Executive Summary 2

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Capella University *

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5080

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Management

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Apr 3, 2024

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docx

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1 Executive Summary Executive Summary HRM-5080 Evidence-Based Decision-Making for HR Professionals Dr. Uzma Burki April 5, 2024

2 Executive Summary Initial Overview Evelyn Unger, a seasoned Senior Human Resource (HR) Generalist at CapraTek, has tasked the HR department with leading a team dedicated to enhancing performance. Evelyn aims to ensure that decisions regarding the company's performance are well-informed, aligning closely with CapraTek's overarching strategic objective of quality improvement. To drive quality enhancements within CapraTek, senior administrators have tasked HR experts with crafting an executive summary containing performance data recommendations. Several members of the Operations Leadership Team are keen on achieving improved outcomes for their investigation into productivity and quality concerns at the Spartanburg plant. Participants have noted a consistent decline in quality metrics indicators over time. Additionally, stakeholders advocate for specialized training on managing employee absences, citing concerns about excessive absenteeism and declining quality standards. Information Gathered from Spartanburg Plant A thorough examination reveals significant insights into the workforce dynamics at the Spartanburg plant. A competitive salary analysis underscores disparities in compensation, with production technicians earning $26,163 annually, notably less than the industry average of $31,250. Furthermore, a review of annual attrition rates reveals a concerning trend. In 2020, the attrition rate spiked to 24%, surpassing the acceptable range observed in previous years (2016- 2019), which stood at or below 17%. Delving into employee engagement, the absenteeism rate at the end of 2019 stood at 3.63%, representing a 1.40% increase over the industry average. Interviews with managerial staff shed light on critical issues affecting workforce performance. David Rivers, a first-shift manager, highlights the adverse impact of absenteeism on productivity,

3 Executive Summary emphasizing the strain it places on management and staff resources. He underscores employees' sentiments of undervaluation, distrust in leadership, and dissatisfaction with salaries. Suzanne Pope, a quality assurance manager, emphasizes the need for a systematic strategy for problem identification and process improvement. She points to challenges encompassing supply chain, process, and personnel issues, highlighting these factors' strain on employee morale. Robert Schwartz, a second shift manager, echoes employee retention and productivity concerns. He advocates for incentivization strategies focused on recognizing employee value, enhancing compensation, and fostering productivity to effectively address retention and quality issues. Proposals for Boosting Employee Performances Handling Compensation Issues Recognizing the disparity in salaries at the Spartanburg plant, it is imperative to initiate corrective measures. The Spartanburg plant should embark on a comprehensive analysis encompassing various factors such as industry benchmarks, cost of living, personnel qualifications, and supply and demand dynamics. This analysis will provide valuable insights into competitive compensation packages, ensuring alignment with industry standards and the local job market (Learning, n.d.). Moreover, fostering a culture where employees feel valued and financially rewarded is crucial for enhancing retention rates (Giallanza, 2022). By demonstrating a commitment to fair compensation practices, organizations can instill a sense of loyalty and commitment among employees, encouraging long-term tenure. Furthermore, implementing incentive compensation plans within a framework of trust and collaboration can yield mutually beneficial outcomes for both employees and the organization (Learning, n.d.). Business leaders should emphasize the importance of providing training

4 Executive Summary opportunities, transparent communication about organizational goals, and aligning individual efforts with broader objectives (Help Employees Connect, 2017). This concerted effort ensures employees feel valued, engaged, and motivated to contribute to the organization's success. Managing Productivity Concerns Upon examining the available data, it becomes apparent that the elevated absenteeism rate at the Spartanburg plant is adversely impacting operational efficiency. To effectively address this issue, HR must delve into the underlying causes driving such high absenteeism rates. One promising avenue for improvement lies in bolstering employee engagement. Managers are pivotal in fostering a work environment where employees feel valued and connected (Help Employees Connect,2017). Managers can significantly enhance employee engagement by investing time in understanding their team members, nurturing their growth, and acknowledging their contributions (Help Employees Connect, 2017). This heightened engagement, in turn, has a positive correlation with productivity levels within the workplace. Moreover, employees who feel satisfied with their managers and workplace tend to demonstrate higher productivity. Managers must cultivate a supportive and conducive work environment that nurtures employee satisfaction and well-being. Additionally, adopting regular feedback and coaching culture can yield substantial benefits. When employees receive constructive feedback on their performance, they gain valuable insights into their strengths and areas for improvement (Help Employees Connect, 2017). This practice instills confidence in employees and demonstrates the trust and confidence that supervisors have in their abilities, motivating them to strive for excellence. By prioritizing employee engagement, fostering positive manager-employee relationships, and promoting a culture of continuous

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