Scenario: Your HR team has just been hired at a mid-sized company of 48 employee

Question

Scenario: Your HR team has just been hired at a mid-sized company of 48 employees. The company’s name is Florida Wireless, which is an authorized agent for Verizon Wireless. Florida Wireless has 5 retail locations throughout Central Florida. The stores are all very busy. Customers wait in long lines. The Customer Satisfaction Survey indicates very poor service. The sales/customer service representative turnover is high. Even though the stores are busy, the store managers are not making the sales objectives set by the owners. Store manager turnover is also high with the exception of the 3 family members of the owners. You were hired by the owners to keep the stores staffed (they are currently in need of 11 sales/customer service reps and one manager), keep the company in good standing for all government regulations, and increase the proficiency of the sales reps. You find out that there are no job descriptions, no performance appraisals, and no standards other than the number of new cell numbers that must be sold every month. Compensation tends to favor family members and it is not standardized. Sales reps have a small base salary plus commission for each number sold. A quick tour of the retail locations indicates several safety hazards such as torn carpet and crowded electrical outlets.
Question: Write a detailed plan of action
You will think of this as talking to the owner about all the issues that need to be addressed. You will start with explaining why you need to implement this plan (the needs analysis). Include everything that is addressed in the plan (you can refer to a particular tab in the binder for details of an item such as job descriptions or performance appraisals, etc.). Include the cost that will be incurred, how long it will take to complete all items (some are completed like job descriptions and performance appraisals and some are a "work in progress" like recruiting and training), and ROI. Be specific on dates and cost and how you will determine a return on the investment the owner will have to make (Tip - the owner only cares about making profit so projecting an increase in sales is a good way to get the owner's attention). Obviously, the safety plan is about avoiding costs that could occur in an unsafe workplace report the OSHA fines.
Scenario: Your HR team has just been hired at a mid-sized company of 48 employees. The company’s name is Florida Wireless, which is an authorized agent for Verizon Wireless. Florida Wireless has 5 retail locations throughout Central Florida. The stores are all very busy. Customers wait in long lines. The Customer Satisfaction Survey indicates very poor service. The sales/customer service representative turnover is high. Even though the stores are busy, the store managers are not making the sales objectives set by the owners. Store manager turnover is also high with the exception of the 3 family members of the owners. You were hired by the owners to keep the stores staffed (they are currently in need of 11 sales/customer service reps and one manager), keep the company in good standing for all government regulations, and increase the proficiency of the sales reps. You find out that there are no job descriptions, no performance appraisals, and no standards other than the number of new cell numbers that must be sold every month. Compensation tends to favor family members and it is not standardized. Sales reps have a small base salary plus commission for each number sold. A quick tour of the retail locations indicates several safety hazards such as torn carpet and crowded electrical outlets.
Question: Write a detailed plan of action
You will think of this as talking to the owner about all the issues that need to be addressed. You will start with explaining why you need to implement this plan (the needs analysis). Include everything that is addressed in the plan (you can refer to a particular tab in the binder for details of an item such as job descriptions or performance appraisals, etc.). Include the cost that will be incurred, how long it will take to complete all items (some are completed like job descriptions and performance appraisals and some are a "work in progress" like recruiting and training), and ROI. Be specific on dates and cost and how you will determine a return on the investment the owner will have to make (Tip - the owner only cares about making profit so projecting an increase in sales is a good way to get the owner's attention). Obviously, the safety plan is about avoiding costs that could occur in an unsafe workplace report the OSHA fines.
Scenario: Your HR team has just been hired at a mid-sized company of 48 employees. The company’s name is Florida Wireless, which is an authorized agent for Verizon Wireless. Florida Wireless has 5 retail locations throughout Central Florida. The stores are all very busy. Customers wait in long lines. The Customer Satisfaction Survey indicates very poor service. The sales/customer service representative turnover is high. Even though the stores are busy, the store managers are not making the sales objectives set by the owners. Store manager turnover is also high with the exception of the 3 family members of the owners. You were hired by the owners to keep the stores staffed (they are currently in need of 11 sales/customer service reps and one manager), keep the company in good standing for all government regulations, and increase the proficiency of the sales reps. You find out that there are no job descriptions, no performance appraisals, and no standards other than the number of new cell numbers that must be sold every month. Compensation tends to favor family members and it is not standardized. Sales reps have a small base salary plus commission for each number sold. A quick tour of the retail locations indicates several safety hazards such as torn carpet and crowded electrical outlets.
Question: Write a detailed plan of action
You will think of this as talking to the owner about all the issues that need to be addressed. You will start with explaining why you need to implement this plan (the needs analysis). Include everything that is addressed in the plan (you can refer to a particular tab in the binder for details of an item such as job descriptions or performance appraisals, etc.). Include the cost that will be incurred, how long it will take to complete all items (some are completed like job descriptions and performance appraisals and some are a "work in progress" like recruiting and training), and ROI. Be specific on dates and cost and how you will determine a return on the investment the owner will have to make (Tip - the owner only cares about making profit so projecting an increase in sales is a good way to get the owner's attention). Obviously, the safety plan is about avoiding costs that could occur in an unsafe workplace report the OSHA fines.
Write a detailed plan of action
You will think of this as talking to the owner about all the issues that need to be addressed. You will start with explaining why you need to implement this plan (the needs analysis). Include everything that is addressed in the plan (you can refer to a particular tab in the binder for details of an item such as job descriptions or performance appraisals, etc.). Include the cost that will be incurred, how long it will take to complete all items (some are completed like job descriptions and performance appraisals and some are a "work in progress" like recruiting and training), and ROI. Be specific on dates and cost and how you will determine a return on the investment the owner will have to make (Tip - the owner only cares about making profit so projecting an increase in sales is a good way to get the owner's attention). Obviously, the safety plan is about avoiding costs that could occur in an unsafe workplace report the OSHA fines.

Explanation / Answer

Isues of the

1.To retain the emplaoyees in the organization.

2. To gain knowledge provision of spcial training.

3.To reduce the costs tkken by the organoization.

In tha bove case the sales representratives are called up fore training when ever it is required.In order to retain the exiting mebers from the organization create a motivative retention strategy. The sales representtaives should be given effecient training along by insreaing the reward system. Morever the employees should be appraised effectively to depict their levels of working in the organization. The pan of job anlysis delas with quqlifications, designing the wage structure, allocation of responsible duties.the design of 360 degree feedback appraisal should ber developed.

Therefore the cost incured to complete the project should be optimum level . For example the oragnization have investment of Rs. 5,00, 000 out of the wish the entire projects gets back with two years of time as return on investment throgh which rs. 2,50,000 is been paid back within two years. Thus, within the short span of time we are getting the investment amount along with rate of investment.

Hence , in order to project the employee towards the company follows these strategies.

1.equal pay to all trhe workforce

2. improvement in the retention strategy

3.Improves the name anf fame of the organization.

4. minimization of costs and increase it through profit maximation.

5. Aviodiance of csh should be provided.

By implementing such process reduces the loss of the business organization.

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