MBA 530 Human capital development-Riordan Gap Analysis

MBA 530 Human capital development-Riordan Gap Analysis -...

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Gap Analysis: Riordan Manufacturing 1 Running head: GAP ANALYSIS: RIORDAN MANUFACTURING MBA 530 Human Capital Development Gap Analysis: Riordan Manufacturing University of Phoenix
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Gap Analysis: Riordan Manufacturing 2 Gap Analysis: Riordan Manufacturing Michael Riordan founded Riordan Manufacturing in 1991. Riordan Manufacturing, established as a leader in the industry of plastic injection molding, is a fortune 1000 enterprise with revenues totally in excess of $1 Billion. Riordan offers, “state-of-the art design capabilities, creating innovative plastic designs that have earned international acclaim” (UOP, 2007). Currently, Riordan has three facilities within the United States and one located internationally in China. Declining sales and uneven profits have forced the company to implement changes such as engineering a new customer based relationship. Sales teams, instead of a single salesperson, service a customer focusing on a specific segment. The teams consist of a salesperson, product- engineering specialist, and a customer service representative. Unfortunately, since the changes, the company has experienced a decline is employee satisfaction. The HR department is handling more grievances and complaints than in previous months. As well as, a higher rate of employee turnover. The company needs to address the concerns and issues if they plan to stay leaders in their industry.
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Gap Analysis: Riordan Manufacturing 3 Situation Analysis Issue and Opportunity Identification Riordan manufacturing consists of baby boomers, genXers, and Gen Y employees. Each group is motivated differently. According to Dreher and Dougherty (2001), “Motivation is the willingness to exert in a particular way-is an extremely important factor in understanding or predicting employee behavior” (p. 28). Riordan Manufacturing is experiencing a high volume turnover rate, though lower than industry standards, the rate is higher than Riordan Manufacturing’s average. Each time and employee leaves the company loses a valuable asset. “Key employee retention is critical to the long term health and success of your business” (Heathfield, 2007, ¶ 1). Michael Riordan, CEO, has a concern about the health of the company and would like to foster his investment as he nears retirement. Recently, Riordan has made several strategic changes in the manufacturing company. The company currently suffers from a decline in sales and has adopted a customer-relationship management system to better focus on customer needs. Riordan expects the approach to foster company growth by increasing sales. Unfortunately, the change has affected employee retention. An employee survey indicates a decrease in overall job satisfaction. Riordan has hired Barbara Masterson to conduct an analysis to address the various areas of concern from the management team. A conflict exists between the group as to the underlying issues and the needed solutions. Some of the issues are incentives, pay structure, loyalty, motivation, nonfinancial compensation,
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This note was uploaded on 09/28/2008 for the course MBA mba 530 taught by Professor Unknown during the Spring '08 term at University of Phoenix.

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MBA 530 Human capital development-Riordan Gap Analysis -...

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