Employee Low Morale And Product Quality

Riordan Manufacturing is a large company with facilities in several locations around the world. Riordan Manufacturing is an international plastics manufacturer that currently employs 550 people and operates at around $46 million in sales("Riordan Manufacturing", 2013). As a result of its size, Riordan must have a system that is able to keep track of important information such as employee names and other confidential data. This information should be able to be accessed from other locations as well as the home office. There are other functions that a new and improved HR system could benefit such as inventory tracking or the shipping or reception of products. These

There are several stakeholders at Riordan Manufacturing to gather requirements from to provide a clear picture of the final project. The first stakeholder to gain input would come from the Chief Operations Officer, he was the requestor of the system upgrade, is responsible for the budget, which includes payroll. The Chief Legal Officer oversees the legal aspects of the human resources programs. The individual human resources managers within the individual facilities are the stakeholders who recruit and handle benefits for employees. Each facility has an accountant that oversees payroll and bonuses as well as the payroll specialist (Apollo, 2011).

After compiling all the information, from researching the topic of high turnover rates in a company to find what can be done to correct it in an effective manner. I have found that many areas of a company are affected and to what level of

Riordan Manufacturing COO Hugh McCauley is requesting the implementation of a modern, state-of-the-art information system to integrate all existing HR tools into a single application. To achieve the desired goal, a very detailed investigation needs to be performed, studying the actual processes that Riordan Manufacturing currently uses. Also, a series of stakeholders will provide the adequate feedback trough a series of face-to-face interviews and meticulous observation of their respective working environments. These tools will help create a system that will maximize time

I will Use secondary research to give me a wider understanding and hopefully trends within the subject, staff turnover is an ongoing issue for most if not all organisations so there should be readily available information available for me to use in my study.

Riordan Manufacturing discovered some problems with their employees; such as an inability to motivate employees and how to reduce the high turnover rate within the company. This was discovered through the Riordan human resources department structure which does not allow employee empowerment and as a result is delaying potential growth due to the unbalanced profits, and reduction in sales.

Employees may leave for a number of different reasons and these reasons may differ according to generations, gender, and education background and so on making the act of identifying why a particular employee packs up and leave the more complicated. Though studies have found some of the major reasons that an employee would leave would include reasons or factors such as that of; monetary, stress, work-life balance and career opportunities (Deery, 2008; De Vos&Meganck, 2009).

Riordan Manufacturing has determined what it must do to motivate its employees, but at what cost or risk. Riordan's management team needs to decide what is best for

Every organization has their own manufacturing strategy, depending on the type of organization will depend on the strategy to have the best end result. Understanding the strategies and how they are used can help the manufacturing process. Riordan manufacturing is a Fortune 1000 organization which produces multiple products, throughout this paper Team C will explain Riordan’s manufacturing strategy and the details that go into a manufacturing strategy.

Riordan Manufacturing is a leader in the plastics manufacturing industry. As a fortune 1000 company, this employer of over 500 employees has not only made an investment into the products that roll off the production lines but most importantly the employees who help produce these products (University of Phoenix, 2013). In addition to the annual salary or hourly compensation these employees receive, Riordan makes additional investments in employees to better their wellbeing inside and outside of work. The complete benefit package offered by Riordan is known as the total

The purpose of this information is to understand why employees are leaving the organisation and if there is anything the organisation can do to increase retention. It will also help to understand how the recession has effected back office functions.

All over the globe retaining employees is a most critical factor for the organisations. High employee turnover is more common in private sector as compared to public. In construction industry, to reduce employee turnover and to improve the productivity of an organisation, organisations have to be aware of the reasons why an employees quit the organisation?. Employee turnover can be explained as the expenses, in term of money, time, and quality of work, that an organisation bear while replacing an employee. If an organisation fails to satisfy the needs of its employees then it is obvious that the employees will look forward to fulfill their necessities. This chapter discuss the reasons why employees quit their jobs.

I have considered the production numbers as you requested, and I have noticed, and you were correct around the start of November every year our production drops and then recovers to normal level around March. This dip in production is something we cannot afford as a company.

The Engstrom Automirror Plant case study highlights the problem of poor employee performance and low employee morale. The company’s managers have implemented a bonus system that is based on the assumption that the employees will be motivated solely by extrinsic rewards. According to Maslow’s Hierarchy of Needs Theory, the bonus system only appeals to lower-level physiological needs. Maslow’s theory identifies physiological needs as the need to sustain one’s basic life needs, such as housing, food, and clothing. (Schermerhorn, Hunt, & Osborn, 2008). It is reasonable to assume that the employees’ base salaries are enough to meet these physiological needs. There is clearly a missing link between the additional compensation and the expectation of higher performance levels in the minds of the employees.

The employees and customers who depend on Riordan Manufacturing are the stakeholders who will be impacted the most, should the company not address the issues that are causing the decline in company 's profits. From the customer 's point of view, if Riordan Manufacturing is not serving their complete needs, there is no reason for the customers to purchase products and services from the company. Employees are the key to a successful company; therefore, if employees are concerned with their compensation and benefits he/she will not work up to his/her full potential.