Factors that lead to the low productivity of SMEs

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Globally, SMEs play a crucial role in national economies by providing jobs and services with added value and by contributing to overall innovation. In Malaysia, small and medium-sized enterprises (SMEs) constitute 98.5% of all businesses. SMBs generate employment possibilities throughout industries and the nation, employing all parts of the labor market, including low-skilled employees. Despite accounting for a significant portion of worldwide employment (48.4 percent of total employment), SMEs continue to encounter significant obstacles when it comes to the quality of their workforce in terms of achieving the intended output of their organizations. (Source: DOSM’s Small and Medium Enterprise (SME) Performance 2019).

 

Assuming that you are the Human Resource Manager of a SME, you are needed to address the factors that lead to the low productivity of SMEs and the initiatives that can help these SME’s increase their productivity from a learning and development standpoint. Comment on how SMEs in Malaysia may cultivate and retain qualified person

Efficacy of the organization’s workforce

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Imagine you are a consultant hired to develop an assessment plan to determine the efficacy of the organization’s workforce.

 

  • Introduction. Start with a hook, establish a theme, state objectives, and explain the approach.
  • Opportunity. Explain the opportunity you see in applying motivation theory to improve the talent management cycle at your workplace.
  • Theories. Define and analyze the following motivational theories. Compare the pros and cons of each for motivating employee performance in your workplace.
  • Needs Theory
  • Expectancy Theory
  • Attribution Theory
  • Goal-Setting Theory
  • Recommendations. Select 2 theories that you recommend for improving employee performance. Justify your selection.
  • Application. Explain how you will apply each of the 2 selected theories for the following employee programs:
  • Training and Development
  • Leadership Development
  • Compensation
  • Performance Management
  • Assessment. Explain the strategic assessment process managers will implement to assess employee performance. Include the following:
  • Alignment with organizational goals
  • Performance standards and measurements
  • Methods for communicating and reinforcing performance standards
  • Manager’s expectations for coaching, reinforcing, and realigning employees with expectations
  • Conclusion. Summarize key points like the closing argument in a legal case and leave the audience with a final thought or challenge.
  • References. Support your recommendations with research from at least 2 peer-reviewed sources, including the course text and library readings.

 

Impact the work environment. 

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Briefly discuss how attendance can positively and negatively impact the work environment.

Briefly discuss how attitude can positively and negatively impact the work environment.

Briefly discuss how representing your employer can positively and negatively impact the work environment.

Briefly discuss how enthusiasm can positively and negatively impact the work environment.

Briefly discuss how policy compliance can positively and negatively impact the work environment

Briefly discuss how punctuality can positively and negatively impact the work environment.

Briefly discuss how policy compliance can positively and negatively impact the work environment

 

 

 

 

 

 

A system for WHS record keeping

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Apply record keeping

Use a system for WHS record keeping (e.g. cloud-based filing of WHS documents). In your system, include:

  • Filing system for WHS documentation (e.g. screen shot of cloud-based filing of WHS documents)
  • Record of all WHS decisions including why the decision was made in this assessment (e.g. electronic MS Excel WHS decision register recording all WHS decisions made during this course).

Attach proof of your WHS record keeping to your portfolio (e.g. screen shot of cloud-based filing system, completed WHS decision register).

Local social issues at an upcoming community meeting

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You have been nominated as a candidate for a leadership position on your city’s council. The selection committee has asked you to present your thoughts on local social issues at an upcoming community meeting. They have provided a list of social challenges and have asked candidates to talk about their perspectives.

To prepare to talk with the council, take the following steps:

  1. Select 1 sociological theory that best reflects your view on the social issues listed. You will use this theory as you discuss the social issues in your community.
  2. Select 2 topics below:
  3. 1 social problem related to health or education in your community
  4. 1 social problem related to crime and social justice in your community
  5. 1 social problem associated with a type of inequality in your community: economic, age, race/ethnicity, gender, or sexual inequality

 

For each topic you select, do the following:

  • Identify the topic you selected and summarize why it represents a social problem in your community.
  • Identify the sociological theory you selected and discuss how you would apply that theory to a proposed solution for each problem.

current trends in the marketing area

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You have had qualified applicants for the position of marketing manager. Through a careful selection process, you have narrowed it down to 2 candidates. One candidate is a non-white male, about 55 years ago, and has 20 years marketing experience. The other candidate is a white female, approximately 32 years ago and just finished a marketing program at a very reputable university. She has some experience ( less than 5 years) but the courses she has taken are current and she has shown, through the interview process, she knows a lot about current trends in the marketing area. Which candidate would you choose for the position and why?

An employment equity program

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A large metropolitan hospital in Ontario recently developed an employment equity program. Under the program, the hospital agreed to promote two women into supervisory ranks for each man promoted. This practice was to continue until 40 to 45 percent of all supervisory jobs in the hospital were held by women. The need for the first supervisory promotion occurred in the medical records department. The manager of medical records was one of the few female managers in the hospital. Nevertheless, she argued that Roy Biggs should become a medical records supervisor, as he was best qualified. Roy had two years of medical school and was a graduate of a medical records program at the local community college. The assistant director of hospital operations agreed that Roy should get the promotion. The equal employment compliance specialist in the human resource department argued that Kate VanDam should get the promotion, because of the employment equity program and because she had more seniority and experience in the department than Roy. The records manager, the assistant administrator, and the compliance specialist decided that the human resource manager should make the final decision. a. What are the implications for the equity program if Roy gets the job? What are the implications for the employees presently taking job-related courses if Kate gets the promotion? b. What decision would you make if you were the human resource manager?

Decision-making style

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he McGregor Company has been in business for more than 20 years. It is a Fortune 500 company that puts most of its investments in overseas markets. Over the past two months, the company has lost more than 250,000 shares of stock due to these investments. The president of the company met with the department directors to explain a plan to reduce further loss. He has determined that a restructuring of the company is vital to offset any further loss in stock. The reorganization will be taking place over the next two weeks.

The supervisor in your department met with all employees to explain the president’s decision to undergo major restructuring, reorganization, and the layoff of 500 employees to recapture the money lost through overseas investments. You and several of your coworkers feel that these changes cause undue anxiety because they were not sufficiently communicated to the workforce by leadership so as to allow employees time to find a new job.

-Explain the current means of communication and improvements you feel need improving.
-Outline some of the barriers that exist between employees that have created unethical issues in the decision-making process.
-Discuss risks that may have contributed to unethical decisions in your department.
–Describe the decision-making style of the supervisor.
-Explain how the decision-making style of the supervisor impacted how the employees felt and caused their anxiety.
-Apply the ethical principles, policies, and responsibilities of individuals in your department to improve communication.

Promote your employability to future employers

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Reflect on how you can use your Professional Digital Profile and Pitch to promote your employability to future employers.

Things that must inform your reflection and discussion:

Human Resource Manager.

What is the professional image you want and/or need to convey to others?

Is there an expected standard or ‘type’ within your field and if so, how might this influence you?

What are the values you want others to understand about you and the work you do or hope to do in the future?

Are there things you would not do; clients or partnerships you would not take on; for reasons of values, ethics or business practices? Could this be problematic? How might you address this?

What elements of a professional network do you already have?

What elements of a professional network will be beneficial for you to develop and how can you go about doing this?

What can you offer to others in your professional network?
How can you use your Professional Digital Profile and Pitch to promote your employability to future employers?

Interventions to overcome the resistance of changes of the employees

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A retail store was facing resistance to change from their employees especially senior employees. The reasons of resistance are as below:

1. Most of the employees in the management are pioneers who have been working there for a long period even some are since the company were opened . Almost a sample of them are used to old ways of work habits. Having said that, Metrojaya is a larger scale organization hence it takes a lot of effort and time sacrifice from all employee’s level to move into technological change in terms of new software in place or new working norms. For example, due to pandemic everyone has to quickly make an action plan to work out in new norm to help the business to stay afloat.

2. employees resist to change because it will rise the conflict of own job role, goals and interests between pioneers and entry levels employees if there is new change program is conducted for the organization. For instance, if there is new change is about to happen there will be a need in productivity increase, new product innovation and cost minimization. Thus, the organization will compress their employees from achieving their goals in order to achieve the firm’s survival rate stability. Apart from that, change will insist people to have possibilities of more workloads as well as change in job descriptions. Due to that change, the pioneers will have difficulty in adapting into the new job role or added on tasks.

3. The senior employees in the company felt that their job position and job security is threatened.

4. Afraid of losing job control and autonomy.

From the case study above, what interventions can be done to overcome the resistance of changes of the employees besides training and development, work hour flexibility and constructive feedback system.