Running head: THE WIZZYWATS COMPANY

The WizzyWats Company Larry Timm AET/ 550 October 21, 2013 Dr. Charles Crissey

THE WIZZYWATS COMPANY

The WizzyWats Company The WizzyWats Company has a problem with defective components. This problem can be caused from different parts of the companys operations. These problems can be that the workers do not care or are purposefully sabotaging the components or line operation. The problem can also be from defective machinery creating the components. The supervision of the line and or components may also be at fault. The scenario states that the company and consulting company are presently looking at the workers experiencing fatigue so he or she are not pulling the defective parts. The consulting company has already had the company install new comfortable chairs and give the employees more breaks. No one has suggested looking at the training of the employees. Problem Identification When an employee is trained the training organization often overlooks things as employees mental and physical abilities. There are some employees who do not have good eye hand coordination. Others may not grasp what he or she need to do or look for in the product that he or she inspecting. There are those workers do not ask questions because he or she believe it makes him or her look weak. The presenter just thinks the employees know what the presenter is discussing about so the employee agrees with everything the presenter says. When assumptions are made that everyone understands what the trainer is discussing about there can be problems. There needs to be checks and balances done on training techniques. These checks need to include the trainers as well as those workers he or she are training. In this situation with the few facts available it would seem the problem is from the training process. This means that the training process needs to be evaluated for efficiency. The process and methods both need to be evaluated. If there is a problem in either area it could cause similar

THE WIZZYWATS COMPANY

problems. The process is thought of as performance enhancements. Companies want their training departments to become involved in developing the employees talents and knowledge to enhance the companys profit or success. This profit and loss is known as Organizational Effectiveness (OE), and developed from its Human Performance Technology (HPT).From the combination of these fields you can find greater continuity in production and profit. From the field of OE, we witness a growing emphasis on helping the organization fulfill its mission through a blend of sound management, strong governance, and a persistent redirection to achieving results (Stolovitch & Keeps, 2006, "Results-Oriented, p. xvii). This means some of the more historic views of training and how it was performed will need to be changed. Solutions The new thought is to not only to present the employee with information but to also evaluate the training to make sure information was received and interpreted. The employees of WizzyWats will need to have an evaluation performed on their present knowledge of what defects are and why he or she should remove defected parts from the assembly line. Once the employees have been evaluated the results will need to be reviewed for information concerning the component defects. There will need to be interventions developed for the retraining of the employees. Interventions are designed and developed to respond to specific needs, which are gaps between where an organization is and where it seeks to be in the future (Stolovitch & Keeps, 2006, "Results-Oriented, p. 13). A gap analysis will help the organization to do this form of employee improvement. Once the new testing is developed it will need to be evaluated for effectiveness in profit and production. While this process is developed and evaluated contingency plans will need to be created to ensure other avenues can be explored if the retraining does not create a solution to the problem.

THE WIZZYWATS COMPANY

Goal Once the new methods of training and evaluation have been decided on the company will need to train its personnel that will be involved in the retooling and education of its employees. This may need that a new philosophy is introduced to the Human resources department, supervisors, and even administration. There will need to be training for these members of the companys team prior to the retraining of the employees. There may also need to be some new employees hired with this form training. The reasoning for this is trying to introduce a new method of doing things is often tuff enough because of the company culture. New ideas and people may need to be introduced simultaneously to help facilitate and supplement the new training. Human resources will need to be ready for the replacement of new employees do to the fact new ideas are not always accepted or welcome. Some employees may not be able to adapt. Human performance technology is designed to focus on results these results may be beneficial to the company or organization in a positive manner to show profit or growth to the stakeholders (Stolovitch & Keeps, "Results-Oriented, p.13, 2006). Evaluation Whenever new interventions are made in a program the program needs to be continually reevaluated for its content and success. For there to be true success in restructuring training in an organization there needs to be an increase in profit and productivity. This increased profit is desired by stakeholders in the form of increased wages, benefits, dividends, and promotion. In addition to monitoring the efficiency and effectiveness of project-based initiatives, evaluation of progress may further enhance opportunities for change improvements, as it may highlight potential risks and impediments to success (Parker, Verlinden, Nussey, Ford, Pathak, (2013), p. 414). This success is indicated by long-term company growth. The short term company growth is

THE WIZZYWATS COMPANY

often a sign of just a change in idea not a true solution. For the solution to be the right one it must withstand transformation, economic change, and time. Continued reevaluation of the solution and the process used to get there will yield indications about other changes that may need to take place or moving in a completely new direction to solve the problem. Conclusion When a company undergoes change it should not rely on only one solution or direction. A company should have multiple plans or methods to explore so that it does not find itself in the same position as WizzyWats. By limiting its response to a problem it prolonged its recovery or solution. If the company were to continually evaluate its process and method it may have discovered that sooner its direction for retraining was incorrect. WizzyWats should not only have one plan in place but two. WizzyWats still may not have the correct solution. The company needs to look for the underlying cause of its problem. It may be training or it may be another problem such as employee skill, or an improper method of production. The quality control or quality assurance of the raw material may need to be evaluated. Whatever the problem evaluation of technique, material, or method should yield a solution to the problem.

THE WIZZYWATS COMPANY

Reference, Stolovitch, H.D., & Keeps, E. J. (2006). Handbook of Human Performance Technology (3rd Ed.). Retrieved from The University of Phoenix eBook Collection database. Parker, D., Verlinden, A., Nussey, M., Ford, R.D. Pathak (2013). Critical evaluation of project-based performance management: Change intervention integration",. International Journal of Productivity and Performance Management http://www.emeraldinsight.com.ezproxy.apollolibrary.com/journals.htm?articleid=17087430&sh ow=html#sthash.PUB9tpdf.dpuf, 62(4), 407-419. Doi:10.1108/17410401311329634