Integrated Business Management and Assessment
Order ID |
53563633773 |
Type |
Essay |
Writer Level |
Masters |
Style |
APA |
Sources/References |
4 |
Perfect Number of Pages to Order |
5-10 Pages |
Description/Paper Instructions
Running head: PROCESS PROPOSAL SLPO 1
PROCESS PROPOSAL SLPO 3
Process Proposal SLPO
Integrated Business Management & Assessment
Excelsior College
Introduction
Organizations need continuous evolution in order to remain in the competition. In the global world, business trends keep on changing. The dynamics environment is primarily supported by the external environment, which is continuously changing. No business operates in a vacuum; they are always surrounded by one or more factors. These factors include political, social, economic, ecological, legal, and technological factors. All of these factors impact the business’s functioning, some more than others. The impact of these factors is usually similar on all businesses in a particular sector or industry. However, how each business responds to it makes the real difference. For this instance, the internal factors of the business are given equal importance. Because the internal factors are largely dependent on the external factors, the external factors cannot be controlled. However, it is important to mention here that not all external factors have negative repercussions. Some of these factors result in new opportunities while others create threats, and it is up to the organization that how well they could avail themselves of the opportunities and how they could escape the threats. Organizations use different mediums and frameworks for continuously measuring these factors and their possible impactstwo important frameworks in this regard for SWOT analysis and PESTEL analysis. The SWOT analysis takes into consideration both internal and external factors. The external factors are categorized under opportunities and threats, while the internal factors are shown under strengths and weaknesses. Just like other organizations, Kellogg’s Brown & Root (KBR) also employs these frameworks for assessing the changes occurring in the external environment and their impact on internal organizations. Kellogg has recently conducted a SWOT analysis which has listed not only the internal factor but also external factors. Based on this SWOT analysis, a recommendation will be created for the decision-makers so that the organization can introduce the needed changes.
Changing the current processs weaknesses into strength
To initiate, KBR has to ensure that its weakness could not be sued against it. To ensure it, it has to alter these weaknesses into strengths. The company has three primary weaknesses, which are high turnover ratio, no standardization in operating procedures, and absence of training and development of employees. All of these three weaknesses can be converted into strengths. To begin with, training and development, having a skilled workforce is one of the key strengths which could help organizations achieve their goals. The absence of a trained workforce means that the poorly skilled workforce will not be able to achieve efficiency, and hence the organizational performance will keep on deteriorating. This can result in the bankruptcy of the organization eventually. Hence KBR can start a comprehensive human resource development plan which starts with hiring the right employees, creating the right environment and culture for the employees to work, provide them proper training and development opportunities, offer fair compensating packages and fair treatment of employees. This will not only create a skilled workforce but will also reduce the turnover ratio. Employees leave an organization when they do not feel valued, and it can be because of numerous reasons, including an unhealthy work environment, unfair compensation, and no training and development. This comprehensive human development program could result in a lower turnover, skilled and motivated workforce. This workforce can become one of the biggest strengths of KBR, which can support the organization in tough times. Furthermore, introducing standard operating procedures is not difficult when the workforce is disciplined and skilled. In other words, the training of employees can also incorporate training about standard operating procedures. The process can be started by conducting a little research where the exact areas can be specified where the company lacks in training and operating procedures. Once this is determined, a detailed blueprint about the standard operating procedure can be formulated, and then this blueprint can be added to the overall training program of employees. This way, employees will get training about every aspect of their job, including the specified standard operating procedures. This way, all the weaknesses of the organization can be changed into strengths. A skilled and motivated workforce can even act as a core competency which eventually becomes the competitive advantage for the company (Florentine, 2019).
Carryover the strengths of the old process to the new process:
Moving forward, for any organization to be successful, it is essential that not only are weaknesses converted into strengths but the current strengths are also sustained. The key strengths of the company include a well-established brand name, knowledge about the industry, and a strong customer base. These strengths are essential because they are the reason that KBR is a successful company in its sector. Without having knowledge about the industry, there can be no brand name, and without a brand name, there can be no customer base. These strengths can be sustained by continuously working on them. As mentioned above, the knowledge and expertise about the industry are independent variables, whereas the reaming two are the dependent variable. Hence the need is to work on knowledge. Since knowledge is possessed by employees, the right move is to hire the most competent and skilled employees at every level that from decision-makers to implementers; everyone knows what they are doing and does it in the best way possible. This can be complemented by the extensive human development program recommended for converting weaknesses into strengths. Under that program, the right environment will be created, and this right environment can help hiring, training, and sustaining the most competent and skilled workforce with the highest knowledge. Once the dependent variable of knowledge is secured, the remaining two-variable will continue to be the strength of the company (Reddy, 2019).
Does the policy need to be revised or completely redesigned?
KBR has a number of skills, but it lacks mainly in the segment of the skilled workforce. The company generally hires on a contractual basis where employees are hired for a short-term basis, and they are fired as soon as the task is completed. This practice is a very poor design strategy for a service-oriented firm, especially one working with the government. Service firms need standardization in their process and functioning, which can be achieved by extensive training of employees, and that is possible only when employees are with the organization for a longer time period. The company has primarily three weaknesses of high turnover, lack of training, and absence of standard operating procedures, and it is all because of the current strategy of contractual nature of employee hiring. This strategy cannot be revised; rather, it needs a new design altogether. KBR needs to shift to permanent employees especially in key areas and departments, and can outsource the job to contractual employees of such nature, which is not permanent and does not carry much significance. Small revisions cannot introduce the changes which are required for keeping the organization in business. Hence a newly designed strategy is required, as discussed above.
Comparison between new and old policies and process
The dynamic environment of the global world requires a business to be as fast adapting as possible. Although every business needs to stick to few things, overall, every business has to evolve and change with time. The new process is generally always better than the old because if the old process and programs were better, then there would have been no need for a new process. As in the current case, the company has a very well-established brand name and customer base, and it can lose it no time because of ineffective human resource management. The company currently follows a contractual model of employee management, which results in high turnover, no training, and the absence of standard operating skills. It has been recommended to change this current policy with a new policy where a comprehensive human development program is introduced. This new program will initiate with creating a healthy work environment, will hire skilled employees to provide them training and development opportunities, will offer competitive salaries and compensation, etc. This way the employees will be more skilled and motivated to hence the work productivity. It will not only sustain the strengths and deal with weaknesses, but it will also have positive social, legal, and political implications. The company will offer employment opportunities to many and will comply with legal guidance for employees ell being. In brief, this new policy will have positive implications both on the internal and external front.
Reflection:
Managing organizational resources to create an output that could bring value to the customer is a long and extensive process. This process needs to be effective and efficient at the same time. Effectiveness ensures that business is actually creating something which is needed or, in other words, creating the right product and services, while efficiency ensures that these products and services are created in the right manner. There are different theories that help in achieving effectiveness and efficiency for the business, and such a theory is scientific management theory. Scientific management theory is mainly for the efficiency of the organization. This theory can be employed for achieving efficiency in the business. For KBR, this theory can be effectively used by choosing the most suitable way for doing every task. As per scientific management theory, if all inputs are gathered and set in a scientific manner, it can reduce the effort and time it goes on in creating the product and services. However, this is possible when the employees are well familiar with their jobs and could present their views on bringing efficiency to work. Unfortunately, the current policy of employee management does not retain for long at their jobs, and because of this reason, it is quite difficult if not possible that the employees will learn that what is the scientific manner of doing their task. If the employees are quickly fired from their jobs once their contract is completed, they can stay at their job and, through effective training, can learn how each job can be done in the most scientific manner and how it can bring efficiency to the job. However, under the new model, employees are given training about their job, and they are also taught the standard operating procedures and this way, scientific management theory can be employed for achieving efficiency in work.
References
Florentine, Sharon. 6 Sure-Fire Ways to Improve Employee Retention. Recruiterbox Blog, 2019, recruiterbox.com/blog/6-sure-fire-ways-to-improve-employee-retention.
Reddy, Chitra, et al. Scientific Management Theory: Advantages and Disadvantages. WiseStep, 28 Nov. 2019, content.wisestep.com/advantage-disadvantage-scientific-management-theory/.
RUBRIC
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EXCELLENT |
Content (worth a maximum of 50% of the total points) |
Zero points: Student failed to submit the final paper. |
20 points out of 50: The essay illustrates poor understanding of the relevant material by failing to address or incorrectly addressing the relevant content; failing to identify or inaccurately explaining/defining key concepts/ideas; ignoring or incorrectly explaining key points/claims and the reasoning behind them; and/or incorrectly or inappropriately using terminology; and elements of the response are lacking. |
30 points out of 50: The essay illustrates a rudimentary understanding of the relevant material by mentioning but not full explaining the relevant content; identifying some of the key concepts/ideas though failing to fully or accurately explain many of them; using terminology, though sometimes inaccurately or inappropriately; and/or incorporating some key claims/points but failing to explain the reasoning behind them or doing so inaccurately. Elements of the required response may also be lacking. |
40 points out of 50: The essay illustrates solid understanding of the relevant material by correctly addressing most of the relevant content; identifying and explaining most of the key concepts/ideas; using correct terminology; explaining the reasoning behind most of the key points/claims; and/or where necessary or useful, substantiating some points with accurate examples. The answer is complete. |
50 points: The essay illustrates exemplary understanding of the relevant material by thoroughly and correctly addressing the relevant content; identifying and explaining all of the key concepts/ideas; using correct terminology explaining the reasoning behind key points/claims and substantiating, as necessary/useful, points with several accurate and illuminating examples. No aspects of the required answer are missing. |
Use of Sources (worth a maximum of 20% of the total points). |
Zero points: Student failed to include citations and/or references. Or the student failed to submit a final paper. |
5 out 20 points: Sources are seldom cited to support statements and/or format of citations are not recognizable as APA 6th Edition format. There are major errors in the formation of the references and citations. And/or there is a major reliance on highly questionable. The Student fails to provide an adequate synthesis of research collected for the paper. |
10 out 20 points: References to scholarly sources are occasionally given; many statements seem unsubstantiated. Frequent errors in APA 6th Edition format, leaving the reader confused about the source of the information. There are significant errors of the formation in the references and citations. And/or there is a significant use of highly questionable sources. |
15 out 20 points: Credible Scholarly sources are used effectively support claims and are, for the most part, clear and fairly represented. APA 6th Edition is used with only a few minor errors. There are minor errors in reference and/or citations. And/or there is some use of questionable sources. |
20 points: Credible scholarly sources are used to give compelling evidence to support claims and are clearly and fairly represented. APA 6th Edition format is used accurately and consistently. The student uses above the maximum required references in the development of the assignment. |
Grammar (worth maximum of 20% of total points) |
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10 points out 20: The paper is often unclear and difficult to follow due to some inappropriate terminology and/or vague language; ideas may be fragmented, wandering and/or repetitive; poor organization; and/or some grammatical, spelling, punctuation errors |
15 points out of 20: The paper is mostly clear as a result of appropriate use of terminology and minimal vagueness; no tangents and no repetition; fairly good organization; almost perfect grammar, spelling, punctuation, and word usage. |
20 points: The paper is clear, concise, and a pleasure to read as a result of appropriate and precise use of terminology; total coherence of thoughts and presentation and logical organization; and the essay is error free. |
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5 points out of 10: Appearance of final paper demonstrates the student’s limited ability to format the paper. There are significant errors in formatting and/or the total omission of major components of an APA 6th edition paper. They can include the omission of the cover page, abstract, and page numbers. Additionally the page has major formatting issues with spacing or paragraph formation. Font size might not conform to size requirements. The student also significantly writes too large or too short of and paper |
7 points out of 10: Research paper presents an above-average use of formatting skills. The paper has slight errors within the paper. This can include small errors or omissions with the cover page, abstract, page number, and headers. There could be also slight formatting issues with the document spacing or the font Additionally the paper might slightly exceed or undershoot the specific number of required written pages for the assignment. |
10 points: Student provides a high-caliber, formatted paper. This includes an APA 6th edition cover page, abstract, page number, headers and is double spaced in 12’ Times Roman Font. Additionally, the paper conforms to the specific number of required written pages and neither goes over or under the specified length of the paper. |
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