The following report has been based on a case study about a small plastics manufacturing company called William Beckett & Co (plastics) Ltd. In the case study it sets out a rough guide about the company like how it all began, its plans for the future and what is happening at present. So my job is to identify certain areas of the company and explain what I believe should be done to rectify the situation and improve this company in terms of staff morale, staff turnover, productivity and efficiency of the company.
Then to back up my arguments I shall use a range of sources like academic books and journals to show example of what can happen or change within a company if my recommendations are implemented. he company had a lot of success in the first few years after the merger between William Beckett and David Whittington, as they were doing so well the companies directors (William Beckett and David Whittington) had to take on more responsibility than they had realised as they company was doing so well they felt the pressure of trying to maintain the same level of output, which had risen in the last few years to 2 million pounds in turnover.
Now that the company was doing so well the directors and the employees were very busy with work. This had mean that even though the directors did work closely with the employees, the directors had no time to actually identify any trying needs for their employees.
So the directors had no idea how well their employees were working, which can mean that productivity will be “the resultant training needs that emerge could be subject to a topic or skills analysis, which might then be used to obtain more specific information about potential trainees by serving, as suggested at the end of the knowledge / topic analysis section, as the basis for the development of diagnostic procedures or entry tests” page 94 of the theory and practice of training, 4th edition by Roger Buckley and Jim Caple.
affected, the standard of work could be dropping and they might not find out till they have started to loose busy because of this and the employees themselves maybe struggling to maintain their own standards of work as they have no idea of what they targets for productivity will be, they might not be able to work as well as they used to due to the increase of work and training could mean that they would be more able to complete their work to higher standard if only they were trained to a sufficient level.
A good outcome for identifying these training requirements that they may need would also boost morale within their work force, as it is well documented that training can be a good motivator too employees as it shows that the company is willing to spend money on them which makes them feel more appreciated and wanted which is mentioned on Maslow`s hierarchy of needs for people.
This is a good example of how one bad decision can have a knock on affect and start to disrupt more areas of the company. As the directors couldn’t make time to try and identify their employees training needs they have arguably affected the company’s morale, productivity, efficiency and maybe the labour turnover as well.
