Motivation - What motivates us at work?

The main goal of this project is to identify insights into why our employees’ performance seems to be dropping off with tenure. At present, we are seeing employees with about 1 year of experience achieving at twice the level of employees with over 5 years’ experience. We hope your students can help us bring up our overall average performance by determining why and/or how this is happening. We estimate its possible to increase average performance by nearly 50%, but to get there we need insights about what changes we need to make.

Turning our C players into A players.

The main goal of this project is to identify insights into why our employees’ performance seems to be dropping off with tenure. At present, we are seeing employees with about 1 year of experience achieving at twice the level of employees with over 5 years’ experience. We hope your students can help us bring up our overall average performance by determining why and/or how this is happening. We estimate its possible to increase average performance by nearly 50%, but to get there we need insights about what changes we need to make.

Defining Systems

We have grown quickly and a lot of the processes that our implementers are using aren’t documented and have never been evaluated. We want to record how our best people are getting stuff done and make sure that there isn’t an even better way to get the job done. We would like students to help us define our systems so that we can efficiently focus your efforts and effectively scale. We hope students will need to do the following: Research best practices in our industry. Interview high-performing personnel. Define and document systems in the departments. Make recommendations to improve on current practices based on industry standard.

Human resources values-based decision making

As a result of the pandemic, our company is facing a dilemma. The two options that we are considering because of a decrease in revenue are: A: Do we push our employees to work harder, increasing their output by 10%. B: Do we cut our payroll by 10%, leading to layoffs. In option A, we would ultimately have to compromise compliance to keep jobs (pushing people to work more, but to get the extra 10% would potentially mean more mistakes). In option B, we would need to get comfortable with the fact that lower revenue with lower expenses is okay (payroll is our largest expense). We need guidance to make a hard decision for either option A or B. Since our goal is to be the most compliant firm in the network, we cannot afford to push people harder and potentially have more mistakes. At the same time, we cannot afford to keep the same number of staff if output does not increase by 10%.

New Hiring Manual

Through this project, students can expect to work with our HR specialist to create a hiring plan and hiring tool kit. The final goal will be turn our hiring practices from hit and miss to directed and consistent. This tool kit should give our executive staff the tools they need to interview successful candidates and build a better team.

What do Millennials want?

We attract and hire mostly young people. Unfortunately, they tend to move onto other jobs after a relatively short period of time. Our managers, therefore, spend a lot of time training new staff. We would like to remain competitive by creating an environment that is progressive and fun for people (employees) who want to work hard and contribute to the health of the organization. Through this project, we would like to explore some of the more progressive approaches to work (e.g., unlimited vacation, working from anywhere, no set hours, team events, bringing a trainer or yoga teacher to the office, etc.) The Moore Law Group would like you to look at research and other organizations to identify best practices in addressing the needs of millennials in the workplace, make recommendations that are realistic for our company, and provide us with a 1-2 year implementation plan.

CAL POLY - Training Analysis

We are going through a period of change. We had many employees who were here for many, many years. We are now losing those people as they have either outgrown the organization or the organization has outgrown them. At the moment, we are always hiring in crisis mode "just get me a warm body". Any one can go on the internet and rehearse interview questions. I would like to create an interview training module for our managers and supervisors and an interview questionnaire that is industry specific plus I would like to develop tests that we can conduct as part of the interview process. A comprehensive plan for hiring people who are a good fit for this industry, who will stay for a year or more, are happy here, will help boost morale and bring a positive energy to our teams. Added Skills: Human Resources, business writing and an understanding of LMS and new technologies. The Moore Law Group is growing in California and expanding regionally. We are in a phase of poor employee retention. We do not have a good hr selection program in place so the candidate would a) be starting with a blank canvas and b) could have a huge impact on the future of our firm. Sample visual report of the newly designed training deliverable Video presentation that gives better insights to the reasons behind the changes