Michael Riordan has committed to spending the money needed to make the necessary improvements and recommendations from Barbara Masterson of Human Capital Consulting who was hired to look at the issues being discussed. While the recommended changes will begin to be implemented immediately, it will take some time to complete based on the number of manufacturing plants and employees involved. Implementation will occur in stages over the next 12 months (Scenario, 2007).
The first stage to complete will be the salary survey and adjustments needed to position Riordan competitively in the marketplace with regard to base wages and salaries. This will take three months to complete. The second stage to complete will be the incentive system based on the changes in the sales strategy and will incorporate all employees who support the sales process including the R&D team. During this development process training will be ongoing with regard to the new sales strategy. This will take six months to complete. The third and final stage will be to develop a performance appraisal process, which will provide a clearer understanding and alignment with the strategic plan and the employee reward system. The appraisal process will identify superior performers for potential advancement but will also identify employees who are not performing up to the clearly defined performance expectations and allow for actions to be taken to remedy the situation, either improvement or termination. This will take 12 months to complete (Scenario, 2007).
The Essay on Growth Stage Employees Business Vision
Managing Life Cycles Influences in an Organization For everything in life there is a season, and the same holds true for business. There is a life cycle that successful businesses inevitably pass through. They endure the perils up start-up, often on a shoestring; they grow to greater size and stability, permitting the owners to think about building wealth for themselves and their employees; and ...
Evaluation of Results
In the end, Riordan can define success by looking back at the end-state goals. Measurements of overall employee satisfaction will be captured at the end of one year with the goal of scoring greater than 4.0. After implementing the team incentive system, the goal was to reach a rating of 4.0 or greater in the next year. The final goal will be realized if the consolidated voluntary separation rate is less than 4% also at year’s end. Future success will be defined by continually achievement of the end-state goals for years to come.
Riordan Manufacturing can realize success by implementing improvements to solve the underlying problem with human resource management. Through thorough analysis and problem definition, strategic advantage in human resources can become reality at Riordan Manufacturing. By making the suggested changes, Riordan Manufacturing will remain a successful global plastics producer by building and retaining an energized and productive workforce.
