Question

Six months into the project, the client reviews the progress and issues a stop-work order. The main issues identified during their review: There were different expectations about the complexity of graphics in course development and course materials. There were different opinions about the level of marketing required (marketing a course versus the entire academy, no post-course promos, etc.). There were issues with instructors. There were instances where instructors had rescheduled on multiple occasions or cancelled. There were concerns about the subject matter experts (SMEs). SMEs had been hired outside of the budgeted amount. There were also concerns about the SMEs not providing the level of technical writing expertise required, which resulted in having to hire additional technical writers. DRA PS addressed some of these concerns by removing the videotaping requirement during the analysis phase and removing the repeat courses that were going to be offered during the final contract year. By eliminating videotaping and repeat courses, the remaining courses to be developed and presented were stretched over the rest of the contract (2 ½ years). This means that instead of developing and offering the 15 courses using two teams in a staggered fashion over two years, DRA PS must reduce staff. Currently there are three senior instructional designers, six graphic artists, three document specialists, six technical writers, three subject matter experts, and two editors assigned to the teams. Your subject matter experts are consultants under contract. You don’t want to lose your staff, but you may have no choice but to let some go. 12 © 2008 Society for Human Resource Management. Marcia R. Gibson, Ed.D. Some of the employees resign when they hear the news. Three instructional designers quit and the remaining three are searching for new jobs. All your technical writers have résumés out to potential employers. Your senior graphics lead, a person you count on, has a job offer with another organization. What will you do to maintain a staff to meet the contractual changes and ensure a quality product? What can you do to retain your employees and instill confidence that the program is stable?

Answer the following:

1. What are your primary retention issues? What challenges do the existing recruitment and retention policies and guidelines create?

2. What can be done to retain existing employees? How will you motivate the current team?

3. How will you go about replacing the ones who have left (positions that are still needed)?

4. Create a communication plan to alleviate any further issues regarding retention and recruitment. How will you implement your strategy?

Answer 1

Answer:-

1)

As should be obvious the primary retention issue is a result of negative audits and progress of the task .Stop work request assumes an extremely negative job here and because of this representatives began considering another to be as they might suspect they don't have any future here. The dread of obscure and dread of losing employment isn't letting them get steady here. Because of this the entire venture just as staff is upset.

The principle challenge to finish this task is to retain our abilities staff, fill them with certainty and security and utilize their aptitudes to support associations s well as finishing the venture on time effectively.

2)

To retain the current representatives we need to propel at that point and guide them for accomplishment of undertaking just as their vocation objectives an effective communication process is the most ideal approach to support their confidence and away from questions about the fate of work here. We can show them an effective profession way connected with finish of this extend and furthermore spur for a long haul remain with the association.

3)

To supplant the person who is left we can discover great and abilities workers from the current staff and along these lines we can give them a constructive inspiration about their profession in the association. It will support their resolve and a suspicion that all is well and good and development situated profession will likewise come in the current workers. In the event that we don't meet the necessary aptitudes, at that point we can procure a few workers on contract premise and satisfy the need of abilities staff. We can likewise set up an in house preparing program where we can grow progressively talented representatives in due of time.

4)

We can make an effective communication plan utilizing following focuses

Examination: We need to investigate the level and need of communication and need to discover what sort of communication is required to build up a trust among the staff.

Target definition: We need to obviously show the goal of our communication program and need to distinguish the essential necessities for an effective communication framework

Communication channel: A communication divert must be picked so that it can satisfy our rationale and effectively available to everybody, it very well may be as composed or oral according to the appropriateness of our program

Opportune methodology: it must be on schedule and more than once, we need to convey each time there is a requirement for this.

Assessment: An effective assessment framework can be grown with the goal that we can pass judgment if the thought process of our communication si appropriately satisfied.

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