HR Case Study

Saint Louis University School of Engineering and Architecture Department of Industrial Engineering

Case Study On-the-Job Training at Buenaobra’s Machine Shop

Submitted By: Gatchalian, Michael Angelo

Submitted To: Engr. Ma. Corazon Ocampo, MSME

Date Due:November 3, 2016

Date Submitted: November 3, 2016

I.

Background of Case Buenaobra’s machine shop emloys about 300 people. During the summer months,production volume significantly increases and the company needs to hire about 40new employees to handle the heavy workload. Most of these new employees arecollege and high school student who are on summer vacation. II.

Statement of the Problem The company frequently hires employees who are college and high school student who are on summer vacation to handle the heavy workload when the production volume significantly increases. Though this is recurrent, the company still doesn’t have a system for orientation and on-the-job training for newly hired employees making the company experience a rash of injuries to its employees. III.

Presentation of Facts All newly hired employees are asked to fill up the company’s application form theninstructed to go directly to the manufacturing site ready to start on their first day ofwork. They receive no orientation. The workers are shown to a working station andafter a minimum amount of on-the-job training, they are expected to start performingthe job. Most of the jobs are quite simple and hence, training is completed within 5 to10 minutes. The company has had excellent experience with the students over the years. Much ofthe success can be attributed to the older workers coming to the aid of the newemployees when troubles or difficulties arise. One summer, the company experienced a rash of injuries to its employees. Althoughmost of the injuries were minor, the company felt it imperative to conduct a series ofshort training programs on safe material- handling techniques. The company was at aloss as to who should conduct the training.Out of desperation, the president asked Jonathan Andres, one of the first linesupervisors to conduct the training. Jonathan had recently attended a trainingprogram on safety and was aca IV. Presentation of alternative Solution In order to come up with a properly planned and systematic training program, the supervisor should: a.

List learning styles and needs of his target population, which in this case are the newly hired employees who are college and high school students.

b.

Incorporate training buddies who are a seasoned staff who are assigned for segments of an on-the-job Training Day to a new worker. The role of the training buddy will be to teach and guide the new employee, set as a model to the new employee, oversee and ensure that the new employee is doing the job properly following the company’s safety protocol, and to communicate and to provide a realistic picture of what the new employee should do to accomplish the job correctly.

c.

V.

Select practical strategies for On the Job Training that must be creative to keep the interest of the new employees, and that will only consume the available resources of the company

Evaluation of Alternative Solution a. This alternative could be advantageous in a way that the company could ensure that the new employees will really learn from their training because their learning styles were considered but on the other hand, this alternative may be too vague and needs to be more specific. b. The advantage of this alternative is that it strengthens relationships between the old and the new employee and promotes cooperation, communication and collaboration. But on the other hand, their will be a tendency for the supervisor to assign the wrong training buddy who is not fit for that specific field and who will excel better in another field assigned to another old employee. c. Advantage to this alternative is that it is economical but on the other hand, this will make the program very limited.

VI.

Conclusion and Recommendation In conclusion, since the alternatives can work good together when combined, the management should List learning styles and needs of his target population, which in this case are the newly hired employees who are college and high school students incorporating training buddies who are a seasoned staff who are assigned for segments of an on-the-job Training Day to a new worker. The role of the training buddy will be to teach and guide the new employee, set as a model to the new employee, oversee and ensure that the new employee is doing the job properly following the company’s safety protocol, and to communicate and to provide a realistic picture of what the new employee should do to accomplish the job correctly considering the selection practical strategies for On the Job Training that must be creative to keep the interest of the new employees, and that will only consume the available resources of the company. VII. Answers to Questions Help the company president solve the problem by following the steps below: 1. State the main problem of Buenaobra’s Machine Shop The company still doesn’t have a system for orientation and on-the-job training for newly hired employees though they are frequently hiring high school and college students on vacation during peak seasons causing rash of injuries to its employees due to lack of orientation. 2. State the different areas of consideration following the guide below:

Strengths of the Company The company has had excellent experience with the students over the years. Much ofthe success can be attributed to the older workers coming to the aid of the newemployees when troubles or difficulties arise Weaknesses of the Company All newly hired employees receive no orientation. The company’s training for new employees is completed within 5 to10 minutes only. Opportunities The old employees have certain skills in certain aspects of the company that can be used during training and orientation of the newly hired employees. Threats The company may bring more injuries to their employees that may get out of control and that may cost them more if the company will not come up with a properly planned training program for their newly hired employees. 3. Give your proposed solutions / alternative courses of action or ACA to help the company president overcome the problem. Don’t forget to state the advantage and disadvantages of each solution. a. List learning styles and needs of his target population, which in this case are the newly hired employees who are college and high school students. This alternative could be advantageous in a way that the company could ensure that the new employees will really learn from their training because their learning styles were considered but on the other hand, this alternative may be too vague and needs to be more specific. b. Incorporate training buddies who are a seasoned staff who are assigned for segments of an on-the-job Training Day to a new worker. The role of the training buddy will be to teach and guide the new employee, set as a model to the new employee, oversee and ensure that the new employee is doing the job properly following the company’s safety protocol, and to communicate and to provide a realistic picture of what the new employee should do to accomplish the job correctly. The advantage of this alternative is that it strengthens relationships between the old and the new employee and promotes cooperation, communication and collaboration. But on the other hand, their will be a tendency for the supervisor to assign the wrong training buddy who is not fit for that specific field and who will excel better in another field assigned to another old employee.

c. Select practical strategies for On the Job Training that must be creative to keep the interest of the new employees, and that will only consume the available resources of the company Advantage to this alternative is that it is economical but on the other hand, this will make the program very limited. 4. State your recommendation based on your ACA. Since the alternatives can work good together when combined, the management should List learning styles and needs of his target population, which in this case are the newly hired employees who are college and high school students incorporating training buddies who are a seasoned staff who are assigned for segments of an on-the-job Training Day to a new worker. The role of the training buddy will be to teach and guide the new employee, set as a model to the new employee, oversee and ensure that the new employee is doing the job properly following the company’s safety protocol, and to communicate and to provide a realistic picture of what the new employee should do to accomplish the job correctly considering the selection practical strategies for On the Job Training that must be creative to keep the interest of the new employees, and that will only consume the available resources of the company. 5. Provide a conclusion or detailed action plan to implement your recommendation using the guide below: Specific Activity

Person Responsible List learning styles HR manager and needs of his target population Selection of First line training buddies supervisors Preparation of HR manager training schedule

Time Frame 1 month

Budgetary Requirement n/a

1 week

n/a

2 weeks

n/a