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To beat your competition, make good quality your mission

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by

Nadine Amr

on 7 February 2015

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Transcript of To beat your competition, make good quality your mission

Finally
Challenges
By using the guidance of the HRM we can achieve these goals.. But first we shall discuss the HR practices
Man power planning :
Recruitment:
There isn't any

Employee Motivation .

And no

Evaluation
done.

There is bad
Industrial Relations

Which is highlighted in the absence of the Government Regulations due to the presence of Child labor which in completely forbidden in the Egyptian Law.

Also the is no Rewarding system, no Employee Services and no training and development for the employees.

But facing all these problems and having all these challenges we've decided to change and move forward and give the spark and the eagerness for all our workers not only to change but to lead the change itself throughout "
To beat your competition, make good quality your mission.
" That is our new vision that will flourish our mission..
To beat your competition, make good quality your mission.

Made By Team (4)
To compete with other factories in China and Turkey.
Achieve improvements in production costs to remain competitive.
Change cultural effect upon labors.
To keep up with the technological changes.

They are not correctly staffed so it’s costly.
There is no planning staff levels
Over staffing since in the last 5 years the contracts were increasing.
No future forecasting



No selection or recruitment for employees
No job descriptions being done.
There is a large turnover since most of the workers will be head hunted due their dissatisfaction in their places.
No promotions for the employees.
No advertising since there's not enough money.
Lack in training for interviewing.




And also taking advantage of COPS analysis :
Culture ..
Team work and warm environment.
Feedback from the employees.
Responsibility of each employee towards the company by having a share in the company.
Organization..
Have a clear vision.
Effective performance by piece rates.
Back up plans to face changing demands.
Clear job descriptions and supervision.
Direct contact and communication between the managers and workers.
Good advertisement.


Change management


Using Kotter’s theory :
Building HR teams by sending the managers and heads to Turkey and China for training in order to lead the change.
Make a vision throughout the whole journey.
Enable action and overcome all the obstacles that will oppose the change as the people themselves.
Create short term wins by rewarding people on the go on their goals achieved as giving them some of the products they made or discounts from the markets.
Evaluation for the workers to test their work.
Make it stick ..

People

High skills and good understanding of the job through training.
Customer service orientation.
Potential spotted and developed for the future.
System:
Employee (selection and recruitment, promotion, planning, management, information and control) will encourage effective performance among the staff.
Training.
Employee services system.

And we when we mention change we should never forget to mention SWOT analysis:
Strengths:
Man Power
Location
Weaknesses:
Traditional technology
Low skilled labor
Traffic
Low quality
Customs


Opportunities
Investments all over the world
Good working staff
Threats
Resisting the change
Over staffing
High cost

After change management , cops and SWOT analysis..
Change employing system must be taken in consideration. Compensation and benefits ( internal and external influencers )
We must build payroll system.
First we can use the “
piece rate
” until the productivity and quality increase in order not to be costly.

The change won't be there in a glance of an eye, it's tough and requires loyalty and commitment, And it's worthy since it serves the employees and the society even the whole country.
Full transcript