Utiliscan Case Analysis

1150 Words Mar 1st, 2014 5 Pages
Utiliscan Case Analysis
Paul, a former Director of Human Resources at the Utiliscan Company conducted an employee survey prior to leaving the organization. Utiliscan Company requested Paul to implement a plan, based on the survey results to address the employee’s concerns and to keep in mind the financial condition of the company. The plan will include changes that need to be made to the current systems, processes, policies, and activities based on survey results.
The first plan of action Utiliscan Company need to take into consideration is the company performance reviews. The results from the survey indicate the performance reviews has not been completed in a timely manner or either not done at all. Performance evaluation is an
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Upon the company’s financial improvement, the company may offer a comprehensive incentive package, which include, tuition reimbursement, health benefits, pay increases, and time off awards, employee recognition, to mention a few. Employees will receive assistance to attend school to gain further knowledge to improve their skill and add value to the company. Further, Utiliscan Company should provide the family-oriented benefits, which would include the Family and Medical Leave Act (FMLA). The FMLA would apply to eligible employees who have worked at least 12 months and 1,250 hours in the previous year. The FMLA allow employees to take a total of 12 weeks’ leave during any 12 month period to provide care to family members during birth, adoption, foster care placement of a child, provide care for a spouse, child, parent with a serious health condition, or a serious health condition of an employee that requires in-patient, hospital, hospice or residential medical care or physician care.
The safety concerns can be resolved through companywide mandatory safety training. There were only about half of the employees whom felt safe and to increase the percentage safety has to be a top priority of the company. Safety training can be done in various ways such as regular session with supervisors, managers, and employees are often coordinated by HR

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