High Turnover Is Tactical Work

1524 WordsFeb 15, 20177 Pages
Analysis Entry Phase According to Robinson and Robinson (2008), the issue of high turnover is tactical work because it “focuses on the design and implementation of solutions that address the barriers to successful performance” (p. 19). This tactical work can be reframed to focus on lowering the turnover rate of engineers so that half the engineers stay with the company and do not quit within the first two years and as a result, innovative products are produced. Assessment Phase One obvious factor of a “should” assessment is that the company should be creative and not old-fashioned so that products developed are creative which brings about desire for customers to purchase their products in lieu of the competitor’s. A second factor of…show more content…
In advance, prework helps to advance information in future communications. Therefore, more knowledge is gained through questionnaires sent prior to personal interviews. The next factor is to seek answers as to the current state of work accomplished by engineers in the gap analysis to identify strengths and weaknesses in frequency and skill levels. An “IS” assessment focuses does not focus on the star employees or the managers, but on the group of engineers. Barriers and signs of inefficiency indicate gap areas of needed improvement. Again, questionnaires may gain insight as to how the engineers do their jobs and comparisons can be made to the star employees and managers. It is advisable to interview the managers of the average engineering groups in addition to questionnaires to yield more valuable data. Two sources of data is adequate and within reason in regard to time and budget constraints. Questionnaires are a good start because of the direct information sought and interviews allow for follow-up questions and more detailed data. It is important that employees are provided confidentiality agreements and given the option on whether or not to participate. A Likert scale allows for easy computations of the questionnaires, because the low numbers indicate failures and the high numbers mean successes. The last assessment involves identifying the causes in order to seek solutions. The data retrieved from the questionnaires and interviews provide
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