The company budget has been stretched, due to the continuing growth of the company this plan will address each issue and it will be done in the proper manner under the company’s budget. The first survey results are as follows: 70% of the Utiliscan’s employees stated that their workload was adequate – not too heavy, not too light. Due to the recent growth in the Utiliscan the employees have not yet experienced much of the new business yet, which in return is going to increase their workload. To prevent this from happening at the company can began to run a job fair to attempt to hire qualified employees that can keep the workload at a consensus. Utiliscan can also update the employee description, just in case the workload does become heavier due to the new changes.
My Boss, L.J. Watkins, wants to cut cost because of increased competition from another firm and some changes have already been made. Before these change Watkins Co. had a relatively laid back atmosphere in which supervisors did not frequently push or confront employees that often. Wages were considered low for the area and as a result workers would work overtime to make up for their low pay. They were unsupervised during these overtime hours and reportedly were very productive.
Provide a rationale with your responses. As Managing Consultant for Genius Inc., I wouldn’t discontinue operations because they are making a profit. If I was in management, I would sit down with employees and show them the numbers that if we don’t do something, the company is going to go under. I would first ask them to voluntarily negotiate their contracts. If they weren’t willing to do that, I would consider implementing new technology in which we didn’t have to have as many workers or letting people go and hiring new folks at lower salaries so the company could stay in
As far as being 100% effective goes, the employees may still be able to effectively do their jobs, but she has to take into consideration the fact that by not getting new equipment, the methods in which they do their jobs is outdated. If they wait to make the purchase until prices go down to a level the supervisor finds satisfactory, the employees may no longer be able to work at the “100% efficient” level. I would also explain the concept of Moore’s Law, the prediction that computer performance would double every 18 months, to the supervisor. This would allow her to see how important it is to stay
As I stated before, company is “team/family” organization. Tanglewood is just a retail company; employees do not have to have special knowledge and skills to operate. Person/organization match is the best method for the company, future employees can get training. Specific or General KSAOs On my opinion, it should be general KSAOs. It would be great if employees can fit both now and future.
Developing a professional contract administration plan leaves no responsibilities to question. One of the biggest issues in every corporate setting is most employees want to delegate their responsibilities to others who work alongside them. A carefully thought out plan eliminates any room for
Customer demands are what make the ACC a functioning business because without the members we would be nonexistent. In addition this is why ACC has to be efficient at everything they do because they have to much to loose and a lot gain at the same time. One negative thing will affect our establishment because we don’t accept all memberships you have to be recruited in by at least two existing members. Also you have to pay all your dues up front with no payments arrangements unless you have generations of families that were members or are presently members. Nevertheless the country club prides itself on following a member’s only doctrine.
This includes acquiring and training brand new staff, locating unused facilities, installing phone and computer terminals, and building required links to the company’s computer system. The customer service function is not considered by employees to be a critical job function so companies routinely hire sub-par employees which lead to problems with constantly recruiting new employees and train them. A company can avoid this issue by giving the task to a supplier. The optimal suppliers have good recruiting skills to select right kinds of people, pay and benefit levels calculated to retain their existing staffs, and ongoing training programs designed to maintain the quality of their staffs. An important reason for using a customer service supplier is that the company is dealing directly with the customer through this function and must present the best possible face to the customer.
Their new system supports the current staff without having to hire more formally educated staff that would go beyond the current average wage for PFS staff. This system will ensure that payroll costs are kept low. For example, registration staff is typically not accustomed to asking people for money. To help with this, they receive training that includes role-play and script rehearsal that focuses on effective patient
I haven’t considered changing the system all together. I have played with ideas to tweak in and make it better. The pay system that we presently utilize helps to attract as well as retain highly qualified individuals on our staff. I wouldn’t be doing my job if I didn’t look to improve on things already working. Do you offer any incentives to your employees?