Running head: GAP ANALYSIS: RIORDAN MANUFACTURING
Gap Analysis: Riordan Manufacturing
University of Phoenix
Gap Analysis: Riordan Manufacturing
Riordan Manufacturing has presented several interesting issues that need to be addressed within the current HR system. This will provide an opportunity to discuss how organizations can effectively show their employees that they are valued by providing competitive compensation, benefits and incentive programs, individual performance rewards and recognition systems, creative and flexible job designs, and career development programs that incorporate managerial coaching and peer mentoring. The other opportunity that will be examined is the demographic factor that plays into every organization. As American organizations prepare for 76 million Baby Boomers to retire these management level positions will need to be filled. "Succession planning would likely represent a key component of any good-quality career system" (Dreher, 2001, p. 33). The following will walk through the issues and opportunities, various stakeholders, end-state goals, as well as the gap analysis.
Situation Analysis
Issue and Opportunity Identification
Riordan Manufacturing has several HR issues in various departments at all of their domestic locations. Some of the key concerns that management embroiled in is low employee morale, declining motivation of key engineering, programming and sales positions, poor incentive programs rewarding individual achievements in a team based approach, underpaid departments compared to industry standards, rewards systems severely lacking, promotion selection tainted by politics, non-existent career pathing, and perhaps of greatest concern is the d ...