8 You are a consultant hired by a small company 24 total emp

You are a consultant hired by a small company (24 total employees) which does auto- Body repairs. The company started as a small family business and expanded to its current size two cars ago. It has had an excellent reputation with local insurance companies and has received a great deal of business through word of mouth. However, the company is recently having problems with many elements of its business, including: Scheduling (many customers are unhappy with the time required for repairs) Employee motivation (low productivity, absenteeism) Safety (three workers were injured last month and were forced to miss work) Quality of work (many cars return for time consuming adjustments after repair) What specific approaches or recommendation would you recommend in order for the company to address the recent problem? Describe how your solution would impact each of the problem listed above.

Solution

For improving scheduling and Quality of work one should follow this process

The production plan initially needs to address specific key elements well in advance of production in order to ensure an uninterrupted flow of work as it unfolds.

The production plan provides a foundation to schedule the actual work and plan the details of day-to-day activities. As sales orders come in, you will need to address them individually based on their priority. The importance of the sales order will determine the work flow and when it should be scheduled. After this, you should evaluate whether or not you are ready for production or to offer the service. You will need to determine:

Communicate the plan

After you have determined that you have met the criteria to start production, you will need to communicate the plan to the employees who will implement it. You can plan the production on spreadsheets, databases or software, which usually speeds the process up. However, a visual representation is preferred as a means to communicate operation schedules to floor employees. Some businesses post work orders on boards or use computer monitors to display the floor schedule. The schedule also needs to be available to employees ahead of time and kept up to date.

For improving employee motivation one should follow this process.

Build a Foundation

It’s important to build a solid foundation for your employees so they feel invested in the company.

Tell them about the history of the business and your vision for the future. Ask them about their expectations and career goals, as well as how you can help them feel like part of the team. When any new employee starts, make sure they receive a thorough welcome orientation.

Create a Positive Environment

Promote an office atmosphere that makes all employees feel worthwhile and important. Don’t play favorites with your staff. Keep office doors open, and let folks know they can always approach you with questions or concerns. After all, a happy office is a productive office.

Put People on the Right Path

Most employees are looking for advancement opportunities within their own company. Work with each of them to develop a career growth plan that takes into consideration both their current skills and their future goals.

Educate the Masses

Help employees improve their professional skills by providing on-the-job training or in-house career development. Allow them to attend workshops and seminars related to the industry.

Acknowledge Contributions

You can make a huge difference in employee morale by simply taking the time to recognize each employee’s contributions and accomplishments, large or small. Don’t take it for granted that your workers know they’ve done well — be generous with praise.

For improving workplace safety one can follow

Step 1

Assess the risks specific to the workplace. Each workplace holds its own risks and dangers based on the nature of the work, so a thorough assessment of the surroundings is key.

Step 2

Create safety policies and procedures that address the identified risks for the workplace. Ensure that all employees receive training and have access to these policies and procedures.

Step 3

Conduct background checks on potential employees to check for red flags that could threaten the safety of other employees.

Step 4

Inspect the physical space of the workplace to identify dangers. Ensure that all lighting and safety equipment remain in good working order. Make necessary repairs to the facilities immediately.

Step 5

Create a plan of action in case of an emergency. Consider the types of emergencies that may threaten the workplace. Practice the emergency response with the staff to ensure everyone understands the procedures.

Step 6

Establish a procedure for visitors in the workplace. Restricting access without an escort, checking identification and requiring visitors to sign in are typical procedures.

Step 7

Establish an environment that encourages open communication. Initiate a zero-tolerance policy for violence and discrimination to ensure all employees feel safe and free to express their opinions.