BUS 225 - Module Two Blog PDF

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Summary

Word document of a blog post that is required for the course in module two....

Description

In a report by the U.S. Department of Commerce, the U.S. economy contracted at an annual rate of 4.8% in the first quarter of this year. For this blog post, you will take on the role of an HR manager at an air transportation supply company. The company is currently struggling with a significant loss of revenue and considering operational costs. You have been asked to analyze employee performance over the last year and make sense of the data. Using a summary (provided below) of the company’s employee salaries, bonuses, and performance data, address the following rubric criteria in your blog post: Employee Performance Data Analysis As the Human Resources Manager of a struggling transportation supply company, I have been asked to analyze employee performance over the last year and make sense of the data. After reading through the report provided, I have the following preliminary questions: -

Why are bonuses distributed evenly across the board? How does providing the same bonus to everyone help motivate the employees to increase their performance? Why is IT running so much overtime? Are they understaffed? What is the plan for the underperforming employees? Why is one of those underperformers the highest-paid employee in the company who is also a manager? Why are there only four managers for 73 employees? Why are the pay differences so significant between managers and employees? Why are there only seven essential employees? What sets them apart from the others in their respective areas? Why is an underperformer part of the essentials?

The quantitative data, while limited, provides details into the financials, performance ratings of the employees, and their tenure. A company with 77 employees altogether, 4 of which are managers, is transparent that there is a salary and bonus structure. Salaries range from $42,000 to a little over $370,000, and everyone gets a $2,000 bonus except for management. IT is the only department overtime with only four employees. The lack of consistent qualitative data within the report provides an area of opportunity as every employee should be reviewed the same way. Assuming that all managers participate in company reviews, the data indicates different approaches to such an important meeting. As well, the data does not provide details into who from management is participating. Usually, when employee reviews are done, there is far more data involved than what is present in the report. These include the employees’ assessment, customer feedback (secondary data), and in some cases, peer feedback. All of these are tools used to determine if the performance merits a bonus. Considering the lack of detailed information, a reduction of the budget by 10% will be a difficult decision to make. However, I would recommend a change in structure all around. The company can benefit greatly from doing some research into their competitors to identify best practices. Modify the bonus approach to a performance-based this way, and put the underperformers on a performance plan. If the employee does not improve, then the company cannot keep them regardless of their position. Also, manager’s salaries should be renegotiated to reasonable figures that match the actual role they are working in....