Riordan Problem Solution
Riordan manufacturing, a seasoned organization in the market of global plastics, has recently found itself in a position demanding a change in the sales process. A system of customer-relationship management (CRM) was implemented, which is a process that involves sales teams instead of sales persons to service customer needs. With implementation of this system, Riordan has been forced into devise plans to address other issues to include resolve for the declining retention rate and actions to increase sales and even out profits. To facilitate a thorough resolves, Riordan must evaluate the current compensation system, benefits programs, employee job satisfaction and motivation, and further action to align all systems in place with the overall company goal. Within this paper issues and opportunities will be presented, along with various solutions and methods of resolves that Riordan can implement to bring about the desired change within the organization.
Situation Analysis
Issue and Opportunity Identification
With issues come opportunities, and Riordan Manufacturing has an abundance of opportunities to take advantage of. Specifically, the issues of employee retention, motivation, performance, leadership and organizational goals, and development of an effective rewards and compensation system will be addressed. Riordan's HR system that is currently in place does not effectively support the company's over strategies and goals. Yvonne McMillan, Director of Human Resources, has become complacent in her position at Riordan. After years of constant evaluations and research as to how to better the labor force and work environment, there continues to be no change in strategies to improve such aspects. This heavy level of resistance and seeming lack of effort and concern has left Yvonne feeling frustrated and very lazy in her efforts to effectively lead the HR department. As a result an opportunity to revamp the HR department rewards and compensation...
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