Research CaseEssay Preview: Research CaseReport this essayBusiness Research Part IResearch shows that the recent decline in sales has come from losing customers; we have found the need to conduct further research to determine why we are losing customers. With our internal research and market analysis we will be able to pinpoint the problem and come to a resolution that will benefit both the customer and the company. We will review our internal processes as well as survey our current customers to see where there is a lack of service and address this to determine if the employees and departments have the tools and resources to do their jobs effectively.
TrainingTraining may be insufficient for our organization to become the best supplier in the industry. The development of a training matrix may be crucial to ensuring that our employees have the necessary training with the latest quality assurance techniques that are fast and reliable. If employees have sufficient training, the employee turnover may decrease and quality conformance may increase to keep the customer supplied and satisfied. One main purpose of our research is to protect the customer by ensuring that their customers get ultimate satisfaction.
QuestionHypothesesVariablesEthicsIs the level of training sufficient for our employees to become proficient in their positions?Our training is insufficient to allow our employees to become the best in the industry.-High employee turnover-insufficient wages-supervisor training methods-Supervisors may not hire and terminate employees according to common Human Resource guidelines.Are the employees satisfied with our organization?Lack of training, low wages, and benefits contribute to dissatisfaction among the ranks.-pay differences-benefits cost– The organization took advantage of low wages for its southern geographical locationDo the supervisors provide the tools and resources to the employees for them to succeed?The supervisors do not conduct timely performance evaluations with their employees.-Work schedule-Education level-The employees have no succession plan for continued growth.-dead end job
Lack of timely and effective oversight of the department, not a timely and effective review of employee performance.-Unnecessary conflict of interest, lack of integrity, and lack of accountability as to whether or not they were promoted.
Job Description: We create and maintain the best, most accountable hiring environment in our area. Our approach to hiring will be different from other organizations. Our mission is to develop an educated workforce that works hard to do what’s best for its employees in a positive way and meet a demanding schedule.Our role is to provide quality leadership, leadership skills, and consistent, collaborative, and accountable hiring by a team of individuals and by hiring professional leaders. Your contributions to our organization will be directly tied to your skills, qualifications, experience, and potential and the outcome of your career path.
Role: Senior Vice President and General Manager(s) – Salary: $25 per week
The first and last name of your Executive VP(s) will be the first names at a meeting:
In line with the President, you will have an opportunity to address individual projects:
For this purpose I will present a list to each individual. This will be included in the Executive VP’s budget. The list will outline issues at which there are issues at the department, such as:
You will receive a “List of Issues” in the Executive VP’s budget. The list will include:
. This document is a work in progress. It is intended as a resource for the group to review the work being done.
The process for receiving the list provides for some flexibility when planning the next project or project specific to that item.
If you notice any questions regarding your specific project, please feel free to contact me immediately prior to mailing your request to the top or by calling the Division Office at (814) 392-2022 (phone: 480-974-7000). Your request needs to have an “Ask my Manager” box on your list.