Data for Decision Making " Measuring Organizational Performa, Lecture notes of Accounting

Download Data for Decision Making " Measuring Organizational Performa and more Lecture notes Accounting in PDF only on Docsity! Running head: Data for decision making 1 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. “Despite 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. Data for decision making 2 Salary Incentives. Employees want to feel wanted and recognized for a job well done. The company needs to pay them better. For a manufacturing technician at the highest is about five thousand dollars less than industry average. We as a company should bring this up to industry standard or better to keep quality employees within the company seeing as we have a bare minimum of staff that have stayed on for more than five years. Just the jump in pay raise would keep more than 60% of the staff. This should be done at regular intervals (every 6 to 12 months) depending on performance goals per person. That way, management and production have clear goals in mind when it comes to performance and any issues that person has. Measuring these goals isn’t easy, however it makes it better for production and management to have these goals on paper and can be attributed to. Salaries are not the only type of incentives that can be offered. As a company, we can act about employees and how they feel about working for CapraTek. Things like welcoming into the staff, lunch for the staff once a month, employee of the month or quarter. Minimal and cheap things do not have to be expensive to help employees like belonging. We can offer things like an employee birthday day off. We can offer holiday overtime pay so that being there can feel like while they might not be home that they can feel wanted for working on special days. We as a company can automatically shut down on certain holidays so that people can be home with their families. Benefit Incentives. The company offers a multitude of incentives, however when looking at some of the incentives, HR can see that we are lacking in areas of tuition assistance for all employees even management can be offered. If they want to learn more, LET THEM! It helps the company in the