macro enterprises presentation_final_7 nov 16
TRANSCRIPT
MacroEnterprises, Inc.
MGT 370 – STRATEGIC HUMAN RESOURCES MANAGEMENTGROUP – FAMOUS FIVECASE # 2, Part II
Team Members:Ankur Rani
Ashwini BalanDivya Ramamurthy
Mary Abdelnour Shafik Pallavi Saitu
Overview of MacroEnterproses Inc.
– Manufacturers of carburetors for outboard powerboat industries; 5 different models
– Annual gross revenue is ~ $ 10 million– Location - Rockford, Illinois– Clients:
▪local manufacturing division of a Fortune 500 outboard motor manufacturer
▪privately owned company that uses the carburetors in their lawnmowers
–HC - 500 employees; ▪ 425 employees in the manufacturing floor▪ 75 employees in support functions like finance, marketing & sales, HR
Issues Faced by the organization
Decline in Product Quality
SOP’s not being followed
Communication gaps
Integration of new employees into the existing organization operating style
Employees not having adequate managerial skills
High turnover
Lack of development
Lack of skill & knowledge undermining the opportunity to create better products
Need of the hour
HR Strategy & Interventions
1.Recruit people with the right skill sets
2.Develop in-house talent through skill development
1.Meet Performance standards
2.Clearly define goals & objectives
1. Meet communication gaps
2. Reduce inconsistencies and misunderstandings
1. Create a learning organization
2. Basic education skills to do the job effectively
3. Develop employees to become effective managers
1.Define career path2.Define
performance management process
3.Succession planning
4.Rewards & Recognition
Strategic Partnerships
What is strategic partnership• Formal Alliance between the institutions• Share resources and leverage strengths • Work on common objectives
Why is it important• Improve the quality of work • Provide employees with learning experiences and new
understanding of the educational system • Meet the labour market needs of business and industry• Alternative channels of education and training
Strategic Partnerships
How will partnership program work• Cohort programs that will help employees learn and work together with their colleagues• Attend classes in the evening; one class per week• Duration of course: 4 years• Delivery: Mix of in-class and distance education and off-site cohorts• Earn an Associate’s degree in Manufacturing management at the end of the program
What will be taught• High performance skills such as• Communication skills (oral, written & interpersonal)• Teamwork• Problem solving• Creative thinking• Statistics and mathematics
Reasons to create a strategic partnership program
▪ Access to new technologyEmployees used old bolt tightening specifications
▪ Reduced risks and liabilityEmployees did not follow SOPs of checking the bolt drivers’ torque prior to
using them.The hydraulic bolt drivers were not accurately calibrated.
▪ Increased productionIncreased problems with the carburetors in several of the newer-model
outboard motors.
Success Stories
J.W Marriott and DECA-Effective model for business and education partnership
Accomplishments -Connecting the DECA members with Marriott properties, Team decision making events,
introducing career pathways to students through sponsorships by DECA.
Johnson & Johnson and University of FloridaOpportunity to increase their tactical business skills and their
career prospects
Recruiting employees for partnership programs – Build your career program
Partnership Program
• Tie-up with Partnership community college• Decide the courses / subjects that will get covered• Define Program objectives
Spread the word
• Prepare material to create ‘buzz’ ; seminars, workshops, standees, company website, mailers• Encourage employees to apply for the program• Communicate Program objectives
Selection Criteria
• High performance – behavior at workplace, past performance, education• Potential managers – strong technical skills, experience in managing large projects, informally gathered skills• Manager Recommendation
Program details
• Prepare participant batches to be sent for the program• Design metrics to evaluate success of the program – reduced time, improved quality, adherence to protocols
Benefits of the Partnership Program
Organization• Employees motivated to perform better
• Succession planning for next level roles
• Better assessment of abilities
• Morale building
• Skill building
• Managerial ability
• Reduced turnover
• Quality control
Employee• Formal degree
• Build employee morale and
motivation
• Better assessment of abilities
• No cost to employee
• Networking with other professionals
BENEFITS
What’s next?
▪ Increasing pay rates after completing the program.
▪ Adding more responsibilities along with higher rank
for well trained employees.
▪ Encouraging reference and recruiting from within.
▪ Providing coaching/ feedback services in the
organization.
References
Retrieved from http://essentialsofbusiness.ufexec.ufl.edu/resources/corporate-profiles/johnson-johnson-employee-education-benefits-for-continued-training/#.WCEUZforLIURetrieved from https://www.uschamberfoundation.org/sites/default/files/publication/ccc/BENcasestudy.pdf
Retrieved from https://www.daad.de/medien/hochschulen/ww/hspartnerschaften/strp/vortrag_daad_tagung_2016_session1_caspar-terizakis_yu.pdf