Proposal1-2.docx

Running Head: EMPLOYEE BUSINESS PROPOSAL 1

EMPLOYEE BUSINESS PROPOSAL 10

EMPLOYEE BUSINESS PROPOSAL

EMPLOYEE BUSINESS PROPOSAL

Executive Summary

Running and managing employees is not very easy. It is possible through approaches that make the lives of the employees active. In the management of operations, decisions made by an employee may differ from those of the employees. With that in mind, employees and employers are required to ensure quality care and service for employees. When the management proposes a grand strategy, they should factor in employees to contribute to its growth. A democratic organization will allow employees to point out their ideas and address them.

Purpose Statement

The main problem the organization is facing is employee turnover which has cost it much revenue because the profits have gone down due to customers pulling out with claims of the store not having a wide range of products and services it used to have before. Besides, there have been speculations of some shareholders withdrawing from the company. Understanding the factors that may reduce turnover is crucial for these firms to sustain a competitive advantage and differentiate themselves from their competitors (Jang & Kandampully, 2018).

Problem Statement

Original problem or focus question

· There has been an increased employee turnover, which has cost the organization many revenues.

Stakeholders who are most affected by the problem

· Managers
· Employees within the organization
· The project team.
· Customers.
· Manager
· Suppliers, contractual workers, and subcontractors.

Impact to stakeholders

· Loss of customers and revenue
· Lower performance evaluations for representatives
· Higher call center attrition
· Overworking the remaining staff members.

Type of problem

· Management problem, as the management has failed to invest in the employees. As a project expands, employees should be considered.
· Skills and Resources: Without the appropriate skills, training, and tools to perform the job, the call center representatives are not prepared to succeed in their positions.

Suspected cause(s) of the problem

· Employees feel they are not being valued as the management does not invest in them.
· Employees feel overworked due to a lack of knowledge due to upgrades in operations and customer service.
· Employees feel that the company is not giving them a chance to grow professionally.
· Most employees were asked to relocate to new stores, which led them to leave the company.
· Managers are not skilled in management training.

The goal for improvement and long-term impact

· Invest in the employees who have an impact on the organization’s goals and objectives.

Proposal for addressing the problem

· Encourage the employees.
· Reward accomplishments made by employees.
· Break the workload according to capability.
· Ensure there is a training schedule specific to the needs of the company.

Final problem statement

· The main problem the organization is facing is employee turnover which has cost it much revenue. Some of the affected persons are managers, employees, the project team, customers, and suppliers. Employee turnover rate impacts the organization setting where employees are overworked, and the management receives less profit than the amounts invested. The challenge lies in the direction of employees within the organization. If the organization is to invest in employees, the turnover rate will reduce immensely, which will lead to better quality and customer satisfaction and increase revenues.

Data and Research Findings

The Monthly attrition report has been provided for the year 2020. It indicates the opening and closing balance, the number of employees who joined and left each month, and the attrition rate. The data helps understand the employee turnover rate and will guide the management in making plans for employee management (Aliyu & Nyadzayo, 2018). Following the data provided, May and February had the highest attrition rate, which is a challenge for the organization. April and August did not have any attrition rate as no employee left the organization. The manager can use the information in understanding which month had the highest and lowest attrition rate.
Moreover, employees may relate this information to the revenues received in the months to understand which month had the lowest sales and the factors that resulted in the low sales. The opening balances and the closing balance in most months are not equal as several employees have been leaving as some employees have been employed. From the data provided, a combined bar and line graph can be generated. In the second half of the year, the number of employees at the beginning and end of the months are almost equal; this implies that the attrition rate has been reduced. Employee behavior have been clearly shown and can be used to make strategic decisions for the organization. Employees’ problems can also be arranged by their order of customer importance, efficiency, quality, employee satisfaction, and cost-effectiveness (Aliyu & Nyadzayo, 2018).

Proposed Solution

Encouragement is a crucial ingredient of accomplishment in the workplace (Al Mamun & Hasan, 2017). When their efforts are recognized and appreciated, workers feel more motivated. To strengthen the leadership’s leadership position, executives should take the role of cheerleaders for their staff. In the process of pursuing a target, vast amounts of energy are required. They have to be applauded every step of the way. A manager should reward accomplishments. The best approach to this issue concerning operations workload is to break the workload according to capability. The first one needs to define the project schedule so that each team member gets to contribute their most outstanding possible amount of work.
For greater efficiency and project management, split larger tasks into smaller pieces. For projects in real-time, one can see just what the team members are working on and their rate of progress. Employees believe they are not allowed to learn and develop creatively because of the first and second problems. Due to this, they are not eligible for bonuses to improve their qualifications, so their experience will still lag behind their professional salary. Companies don’t only hire capable employees, and they use systems that have a high impact. They go through a meticulous preparation and design process to select and place them in an effective learning and growth pipeline. Employers should also provide a conducive working culture that promotes an effective and good working environment. They should also learn to teach employers and become the best in their field.

Stakeholder Analysis and Benefits

Management officials that are considered “top tier” can improve other administration undertakings that require expert handling in the organization. The downside of having principal management stakeholders in an organization is that any breakdown in the top management can have adverse effects on the rest of the staff and the business operations, keeping them educated on dangers related to the various tasks of the organization and their potential impact on the business (Al Mamun & Hasan, 2017). Finally, developing inside and outside arrangements with significant reference points, must be endorsed by the top administration in all the organizations.
The project team is comprised of stakeholders who are devoted to undertaking those low-maintenance projects that make up part of the larger organization. Project managers are responsible for heading organizational projects while also backing those colleagues working under them to do various corporate errands (Di Maddaloni & Davis, 2017). Team project managers and directors need to work intimately with the employees to tackle issues better. A good demonstration of one’s backing for the task group and every other part of the project team can help such stakeholders get the organization’s backing and participation as a whole. Such interpersonal aptitudes may include involving everyone in running any work-related projects, being available to listen to the worries or concerns of all colleagues (Al Mamun & Hasan, 2017). Supporting administrators can go a long way in ensuring managers provide the needed backing every time. Therefore, it is crucial for managers to always focus on such things as; often communicating, requesting illumination of projects when feeling hazy about specific procedures, or even finding how certain executions are measurable to achieve organizational success.
Inside clients refer to those individuals within the organization that are clients with activities that deal with inward demands. Customers always have the right to reject or accept one’s work. Project managers can plan, clear up, and record project decisions and deliverables at the start of the partnership. After the project begins, the project manager must be aware of the client’s concerns and problems and keep the client informed (Eskerod & Larsen, 2018). Some hindrances that can arise from handling interior clients may include the absence of information about the association and functional attributes, the lack of clarity on the client’s needs, and changes to the venture’s scope. Therefore, it is vital to specify such things as system change to customers and clarify all anticipations required to make customers more understanding and composed to such changes (Di Maddaloni & Davis, 2017).
Since undertaking administrators are obtaining assets, asset managers always have different control over their investments. Thus, their relations with individuals are primarily vital. If their relationship is excellent, asset managers might have the capacity to reliably work with the best staff and acquire the best gear for tasks. On the other hand, connections considered not outstanding can mean that managers miss out on great individuals or loads that such a venture might require. When organizations don’t have the necessary skills or resources in-house, labour is outsourced to foreign staff or subcontractors (Di Maddaloni & Davis, 2017). This could be a development administration foreman, system advisor, circuit repairman, craftsman, planner, or any other non-representative. Those administrators working in those industries seen as intensely directed situations like military businesses or pharmaceuticals must manage government controllers and divisions. Such can incorporate all or a few levels of governments, including civil, global, and or elected individuals.

Change Management Plan

Employee behaviors should be looked into and advanced in the organization to increase revenues. In the quest to improve payments and customer loyalty, employees create service that increases sales. Investing in employees will increase employee satisfaction. Educating the management team on the proper ways to manage employees is the number one strategy that should be implemented (Nguyen, Mohamed & Panuwatwanich, 2018). Moreover, it is in the best interest of the organization to have loyal employees. Employees are brand ambassadors in the organization and can increase revenues by the conduct and manner they present themselves to customers. In this light, employers should offer training to employees in the quest to advance their skills. Employees will feel appreciated by the organization and increase their loyalty towards the organization (Eskerod & Larsen, 2018).
Employees’ conduct and action plan should be looked into and help management increase revenues, which will go a long way in increasing efficiency in the organization. As employees work as per their scope, the success rate is high as they will be more productive and complete their tasks effectively. As the organizations run smoothly, sales are expected to increase, which will increase revenues. As long as the management plays its part in promoting the staff members, employee loyalty is expected to grow and advance. The management structure will also be interested in reducing employee turnover rate to ensure efficient and effective conflict resolution. The management will also create team-building strategies that allow employees to work together and promote the well-being of the staff in and out of the organization (Eskerod & Larsen, 2018).

Implementation Methods

Implementing these strategies is not very easy. The cost of implementing these strategies is not as easy as one imagines. It is a process, and all measures should not be implemented all at once. The managers and decision-makers in the organization should implement the strategies based on the urgency of the issue (Nguyen, Mohamed & Panuwatwanich, 2018). If the organization is to increase revenues by promoting the welfare of the staff members, they should first ensure that the management knows and understand what it entails to have the interest of the employees at heart. The first step is to educate the supervisors and managers to learn and adopt employee satisfaction measures. A seminar can teach them the basic skills required, which will increase their quality of service to employees and other stakeholders (Majeed, Jamshed & Mustamil, 2018).
The next step is to set up an advanced human resource management policy that increases employees’ self-value. Staff members in this department should be neutral and address all complaints addressed by all parties. They are the intermediaries between the employees and the management. The department is to ensure that the goals of the staff members coincide with those of the administration. In case of issues arising from the operations within the organization, they are to investigate the matters and allow carefully and discrete results have been found (Majeed, Jamshed & Mustamil, 2018). The advanced task force will have at least four members who know and understand human behavior and provide unbiased information as they have no conflict of interest. This team will also formulate policies that enable the management team and the staff to be recognized and appreciated, which will increase revenues.
The management can also opt to invite a third-party task force to audit the employee policy and operations. The external team will conduct evaluations on how best to improve the organization’s affairs and employees. The notion is costly but effective, implying that it should be conducted once a year.

Evaluating Success

There are several ways that the management team can evaluate the success of the strategies mentioned above. Employees can be evaluated based on the feedback received by customers for the services offered. Customers can be requested to rate the services offered and their recommendations. If the customer satisfaction rate is high, employees provide quality care, implying that the turnover rate will reduce. Increased customer retention may also be another factor in evaluating the success of the implementation. In most cases, customers will be loyal based on the products and services they receive. If the management considers the frequency of specific customers in the organization, they will comprehend that their services are acceptable and improved (Kim et al., 2017).
Employees can also be gauged based on the experience they have with the management. The external audit task force can examine employee satisfaction within the organization. Employees will say their remarks in confidentiality to enable the management to understand its loopholes. The number of conflicts can be calculated in periodic amounts to see whether there is a coalition among the employees and the administration (Kim et al., 2017). The human resource task force can also use the employee attrition measure to examine employee turnover rate. Employee behavior can also be looked into as they work together. As employees work towards a common goal, they will advance their skills and expertise.

Conclusion

Employees are a crucial part of the organization, and any strategic decision made by the organization should always consider the perspective of the personnel in all dimensions. An organization may expand its operations but fail at the first quarter after expansion as they have not considered the voice of the staff members. If such an event happens, all is not lost. Stakeholders can work together to advance their operations. Effective and efficient measures need to be considered when implementing a strategy in the organization. Employees and management should have coalition agreements where the employees’ views and the employers coincide; this enables management to make critical decisions such as transferring an employee to a different location.

References
Al Mamun, C. A., & Hasan, M. N. (2017). Factors affecting employee turnover and sound retention strategies in business organization: A conceptual view. Problems and Perspectives in Management, (15, Iss. 1), 63-71.
Aliyu, O. A., & Nyadzayo, M. W. (2018). Reducing employee turnover intention: A customer relationship management perspective. Journal of Strategic Marketing, 26(3), 241-257.
Jang, J., & Kandampully, J. (2018). Reducing employee turnover intention through servant leadership in the restaurant context: A mediation study of affective organizational commitment. International Journal of Hospitality & Tourism Administration, 19(2), 125-141.
Kim, S., Tam, L., Kim, J. N., & Rhee, Y. (2017). Determinants of employee turnover intention. Corporate Communications: An International Journal.
Majeed, N., Jamshed, S., & Mustamil, N. M. (2018). Striving to restrain employee turnover intention through ethical leadership and pro-social rule breaking. International Online Journal of Educational Leadership, 2(1), 39-53.
Di Maddaloni, F., & Davis, K. (2017). The influence of local community stakeholders in megaprojects: Rethinking their inclusiveness to improve project performance. International journal of project management, 35(8), 1537-1556.
Eskerod, P., & Larsen, T. (2018). Advancing project stakeholder analysis by the concept’ shadows of the context’. International Journal of Project Management, 36(1), 161-169.
Nguyen, T. S., Mohamed, S., & Panuwatwanich, K. (2018). Stakeholder Management in Complex Project: Review of Contemporary . Journal of Engineering, Project & Production Management, 8(2).