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Gap Analysis: Riordan Manufacturing

1834 words - 8 pages

Running head: GAP ANALYSIS: RIORDAN MANUFACTURING

Gap Analysis: Riordan Manufacturing

University of Phoenix

Gap Analysis
Riordan Manufacturing is currently experiencing a decline in employee retention which could further translate into missing deadlines to complete projects, decreased quality of products and sales, and finally a decrease in customer satisfaction. To stop this chain of events, management needs to identify the key issues that the company is experiencing in each sector and implement changes that will reflect the future goals of the company. Management needs to address the employees concerns regarding the future employment with the company due to uncompetitive ...view middle of the document...

“Managers should understand that not all pay structures are strictly job-based, and not all pay increments are based on performance.” (Dreher & Dougherty, 2001, p 45). While other industries might offer higher wages in the similar sectors, the reasons behind higher wages might be different. Companies looking to attract the best talent offer higher than industry pay rates, but might not offer other benefits.
The expenses associated with employee turnover cost a company an estimated 25% to 150% of an individual's annual compensation. Aside from the actual cost of hiring and training new employees, turnover can also contribute to customer-service disruption, declines in morale among remaining employees, and loss of corporate memory." (Taylor, 2006). The issue of few opportunities and advancements as well as hiring from outside is cited as a concern.
The human resource department is underutilized. In order to succeed, HR must be a business driven function with a thorough understanding of the organization’s big picture and be able to influence key decisions and policies. In general, the focus of today’s HR Manager is on strategic personnel retention and talents development. (Chan, 2007). HR has many functions within organizations, and its job is to alleviate issues for management, supply training and to hire applicants. In the scenario, management does not understand its employees, and managers are not taking advantage of human resources to help secure the data needed to better understand employees. In order for that to happen, management needs to become more unified and focused on the same goals and objectives, which are to develop and retain employees. HR professionals will be coaches, counselors, mentors, and succession planners to help motivate organization’s members and their loyalty. The HR manager will also promote a fight for values, ethics, beliefs , and spirituality within their organizations, especially in the management of workplace diversity. (Chan, 2007).
The company can prevent a brain drain by creating a succession planning and promoting from within. Currently, the company hires for managerial positions from outside and that leaves the current employees to wonder about their career possibilities with the company.
Finally, the customer gap defines the what, where and how the product development and delivery needs to be conducted for the customer. This is very important and the exact reason sales teams were set in place. The sales team’s goal is to focus on the customers needs, and this will be done by bringing talented member to each team with a unique specialization that will enhance the group.

References
Chan, A., (2007). The Challenges of Human Resource Management. EzineArticles.com. Retrieved August 2, 2008, from http://ezinearticles.com/?The-Challenges-of-Human-Resource-Management&id=32209
Dreher, G. & Dougherty, T (2001). Human resource strategy: A Behavioral Perspective for the...

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