Utiliscan Case Analysis

Utiliscan Case Analysis

Abstract

Utiliscan, a small company with 240 employees that makes software for utility companies is facing issues that will affect the future growth of the company.  Paul, the HR director is tasked with providing solutions to problems such as training, retention, safety, and compensation.  Human resources (HR) such as these routinely affect companies such as Utiliscan, which lead to disastrous results.   Paul will need to provide solutions that increase employee performance and motivation in order to achieve the future growth of Utiliscan.  Using limited funding and a plethora of information, Paul will develop a plan of action that is not only cost effective but also easily accessible for rapid implementation.  

        Keywords: Utiliscan, solutions, survey

Utiliscan Case Analysis

        During Paul’s tenure at Utiliscan, there was an assortment of issues similar to what he faces now at Plastec.  Due to the company’s small size, Utiliscan was having a difficult time financing a solution to the issues the company encountered.  In order to stay competitive, the Utiliscan would have needed find the means to improve employee performance and morale.  Paul took the initial step for Utiliscan by identifying areas of satisfaction and concern for the employees of Utiliscan through multiple surveys.  The survey outlined key issues such as concern for safety, poor incentives and benefits, lack of upward progression, and lack training/education to improve employee skill sets.  Since the majority of the issues have been identified, Paul and Utiliscan will need to assess, evaluated and adjust key areas within the company that will make it more effective and efficient.  

Analysis

        One of the most important elements to any organization is the overall safety of the employees and equipment.  A large amount (45%) of employees have experienced unsafe working conditions while employed at Utiliscan.  Utiliscan needs to address the issues and provide a safe working environment for all employees to utilize.  First, Utiliscan will need to evaluate the environment and ensure it is within Occupation and Health Safety Organization (OSHA) compliance standards.  The OSHA webpage “provides links to numerous OSHA resources and information designed specifically for small business employers, including safety and health tools and publications, easy-to-follow guides for specific OSHA standards, and descriptions of benefits that small businesses receive from OSHA” (OSHA, n.d).  Next, Utiliscan will need to identify and train individuals on safety standards to enforce current and future safety standards.  Finally, Utiliscan can request or hire safety consultants to visit and evaluate production facilities.  Upon completion of the evaluations, Utiliscan will need to provide a strategic plan that identify, correct, and comply with unsafe production practices.  Utiliscan will need to conduct daily and weekly monthly meetings to track overall progress.  Once the organization is within adequate safety standards, Utiliscan can move safety meetings to a monthly or quarterly schedule.   Employees that are injured on the job will lead to additional cost for compensation if injured and will affect credibility and overall recruitment.    

        Results from the survey revealed that 78% of employees were satisfied with his or her working conditions and enjoyed his or her freedom and flexibility to perform jobs without strict supervision.  “Often, more flexibility leads to higher employee job satisfaction, reduced turnover and other long-term benefits. In many cases, flexibility can be used as a strategic business tool to maintain a productive workforce” (Kossek and Michel, 2011).  This is a key statistic that articulates employees are motivated to perform and responsible enough to conduct his or her task with very little supervision.  Supervisors will need to continue to manage and supervise the employees of Utiliscan in order to develop a basic skill level that will result in minimal micromanagement.  To build confidence, training and proper supervision is key to employees avoiding the feeling that management is constantly micromanaging to ensure task are completed.  Further questioning or detail may be needed to assist the 22% of employees that have a different opinion.  Paul will need to ensure that the organizational structure supports the company’s overall goals.  Next, a review of position and job description is needed to ensure employees know and understand what is expected from an organizational point of view to improve performance.  Providing clarity and understanding is key to inspiring performance and satisfaction in the workplace.