Analysis of TeleSouth Company

Question: Describe about the TeleSouth organization ? Answer: Issues and Consequences Figure 1: Issues (Child development Plan, 2011). As described in the case, TeleSouth organization is working since 2002 in Birmingham. There are various issues and consequences found in the recruitment process of TeleSouth. The first issue that the organization is facing is that the employees of the organization are leaving for various reasons. The other issue is, the organization wants to make their employees feel that they are really special for the organization but in the socialization phase, employees are complaining that the managers are not giving them any value. Most of the time, the managers are busy with their own work. The organization is facing less turnover rate than expected. The turnover rate is rising but not up to the satisfactory level and the risen turnover rate seemed to be beneficial for the temporary employees. SWOT Analysis of the organization is as follows: Strengths Weaknesses 1. The overall performance of the organization is very good In just 10 years of time period organization has shown tremendous growth. 2. Employees of the organization feel special up to the training period. 1. The organization is not showing the expected turnover rates. 2. The employees of the organization are not satisfied with the treatment in the socialization phase. Opportunities Threats 1. Organization has the opportunity to increase the turnover rate by just a little change in the employee structure of the organization. 1. The growth level of the employee is very low. 2. Young employees dont get the chance to travel other places. Figure 2: Getting the root cause of problem (MNC consulting group, 2010). The described issues and causes are really considerable. If the organization fails to consider it, it may face various problems in growth. For getting solution of any issue or problem its necessary to find its cause. After analysing the given situation, the main reason behind the leaving of employees is their desire of advancement in career. Their career advancement doesnt actually mean rise in salary or annual package but it actually denotes rise in position of the employees. Employees are not satisfied with their job role. The fact is that, TeleSouth doesnt provide the travelling opportunities to their employees but while analysing the trend in youngsters it is seen that they experience the new places and cities. They expect that their job will be such that they will get various opportunities to travel to new places. The other reasons for leaving the job is dissatisfaction with the salary, family problems and dismissal by the company due to bad performance or bad behaviour in the organization. Alternatives and Chosen solution Figure 3: Steps in Rational approach to decision making (Slide Share, 2011). Solution Pros Cons Rearranging the structure of organization. Here rearranging actually means with the rearrangement of job roles and position in the organization Rearranging the structure will provide the more chances of promotion in terms of position in the organization which will create the enthusiasm in the employees towards their job. The level of the job roles and position also make the task interesting and secure as one task has to pass from various levels. Rearranging of the organization structure will create various complications. Initially it may be very tough for employees to understand this structure. If the structure will not be implemented successfully will lead to degradation in the quality of work and may destroy the reputation of the organization. Providing travelling opportunities to young employees. As young people are more enthusiastic and energetic they can handle the task more efficiently and effectively. The young employees if get the chance of travelling their interest in the organization will also get enhanced. Young employees obviously have the less experience they may harm the purpose of travelling. As described above, it is necessary to consider the issues and their consequences. The cause of the issues and consequences have been found previously but finding only the causes is not enough for the organization (Kotler, 2010). It is necessary to find the solution of those issues. Implementation Plan Just finding the reason and solution will not solve the problem its necessary to implement those solutions and suggestions in reality. Without proper implementation those solutions with proper strategy it is impossible to solve those problems. Thus, it is very important to create an implementation plan for the suggestions. The implementation plan for the organization is as follows. Action Time Period Who will manage The first action will be the proper training of employees for understanding the culture, trend and environment of the organization as this will help the employees understand their role and value of their performance in the organization. 1 month Training and HR managers The structure of the organization should be changed. Structure actually means the employee structure of the organization. The promotion level in the organization should be increased so that the employees can get the chance of change and performance in the organisation (Forbes, 2013). 2 months Business Analyst and HR managers The organization should provide a special training for the travel work to their young employees and also evaluate their performance in training to provide them the opportunity of travelling for the organization. 1 month HR managers and travel organizers Evaluation The evaluation matrix of the plan is as follows: Plan Success Rate Employee training for Environment and culture of organization 90% Changing structure of organization 78% Providing opportunity for travelling to youngsters 89% Increasing job roles 85% After implementing the plans, evaluation of the implemented plan is also important. Evaluation actually provides the rough idea about the success of plan. According to the above discussion, it can be clearly said that if the above plan will be implemented properly, it will surely be successful and will show good results. References MNC Consulting group (2010). Getting root cause of problem [online]. Retrieved From: https://mncconsultinggroup.com/free-resources/white-papers/1837-2/ Slideshare (2012). Alternetive and Chosen solutions [online]. Retrieve From: https://www.slideshare.net/muditcool/ch12-5767233 Kotler, Phillip (2010). Marketing management 10th ed. London, Pearson Publishing House Child Development Info (2011). Issues [online] Retrieved From: https://www.childdevelopmentinfo.com Forbes (2013). Seven management practises that can improve employees Retrieved From https://www.forbes.com/sites/victorlipman/2013/06/17/7-management-practices-that-can-improve-employee-productivity/