flx_path__assessment_2_3.docx Data for Decision Making “ Measuring Organizational Performance Capella University Data for Decision Making “ Measuring Organizational Performance Data in any business setting is pure go
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flx_path__assessment_2_3.docx Data for Decision Making “ Measuring Organizational Performance Capella University Data for Decision Making “ Measuring Organizational Performance Data in any business setting is pure gold. However, if you don™t use that data properly you may as well kiss your profits goodbye. Data usage is a critical part of any Human Resources strategic business partner. From recruiting to salary changes and retention these can end up being a major headache if not carefully used. œDespite having access to a wealth of data, in my experience, too many HR teams spend the majority of their time on admin tasks or legal issues. (Marr, 2018) Spartanburg Plant issues Evelyn contacted HR and described some issues that the plant is having. It appears plant morale is down, there are major quality issues with the product and a massive amount of absenteeism. HR needs to figure out a game plan to get the plant back in order to fix these issues and keep the quality at CapraTek standards and assure clients to have the right product and keep everyone happy in the meantime. Data at Spartanburg Spartanburg has an issue of absenteeism to the tune of 3.6%. The industry standard is 1% lower than that number. This issue has caused quality issues at the plant on each shift worked. The managers are complaining of low staff morale, not getting recognition for the job done and the pay is lower than industry standard. Salary Incentives. Employees want to feel wanted and recognized for a job well done. The . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . . . . .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . .. .. . . . . . . . . . . . . . . . . . .. . . . .
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