week7.ppt

PSC-495 BUSINESS PROPOSAL PRESENTATION

BUSINESS PROPOSAL PRESENTATION

Objectives
Problem and related research.
Proposed solution and related research.
Details for implementing the solution.
Details for evaluating the effectiveness of the solution.

The above objectives shall be covered in the subsequent slides.
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Problem
High employee turnover.
Employees are not offered opportunities to grow professionally.
Managers have inadequate managerial skills.
Employees have low morale
Employees have inadequate training.
Employees feel unappreciated.

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).
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Related research
The Monthly attrition report has been offered for the year 2020.
May and February had the highest attrition rates.
No employee left the organization in April and august.
The opening balances and closing balances are unequal in specific months due to high attrition rates.

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.
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Data and research findings

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 of customer importance, efficiency, quality, employee satisfaction, and cost-effectiveness (Aliyu & Nyadzayo, 2018).
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Chart1

Jan

Feb

Mar

Apr

May

Jun

Jul

Aug

Sept

Oct

Nov

Dec

Attrition rate

3

8

3.5

0

7

2.2

2.6

0

0.5

0.6

0.4

0.2

Sheet1

Month Attrition rate

Jan 3

Feb 8

Mar 3.5

Apr 0

May 7

Jun 2.2

Jul 2.6

Aug 0

Sept 0.5

Oct 0.6

Nov 0.4

Dec 0.2

Proposed solution
Training and development.
Team building luncheon as a show of appreciation.
Letting employees understand that they are fully part and parcel of the company.
Address the issues of the stakeholders.
Availing resources to aid employee accomplish their responsibilities.

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.
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Solution implementation
Encourage and reward employees for work done.
Educate mangers and supervisors to learn and adopt employee satisfaction measures.
Develop an advanced human resource management policy that enhances employees self-value.
Sub-divide workload according to skills and ability.
All employees to be updated on new policies and regulations.

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. 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.
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.
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Evaluating the effectiveness of the solution
Assess the feedback received from customers for the services offered.
Request the customers to rate the services rendered and their recommendation.
Measure employee attrition to examine employee turnover rate.
External auditors can be contracted to examine employees satisfaction.
Carry out another employee research to find out if the changes are effective.

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. 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.
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Conclusion
Employees are an important part of the organization.
The management should fully involve employees in decision making.
Stakeholders can work together to enhance the company’s operations.
Efficient and effective measures should be put in place before implementing a strategy in the organization.

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.
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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.
Kim, S., Tam, L., Kim, J. N., & Rhee, Y. (2017). Determinants of employee turnover
intention. Corporate Communications: An International Journal.

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