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KELECTON CASE ANALYSIS 1
Kelecton Case Analysis
Alkarrar Ebraheem
Webster University
May 2017
KELECTON CASE ANALYSIS 2
Abstract
The HR department manager is responsible for providing all resource to make the company more successful. The Kelecton case study would provide which activities that HR managers need to improve company's status. Based on Pual’s scenario, I would explain three main points. Changes to make to current systems, processes, policies, and activities based on survey results, with a rationale for these changes. Prioritize the shifts in the order of least to most expensive. It is acceptable to make assumptions and add details that have not provided
Introduction
The new HR manager department at Bumpbie Company called Paul, he had and experience in his previous work. The last company called Kelecton; he had to manage 240 employees in the software of utility company. The results of company's performance were 15 to 20 rate growth, and He faced some challenging while he runs the Kelecton HR department the firm's had issues with recruiting and developing employee’s skills. After that, he left Keletcon company and found an opportunity at Bumpbie company as HR department manager. When he gets hired in this position, the Bumpbie’s management provides him survey result linking to employee’s satisfaction and workplace condition. The survey results is, 78% of the employees were satisfied with their working conditions, 70% felt their workloads were adequate,
55% felt safe.
KELECTON CASE ANALYSIS 3
There were comments, presumably from the 45% who did not feel safe. 89% felt there were few if any opportunities to improve their skills. 87% responded there were no promotion opportunities, 74% felt there was little relationship between their performance and their pay. 56% felt their benefits were below average or poor.
According to survey list above, Poul would need to to make some changes in a current system, policies, and activities from employee stand put. To accomplish this point, he could focus on compensation, safety, workload distribution, and working condition. The first reason is to motivate employees to be high performance as a one of manager function (Bateman & Snell, 2015).
Based on the survey, Pule could prioritize on employees input from least expensive change; Pule can improve the job satisfaction of doing survey to make sure meet employees satisfied. 78% of employees satisfaction with work condition, but he still must increase this rate. To increase job satisfaction rate for next survey, he must focus on worker's engagement with work and find issues that make employees unhappy. Paul should provide his employees more opportunity-training program, and make them familiar with all updated technology. According to the company's field as software engineering, he may provide them different ways of training class such as eternal courses or online course to increase employee's computer skills. Moreover, the initial step that makes job satisfaction successful is tracking the plan that's lead to job satisfaction and staff happy.
KELECTON CASE ANALYSIS 4
“Offer anonymous online survey or mobile device survey to track how employees feel about benefits, recognition, supervisor feedback, and another aspect that contribute to employees satisfaction; this allows the HR manager to improve, tweak, and monitor satisfaction level to reduce turnover and save company money” (Gray, 0000). Kelecton also has an issue in workload disruption, based on the survey; they were 70% of workers felt workload is adequate. To solve this problem, the HR manager has to provide this employee a job description and duties. Job description paper that’s provided worker all goals need to accomplish with save time and high-performance quality. At Kelecton firm, there were 55% of employees feeling are safe which mean other 45% are not feeling safe. Safety is a huge issue would face Pule and might cost a company much money. The Occupational Safety and Health Administration Act are mandating employers to provide a high level of safety and healthy work environment (Mathis, Jackson, Valintain & Meglich, 2015). Their several steps considered company's safety environment, Pule must brief a safety’s situation to employees by daily meeting and encourage workers to be safe by fulfillment tasks under all safety rules. Provide them additional training class that's could help employee more understanding the importance of the following safety and show them some good and bad scenario. Employers must be more transparent in security policy to make it easy. The more efficient way is to create a new department under safety department to monitor and track implement all security system.
KELECTON CASE ANALYSIS 5
“ It is not necessary to wait for an OSHA inspector to check the work area for security risk, regular inspection may do by a safety committee or company's safety supervisor". "Problem areas should be addressed immediately to prevent accident and keep work productivity at highest possible levels" (Mathis, Jackson, Valentine & Meglich, 2015). In another hand, Paul must create a plan to promotion employee. There were 87% of current employees said no advertising opportunity, so Paul has to provide all resource to increase employee's benefits. Further HR department should be transparent with employee into pay system. The best effective way that pays system and reward worker should base on performance and ability to met goals with a timeframe and safely. Return to a survey; there were 89% of employees felt a lack of opportunity to improve their skills. Basically this is great rate and May capable negatively on employee's productive and would be hard to keep talented. There are two primary plan which helping employees to improve skills, provide internal courses such us tech worker in how to use a program or device, and bring an external expert to train the employee to solve issues with new ways by share ideas, experience, and brainstorming. In another side, some companies tendency to provide their employees a particular educational program such as Educational Assistance Program (EAP). This type of program is given by an employer to develop researchers or/and programs, which related to company’s field.
According to Kelecton Company’s survey, the main detail that did not exhibit but it’s important to the Paul, as the HR manager department was attractive and retaining employee talent.
KELECTON CASE ANALYSIS 6
Kelecton’s firm field of software engineering, which means they need to attract talent in the competitive market and how can keep them. Paul should conduct an enforcement to attract and retain talented, by looking to quality employees and make a specific requirement to hire talented met these criteria (Brooks, 2016). Furthermore, employers must increase a speed of hiring system (Brooks, 2016). “Some of the retention strategies researchers suggest companies put into place include offering coaching and mentorship programs, providing rotational programs that give employees exposure to different areas of the business, supporting additional academic training, and giving opportunities for colleagues to collaborate on the main projects” (Brooks, 2016).
Conclusion
In the end, this case study provided Paul's activities that are help Kelecton firms to improve their environment. All Paul’s activities are related to Kelecton company survey, and in briefly he would increase jobs satisfaction, provide the full job description, and protect organization by safety environment. Additionally, he could change the compensation policy. Finally, give an employees chance to develop skills. Paul should focus on attracting new talent and retain them
KELECTON CASE ANALYSIS 7
References