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PERFORMANCE LAWN EQUIPMENT CASE STUDY
Performance Lawn Equipment Case Study
Jessica Cook
Colorado State University Global
MBA 550: Data-Driven Decision Making
Professor Andrew Herzog
April 23, 2023
1
PERFORMANCE LAWN EQUIPMENT CASE STUDY
2
Performance Lawn Equipment Case Study
Performance Lawn Equipment is in the process of reviewing current workflows and processes to see where improvements have been made or could still be made. The current focus is reviewing questions of how to and what would have happened. Analysis has been done to review the number of defects after delivery that could have potentially occurring if the initiative was not in motion. Another analysis being conducted is to review the relation of retention length to a college education. Finally, reviewing if production time is improving with repetitive development to help save the company money. Defect After Delivery
Two years into production, the company began noticing that in 2015 the number of defects occurring in products after delivery was increasing. Since the initiative took effect in 2016 that number has decreased. Though it has been questioned if the initiative had not been created would the number of defects after delivery still increase. To analyze the forecast the data provided from 2015 will be used to use a moving average formula in excel. The results can be observed in appendix A. Without the initiative the defects have been forecasted to decrease with time, thou
gh the number of defects were still greater than in the year 2015. A moving average formula works off the estimated average of the current data (Fernando, 2023). The forecasted slope covers an estimate of one year if defects. As this is an estimated the true change may be slightly less or more. Retention
While reviewing the data the company has discovered that there are some instances of higher-than-normal rates of employee turnover in the field staff. Data was collected on various
PERFORMANCE LAWN EQUIPMENT CASE STUDY
3
data points related to retention, such as college degree, college GPA, living local, gender, and how many years of education. For the study the data will review if a worker’s years of education and grade point average would be a factor in reviewing retention rates. The data used for the analysis compared ten years of employment. The data was placed into a regression model into excel to compare the data points. After reviewing the coefficients and significant values some results were concluded. The number of years in education was not a major factor in staff staying with the company for a longer amount of time. However, GPA has more effect on whether employee would stay. A higher average GPA showed longer retention, with some employees staying for a year or so with half the GPA. An idea that PLE could consider is to promote ongoing learning and offer continued training to staff (Rockwood, 2022). Giving staff with lower
GPAs the opportunity to gain knew knowledge and on the job skills that have been proven to increase employee retention. Engines
As new products are produced learning curves happen to review areas of improvement to not only improve the products but also learn how to increase efficiency. Efficiency to not allow increase product time but to also decrease errors, thus saving time and money. The company needs to analyze the time it takes to produce engines. Data was collected on fifty units to review the length of time it took to produce the engines. The time to produce the engines drastically decreased after approximately 19 units. Using a regression analysis in excel to review the data and create scatter chart to analyze the decrease. After the first 19 units time continued to decline but at a slower pace. Showing that the company was able to learn and save time and money with the production workflows. The goal was if the production time could be increased then the company would reduce the need for protype trials. While protypes are still beneficial to test and
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