and newly hired engineers.

    This problem is interrelated to other identified problems in the organization, ie, the promotion of frontline supervisors without any management development training as well as complaint by the hourly employees that ...

    Solution Summary

    Using the Library and internet, develop a detailed plan that will increase communications, training, professional development and teamwork across all functional areas of your division.