Presents a gap analysis of the human resources function of Riordan Manufacturing.
Written in 2008; 1,785 words; 5 sources; APA; $ 57.95
Paper Summary:
This paper first explains that Riordan Manufacturing has revised their sales and manufacturing business strategies, which has led to a lowering of employee morale because of the misalignment between the business and human resources (HR) strategies. The paper then performs a situation analysis of the issues and opportunities, which indicate that the company must redesign its entire performance management system. The paper stresses that, to produce job satisfaction and to motivate employees at the individual level and at the group level to perform at a high level, employees need to believe that fairness and consistency is applied in the workplace.
Table of Contents:
Situation Analysis
Issue and Opportunity Identification
Stakeholder Perspectives/Ethical Dilemmas
End-State Vision
Gap Analysis
Conclusion
Table: Issue and Opportunity Identification
Table: Stakeholder Perspectives
Table: End State Goals
From the Paper:
"Conflict is also apparent between the members of Riordan's leadership group. Three members of the leadership team, Michael Riordan, Hugh McCauley and Dale Engel, believe the current system is adequate. Riordan states that he values employee loyalty and believes that the new generation of employees are "just ungrateful and doesn't realize how good they have it." McCauley believes that Riordan needs to redesign jobs to make them more challenging and appealing to employees. He believes this will increase motivation. Edgel believes the current compensation program is adequate."
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