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The framed hypothesis: Ford Motors

Hypothesis 1- If Ford Motors Company can effectively make the placement of the elderly employees in various departments (like training, recruitment, and accounts), then it would be a benefit for the company.

Hypothesis 2- If Ford Motors will create flat organizational structure within its tall organizational structure, then the employees at different level can be given the autonomy of their job.

Hypothesis 3- If Ford Motors will focus on differentiating itself successfully from its competitors, both in terms of quality and price, then it can achieve competitive advantage. 

Point 1

Identify at least three stakeholders (for each hypothesis) who would need to be engaged if your hypothesis statements where to move forward as a Workforce analytics project

Hypothesis 1

National government - It plays a critical role in creating supportive environment with reference to elderly-employee management practice at Ford Motors. It holds the power to reverse existing policies which favours early retirement. Further, the national Government can even finance incentives for retention of the older workers, thereby it can support in transforming age-workforce into age-friendly workforce.

Internal policy makers (Board members) - The Internal officials can act as age awareness promoter and supports the age management initiatives. It can implement active aging policies in all Departments of Ford, such as, training, accounting and HR department, which in turn can facilitate provision to use elderly employee’s experience for achieving organisational objectives (Du Plessis et al, 2016).

Senior management – Management official, especially the HR middle manager of can act as the organizational representative to facilitate the integration of the older employees. They are the one to effectively implement age-management initiatives and promotes its diversity within all departmental level at Ford Motors.

Hypothesis 2

CEO – Chief office at Ford motors holds the right to redesign and change the company's organizational structure. His decision is considered final for implementing flat organizational structure in tall organizational structure. However, for the decision-making purpose, there will be involved perspectives and opinion from other stakeholders.

Managers - The role of managers from each department have the central responsibilities of designing organizational structure which includes planning, directing, responsibility assignment, delegation, staffing, monitoring, and controlling the employees.

Human Resource (HR) - The HR department of Ford motors helps in structural diagnosis of the existing organizational structure (tall) and provide wide range of design option for the proposed organizational structure (flat).

Hypothesis 3

Customers - Customers are the top priority stakeholders at Ford Motors as their major interests includes best quality products and service (Ramdhani et al, 2017, p. 20).  In order to satisfy this stakeholder Ford introduced i) Ford smart Mobility, ii) product innovation (fuel economy), iii) Ford driving skills program; which are key marker for initiating differentiation.

Employees - Considered employees at its second priority level and they are mostly interested in career development, opportunities, and high wages.  With intention to sustain in the competitive market Ford introduced, differentiating top performing employee via, i) sustainable workforce, ii) global Leadership program, and iii) product online training.

Investors - The investors of Ford motors are interested especially in business stability and maximum profit which is achieved through the popular program - “One Ford plan”. The One Ford plan minimizes cost and maximizes global profit of the company, that can support the objective to achieve competitive advantage in market.

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Point 2

For each of the two hypothesis statements you created in Assignment 1, determine the types of data required to test your hypothesis (i.e. turnover rates, employee age, etc.) and the potential sources (internal and external, as applicable) of this data.

Hypothesis 1

This hypothesis aims at placing the elderly workers at departments like training recruitment and accounts instead of doing any hard physical tasks. This strategy not only helps in engaging the old employees of Ford motors but help the young employees to gain knowledge and experience from them (Burmeister & Deller, 2016, p.90).

The data required to determine the success of this hypothesis includes: i)  job satisfaction of old employees and ii) productivity rate of younger employees. These data can be evaluated from the internal sources like, overall job satisfaction survey and overall production rate of automobiles with reference to innovation and superior quality in project outcomes. 

Hypothesis 2

The prime reason of including flat organizational structure within tall organizational structure of Ford Motors is to provide autonomy and freedom to each employees. The success rate of this hypothesis is highly dependent on: i) employee turnover rate, ii) employee satisfaction rate, iii) improved production rate (both quality and quantity).

According to statistics, the number of Ford Motors employees decreased from 202,000 (2017) to 199,000 (2018), which is an evidence of employee dissatisfaction and turnover (Enkhbayar et al, 2018). Thus, in order to measure Employee satisfaction rate, Ford Motor’s manager needs to conduct i) Job satisfaction surveys, ii) job satisfaction index, iii) job satisfaction related to expectations, iv) job satisfaction questionnaire

Hypothesis 3

This hypothesis focus on differentiation of Ford’s product and service, both in terms of quality and price in comparison to the top competitors of automobile industry, like Fiat, Toyota, Honda Motors, General Motors (GM), Nissan, and Chevrolet. In order to examine and test the success of this hypothesis the data required are: i) sales ii) profitability rate, iii) customer count, iii) customer lifetime value (CLV), iv) Baseline sales, v) Net Present Value, vi) Gross margin, vii) customer loyalty and likeability (Ahi et al, 2015, p. 365). With the increase in value of these data over a period of time through the implementation of mentioned hypothesis, indicates its success.

Ford Motors can also determine the tangible assets (monetary) of its company through internal sources like i) products sales number, ii) financial trends, and iii) online questionnaires. However, the customer loyalty rate can be determined from the external source such as personal or professional conversation with customers

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Point 3

Assuming you don't have existing data analytics Talent already in HR not the ability to go out and hire a team, considered in Chapter 13 and make a recommendation as to the best approach to text should a project go forward support your choice with relevant arguments?

In the case of unavailability of data analytics Talent within the HR department, there are number of options for finding the required skill and expert partners from both inside as well as outside of Ford motors (Guenole et al, 2017, p. 190). According to the hypothesis 1, the elder employees can be placed in account, recruitment, tand raining department of Ford Motors. According to Burmeister & Deller (2016, p.90) most of these old employees hold years of experience as well as workforce analytics skill. Partnering of Ford’s analytics team with the old employees can help in availing a unique advantage and overcoming the crisis.

With reference to the hypothesis 2, Ford Motors can undergoes flat organizational structure which encourages the communication scope at internal departmental level. Thus, it makes much easier to identify the needed skills among the front line employees and scrutinise those capable of doing data analytics. Furthermore, working in partnership with the in-house employees of Ford Motors will bring a cost effective solution as well as have potential to generate motivation and interest among the employees (Guenole, 2017).

Implementing hypothesis 3, Ford Motors can become ahead of all its competitive automobile companies, mainly in terms of technological innovation as well as quality consideration according to the customary requirements. Thus, this can increase the popularity of the brand and networking with suppliers, vendors, and shareholders. Being the top automobile company, Ford can retain the trust and confidence in the market. Furthermore, the same will also be effective in getting the opportunity of finding with reference to the data analytics talent from outside.

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