I. Background
In its non-manufacturing sectors such as HR and Finance, Solar Cell has been applying control
charts. The explanation for this implementation is due to the dramatic rise in employee turnover
and the subs
...
I. Background
In its non-manufacturing sectors such as HR and Finance, Solar Cell has been applying control
charts. The explanation for this implementation is due to the dramatic rise in employee turnover
and the substantially broad budget allocated to many company divisions. Most of the employees
who left the organization indicated that they encountered work-life imbalance, particularly for
the operators, based on the outcome of the exit interviews, since they were constrained to work
in longer hours in situations where their replacement partners would not be able to work on
time or could not report to work at all. The minority of resigned employees admitted that they
were misaligned and not qualified for their role, that they thought that the business had no
prospects for growth. Another problem area defined by the top management concerns the
finance team of the organization. Management has found that allocated budgets in some
departments or work units of the corporation are unfair, incorrect and unjustifiable.
II. Statement of the Problem
a. How can Solar Cell Manufacturer control or eliminate attrition and overspending in their
organization through the use of control charts?
To control or eliminate attrition and overspending in their organization, control charts can
help them understand the changes in processes that are continuously displayed. Variations
beyond their limits of influence indicate that the mechanism is operating. Variations that
stretch outside of their control limits display problems that have to be corrected.
b. What steps should the top management employ in order to overcome the resistance of the
employees in the change initiative?
They should know how to communicate in order to resolve employee resistance to change
management. Try to let the discussion begin with their employees. People want to be
listened to, and that will help ease the frustration they have about the situation by giving
them an opportunity to voice their opinions. The views, concerns and suggestions of their
employee will prove extremely useful in managing their change program.
c. What steps in implementing Statistical Process Control (SPC) should Solar Cell Manufacturer apply
in order to succeed in the initiative?
In order to succeed in the initiative, the Solar Cell Manufacturer should follow the STEP 6:
Train appropriate operators and teams in the implementation of Statistical Process Control.
Together with the management, the SPC committee must provide comprehensive training
for operators and teams directly involved in the collection, plotting and analysis of SPC data.
The use of quality instruments and flowcharts must be protected by the teaching. In
addition, by selecting the basic processes in which the company will determine whether or
not a process is important by recognizing that this process could go wrong. Also, collecting
information about what impacts their processes' performance by detecting and tracking
something that will affect their production lines.
Areas of Consideration
Control charts have different elements that can positively or negatively lead to the company's
operational dilemma that can affect both internally and externally. That's why it needs a strong
understanding of the advantages of control charts and the need for improvement as a catalyst
for change. Providing the HR and Finance people with a one-day awareness program to
understand the objectives and the need for the initiative of the control chart within the
organization. In addition, taking care of the human need that we all share. Employees listed
professional growth opportunities as one of their highest engagement drivers in a study by
Quantum Workplace. On the other hand, exiting employees listed the lack of opportunity for
growth as the second biggest reason for leaving. Solar Cell must offer opportunities for growth
at work for their staff, and see their employee engagement and retention rise, too. It is
evident that employees will be more productive in the workplace if they know they can grow
instead of feeling like they’re constantly hitting their heads on the ceiling.
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