macro enterprises presentation_final_7 nov 16

MacroEnterprises, Inc.

MGT 370 – STRATEGIC HUMAN RESOURCES MANAGEMENTGROUP – FAMOUS FIVECASE # 2, Part II

Team Members:Ankur Rani

Ashwini BalanDivya Ramamurthy

Mary Abdelnour Shafik Pallavi Saitu

Overview of MacroEnterproses Inc.

– Manufacturers of carburetors for outboard powerboat industries; 5 different models

– Annual gross revenue is ~ $ 10 million– Location - Rockford, Illinois– Clients:

▪local manufacturing division of a Fortune 500 outboard motor manufacturer

▪privately owned company that uses the carburetors in their lawnmowers

–HC - 500 employees; ▪ 425 employees in the manufacturing floor▪ 75 employees in support functions like finance, marketing & sales, HR

Issues Faced by the organization

Decline in Product Quality

SOP’s not being followed

Communication gaps

Integration of new employees into the existing organization operating style

Employees not having adequate managerial skills

High turnover

Lack of development

Lack of skill & knowledge undermining the opportunity to create better products

Need of the hour

HR Strategy & Interventions

1.Recruit people with the right skill sets

2.Develop in-house talent through skill development

1.Meet Performance standards

2.Clearly define goals & objectives

1. Meet communication gaps

2. Reduce inconsistencies and misunderstandings

1. Create a learning organization

2. Basic education skills to do the job effectively

3. Develop employees to become effective managers

1.Define career path2.Define

performance management process

3.Succession planning

4.Rewards & Recognition

Strategic Partnerships

What is strategic partnership• Formal Alliance between the institutions• Share resources and leverage strengths • Work on common objectives

Why is it important• Improve the quality of work • Provide employees with learning experiences and new

understanding of the educational system • Meet the labour market needs of business and industry• Alternative channels of education and training

Strategic Partnerships

How will partnership program work• Cohort programs that will help employees learn and work together with their colleagues• Attend classes in the evening; one class per week• Duration of course: 4 years• Delivery: Mix of in-class and distance education and off-site cohorts• Earn an Associate’s degree in Manufacturing management at the end of the program

What will be taught• High performance skills such as• Communication skills (oral, written & interpersonal)• Teamwork• Problem solving• Creative thinking• Statistics and mathematics

Reasons to create a strategic partnership program

▪ Access to new technologyEmployees used old bolt tightening specifications

▪ Reduced risks and liabilityEmployees did not follow SOPs of checking the bolt drivers’ torque prior to

using them.The hydraulic bolt drivers were not accurately calibrated.

▪ Increased productionIncreased problems with the carburetors in several of the newer-model

outboard motors.

Success Stories

J.W Marriott and DECA-Effective model for business and education partnership

Accomplishments -Connecting the DECA members with Marriott properties, Team decision making events,

introducing career pathways to students through sponsorships by DECA.

Johnson & Johnson and University of FloridaOpportunity to increase their tactical business skills and their

career prospects

Recruiting employees for partnership programs – Build your career program

Partnership Program

• Tie-up with Partnership community college• Decide the courses / subjects that will get covered• Define Program objectives

Spread the word

• Prepare material to create ‘buzz’ ; seminars, workshops, standees, company website, mailers• Encourage employees to apply for the program• Communicate Program objectives

Selection Criteria

• High performance – behavior at workplace, past performance, education• Potential managers – strong technical skills, experience in managing large projects, informally gathered skills• Manager Recommendation

Program details

• Prepare participant batches to be sent for the program• Design metrics to evaluate success of the program – reduced time, improved quality, adherence to protocols

Benefits of the Partnership Program

Organization• Employees motivated to perform better

• Succession planning for next level roles

• Better assessment of abilities

• Morale building

• Skill building

• Managerial ability

• Reduced turnover

• Quality control

Employee• Formal degree

• Build employee morale and

motivation

• Better assessment of abilities

• No cost to employee

• Networking with other professionals

BENEFITS

What’s next?

▪ Increasing pay rates after completing the program.

▪ Adding more responsibilities along with higher rank

for well trained employees.

▪ Encouraging reference and recruiting from within.

▪ Providing coaching/ feedback services in the

organization.

References

Retrieved from http://essentialsofbusiness.ufexec.ufl.edu/resources/corporate-profiles/johnson-johnson-employee-education-benefits-for-continued-training/#.WCEUZforLIURetrieved from https://www.uschamberfoundation.org/sites/default/files/publication/ccc/BENcasestudy.pdf

Retrieved from https://www.daad.de/medien/hochschulen/ww/hspartnerschaften/strp/vortrag_daad_tagung_2016_session1_caspar-terizakis_yu.pdf