Purest medical scenario edited

Purest Medical scenario.
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Introduction.
The performance at the Purest Company has gone down in the last two years, a scenario
that is very likely to happen in any other company in the world. The slipping of the performance
at Purest Medical has come as a result of the prolonged illness of Dr. Nathan Dooley, the founder
of the company. In response to bringing back the company into its shape, Ms. Smiley was hired
by the board, and the sales increased by 2-4%, which is still below the average of the industry.
The manufacturing waste of the company has also lagged behind the company’s average (Sal &
Raja, 2016). Additionally, the inventory levels of raw materials are very high, and the finished
products are pushing the company too much capital to tie up. The employees of Purest Medical
are experiencing climbing job stress levels, according to the recent survey that was done before
Ms. Smiley was hired into the company. This paper seeks to lay down a training program
strategy that will help improve the company’s performance in all the departments. The paper will
also provide a plan of how the company should change its accountability and ownership strategy
in this changing world to improve employees’ productivity and customer satisfaction.
Table of contents.
Contents
Introduction. ………………………………………………………………………………………………………………………………. 2
Assumptions……………………………………………………………………………………………………………………………….. 3
Strategic approach. ……………………………………………………………………………………………………………………… 3
Recommendations. ……………………………………………………………………………………………………………………… 4
Evaluation and measurement. ………………………………………………………………………………………………………. 4
References. ………………………………………………………………………………………………………………………………… 5
Assumptions.
The company’s performance does not entirely depend on the founders of the company.
The assumption that founders alone can run a company can lead to the company’s low
performance. Purest Medical started slipping two years after the founder, Dr. Nathan, had
prolonged ill-health. Therefore, the company needs the expertise of management for it to achieve
its goals and objective. The manufacturing waste of the company is lagging because of
overproduction, where the company is producing more than it is selling (Tamas, Illes & Dobos,
2016). Over-processing of the company’s products involves excess labour, parts and raw
materials used in the production process.
Strategic approach.
The strategic approach towards the issues in the Purest Medical Company will start by
identifying and clarifying the organization’s learning foundation. This involves stating the
learning culture of the organization. The definition of leaders’ roles is the value they should bring
to the company. Highlight why the talent development in the organization is needed for each of
its employees (Kucherov & Zavyalova, 2012). An understanding of the organization’s learning
culture is essential for the organization. This includes the company’s competitive advantage, the
focus of employees on career development, communicating with employees on the importance of
being responsible, and redesigning an effective performance management system of the
organization, among others. The creation of the learning culture of the organization may take
time, but there is a need to regularly update each employee’s IDPs, provide non-financial rewards
to its employees and recognition for employee learning. The pursuit of high performance of the
company starts with employees understanding the company’s culture, the strength and
weaknesses of the culture or its inconsistency and the best strategy to align to the organization’s
culture.
Recommendations.
Amanda, together with her management team, needs to communicate the company’s
values to its employees. They need to create a clear metric of each employee’s job performance
and have a one-on-one meeting with them. Amanda and her team should also have the right
mindset toward the company objectives and goals, and they need to be role models to other
employees. They should collect a 360 feedback from every employee in the company on its
performance. The company should also use customer experience to reward the employees,
motivating others to work harder. The company should hire the right people for its management
and leadership.
Evaluation and measurement.
A company’s performance can be evaluated and measured by checking the customer’s
satisfaction because unsatisfied customers cannot come again. This can be done through reviews,
surveys, and even asking questions. The company’s performance can also be evaluated by
assessing its expectations and examining whether it has met its expectations (Suchanek, Richter
& Kralova, 2015). Conducting a performance review to see how each employee is perming is
another measure and evaluation of the company’s performance. Another evaluation and
measurement of the company’s performance, among others, is checking the average of customers
that you get over some time to avoid lagging of manufacturing waste.
References.
Kucherov, D., & Zavyalova, E. (2012). HRD practices and talent management in the companies
with the employer brand. European Journal of Training and Development.
Sal, A., & Raja, M. (2016). The impact of training and development on employee performance
and productivity. International Journal of Management Sciences and Business
Research, 5(7).
Suchánek, P., Richter, J., & Králová, M. (2015). Customer satisfaction, product quality and
performance of companies. Review of economic perspectives, 14(4), 329-344.
Tamás, P., Illés, B., & Dobos, P. (2016, November). Waste reduction possibilities for
manufacturing systems in the industry 4.0. IOP Conference Series: Materials Science
and Engineering (Vol. 161, No. 1, p. 012074). IOP Publishing.
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