HOW TO IMPROVE THE CURRENT POSITION OF THE COMPANY
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This proposal outlines ways to improve productivity and reduce turnover at Diamond Cooperation. Productivity has declined over 50% and turnover has increased to 68% in recent months, costing the company RM100,000. Factors contributing include unclear job roles and tasks, inefficient management, internal conflicts, lack of motivation, and outdated equipment. Solutions proposed are developing clear job descriptions and specifications, improving management skills, addressing internal conflicts, enhancing motivation through goals and stress management, and upgrading equipment. The benefits would be increased productivity, retention, employee engagement and satisfaction, and organizational competitiveness.
HOW TO IMPROVE THE CURRENT POSITION OF THE COMPANY
- 1. PROPOSAL TO IMPROVE THE CURRENT POSITION OF THE ORGANIZATION UNIVERSITY SCIENCE of MALAYSIA SCHOOL OF MANAGEMENT Bachelor of Management Degree
- 2. Purpose and Scope The factors that effect productivity decline and turnover has been raised How to overcame this problems
- 3. General Situation Diamond Cooperation has faced several internal problems since few months ago. More that 50 % of total employees in Diamond Cooperation has became unproductively and made a lot of mistakes as well - have affected organization’s performance. The problems are facing by Diamond Cooperation have brought a huge expenses and wasting a lot of time. In this few months, Diamond Cooperation has lost nearly RM100 000.
- 4. As Figure 1 shows, trend of the productivity rate is declining and turnover rate is increasing. Line graph shows that productivity among employees has declined since January 2006. Besides, turnover rate was increasing when productivity declined. Until august, rate for productivity and turnover is on 42% and 68%.
- 5. Factors of Productivity Declining and Turnover Rate Rising Task and role ambiguity Inefficient managing Internal conflicts of employees Motivation problems Inadequate of equipments
- 6. Task and Role Ambiguity Role Overload – A state in which too many expectation or demands are placed on a person Role Underload – A state in which too few expectation or demands are place on a person Role Ambiguity – Uncertainty about what an organization expects from an employee in term of what to do and how to do it
- 7. Solution Job Description – A list of the task, duties, and responsibilities that a job entails Job Specification – A list of knowledge, skills, and abilities must have to perform the task
- 8. Inefficient Managing Why? Do Not Have Effective and Efficient Skill in Managing
- 9. Separating duties and arrange task according their employee specialize Organize an organization or department Bureaucracy system Decision making When?
- 10. How? The management function that involves the manager’s efforts to stimulate high performance by employees. Leading The management functions of assembling and coordinating human, financial, physical, informational, and other resources needed to achieve goals. Organizing The management functions of systematically making decisions about the goals and activities that an individual, a group, a work unit, or the overall organization will pursue. Planning The process of working with people and resources to accomplish organizational goals. Management Explanation Function of Management
- 11. Foundations of Management Managing The External Environment and Organizational Culture Managerial Decision Making Organizing: Building a Dynamic Organization Organization Structure Organizational Agility Human Resources Management Managing the Diverse Workforce Leading: Mobilizing People Leadership Motivating for Performance Teamwork Communicating Controlling: Learning and Changing Managerial Control Managing Technology and innovation Creating and Managing Change Planning: Delivering Strategic Value Planning and Strategic Management Ethic and Corporate Responsibility International Management Entrepreneurship
- 12. Internal Conflict of Employees Misunderstandings or lack of information Actions taken by a supervisor Evaluation of work performance Personal situations that affect work performance
- 13. Seminar Seminar Seminar Seminar Seminar Solution
- 14. The Motivation Problem No accurate working goal Lack of stimulation Lack of stress management
- 15. Solution Seminar and motivation problem Launch campaign such as “No Stress Day” Meet with Human Resource staff (counseling) Stimulation for increase the productivity or workers
- 16. Inadequate of Equipments Old version equipment – computer Equipment – Furniture – Air-condition – Electronic device Environment
- 17. Conclusion and Recommendation THE BENEFITS OF THESE SOLUTIONS ARE: Enhance workforce productivity, retention, and satisfaction. Highly motivated employees who feel engaged, respected, and appreciated at work. Empowered employees who are equipped with the skills to advance within the organization. Employees can be more profession in their field. Organization become more technologies and competitive in market.
- 18. SPECIAL THANKS FOR Our Lecturer: Dr. Aness Puan June All Group Member: Mohd Asrul Yu Hui Wei Mohd Aliff Awang Muhammad Hijan Ahmad Fikri References: www.jobquality.ca www.human-resourse-solutions.co.u www.human-resourse/uni.califonia.com Noe R.A, Hollenbeck J.R, Gerhart B., & Wright P.M “Job Analysis Information: Nature of Information”, in Human Resource Management , ed. 4, pp. 148 -49,McGraw-Hill Irwin, N.Y. Noe R.A, Hollenbeck J.R, Gerhart B., & Wright P.M “Source of Job Dissatisfaction: Tasks and Role”, in Human Resource Management , ed. 4, pp. 433-38, McGraw-Hill Irwin, N.Y. Thomas S. Bateman & Scott A. Snell 2006. Management: Leading & Collaborating in a Competitive World. Seventh Edition. McGraw-Hill Irwin, N.Y. And All Audiences