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Employee
The first step taken was training their employee through focusing on HR
Management because the CEO (Bruce Woolpert) thought you cant have
employees out telling customers yes unless everyone else in the company
knows how to follow up on yes.
All the trainings and procedures cost the company $1600 on each employee
which is more than 10 times the average for the mining and construction
industries.
The overall participation in the program was 83% but not made mandatory.
White Rock, having won the Malcolm Baldrige Award and one of Fortune
magazines best 100 companies to work for, is aggressively pursuing its
quality initiatives, with the cooperation of its 700 employees.
First initiative was on-the-job training and classroom time for the majority
of the firms employee, this initiative improves both theoretical and
practical knowledge of the employees.
Second initiative was the IPDP (Individual Personal Development Program)
was created to help each employee take responsibility for his or her own
training program.
The first step taken was training their employee through focusing on HR
Management because the CEO (Bruce Woolpert) thought you cant have
employees out telling customers yes unless everyone else in the company
knows how to follow up on yes.
The CEO emphasis from his statement that employees should be able to
deliver what the customer want (actions followed by intention) and all the
employees should be able to carry out their responsibilities to achieve the
final product.
When other employee cant follow up with what have been promised to
the customer there is a huge gap in knowledge and skills which can limit
trust, hinder empowerment and teamwork. This will lastly reduce and
affect the overall quality.