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Harnish Group Inc
Transcript of Harnish Group Inc
Tractor and Equipment Company Branch
Harnish Group Incorporated-
Employee Retention Analysis and Solution Proposal
Bakken Oil Fields
Experienced a recent expansion
Flood of workers to the area
Having difficulty in building a sustainable infrastructure
Diagnosis of problem
Difficulty attracting employees to the area
Environmental and social factors makes it harder to maintain employees
expensive living costs
Job perception is temporary,
Living permanently in the area is unsustainable
New Rotation Plan
Employees based out of a home location
New employee contract
Housing & Food
Measurement of effectiveness
Competitive pay system
Generous retention bonus
Relocation and moving package
Provides low-priced apartments for employees
Bakken Oil Fields Area
Employs diesel mechanics called technicians.
Machinery sales, parts, and repair services.
Technician Rotation Schedule
Three weeks in Williston, followed by one week on leave.
Housing,traveling, and food allowance
Work 10 hours a day, Mon-Fri
Regular benefits and vacation and medical leave time
Starting Salary $ 30.60
Top Salary $ 37.75
Retention Bonus $5,000.00
Additional After 15 Months $4,000.00
HGI Mobile Homes
1 bedroom $330.00
3 bedroom $1200.00
4 Bedroom $1530.00
1 bedroom $700.00
2 bedroom $1400.00
Need to revisit current rotators
Workers need to be re-integrated into the program
Some employees are not willing to change
Not suitable for everyone
Unstable and fluctuating environment
Monitor equity/inequity of employees' perception carefully
Cost cut from recruiting and training new hires $6,000.00
Cost cut from reimbursement for relocating new hires $10,000.00
Paid Employees' transportation (5 round-trips/year) $7,500.00
Pay increase if participate in Rotation program $3,200.00
Total Company saving
Revising current schedule in six months
Monitor the procession of new process
Measure retention monthly for the first quarter
Understand and participate in new rotation plan
Give feedback to managers
Potentially results in the desired retention rate of 75%.
Improves technician’s work-life balance to ensure a stable lifestyle.
Increase Need for Affiliation
Savings in not hiring new employees and training costs.
Higher productivity, satisfaction, and motivation for expert employees.
Reduce inequity among employees
Motivation theories play a large role in retention problems, which will diminish using the new rotation schedule.
Larissa Bevier, Yakun Wang, Tien Vo, and Nathan Gould
Cost & Benefit Analysis: