Addressing Employee Turnover and Recruitment Challenges at Amazon Company
QUESTION 2 – is a MINI –CASE – ACTION PLAN: (70 POINTS)
BEFORE YOU BEGIN YOUR WRITING, I SUGGEST YOU CONSIDER DOING THE FOLLOWING:
TAKE A LOOK AT THE ARTICLES THAT WERE LISTED
- 10 HR TRENDS FOR THE NEW NORMAL OF WORK – (JAN 2021 – J. MEISTER)
- “4D”s and 4W”s - Shaping the Workplace of the Future – Reframe – August 2020
- “21 HR Jobs of the Future” – HBR MAGAZINE – AUG 2020
- “A CHRO’S VIEW OF THE NEW WORKFORCE” – FORBES MAGAZINE AUG 2020
- ALSO – ANY PERTINENT ARTICLES ABOUT AI IMPACT ON IN HRM…. MOSTLY REGARDING CHATGPT.
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PLACE YOURSELF IN THE FOLLOWING SITUATION:
YOUR BOSS (WHO IS THE CHRO) HAS ASKED YOU (YOU ARE THE VP OF HR)
VIA AN INTERNAL MEMO (SHOWN BELOW) - TO COME UP WITH FAIRLY DETAILED ACTION PLAN (ALSO KNOWN AS A “PROJECT PLAN” TO HELP ADDRESS A SPECIFIC CONCERN OF HIS….
TO FURTHER GUIDE YOU…
FIRST… LET ME GIVE YOU WHAT I AM LOOKING FOR WHEN YOU DESCRIBE ANY ACTION OR PROJECT PLAN:
An Action/PROJECT Plan – must have specific action steps that when completed result in a completed and successful conclusion to help solve a problem or resolve an issue.
The Action /PROJECT Plan therefore should have for EACH STEP – a clear definition of the step, the planned timeframe to accomplish the step, the staff time to accomplish the overall plan, in other words, “Who does what?”, the desired outcome, and any costs and cost justifications of the overall solution (if applicable).
Additionally, the Action/PROJECT Plan can be illustrated with a GANTT CHART – SHOWING THE OVERALL PROJECT / ACTION PLAN.
For this assignment – some if not all of the above must be shown for WITHIN YOUR PRESENTED ACTION PLAN.
SECOND…..YOU CAN BE CREATIVE…
- Make up any type and size of company in any industry, YOU CAN EVEN GIVE IT A NAME…
- REMEMBER TO DESCRIBE THE COMPANY - number of employees, locations etc….
YOU ARE BEING ASKED TO PREPARE AN “ACTION/PROJECT PLAN” that helps your CHRO understand what is to be done in the next few months (maximum):
THIRD……YOU ARE TO FIND ANY ARTICLES THAT SUPPORT YOUR ACTION PLANS.
YOU MUST CITE AT LEAST 3 SOURCES.
CONSIDER WRITING ABOUT PROPOSING AT LEAST 4 -5 STEPS TO GET TO THE BOTTOM OF THE STATED ISSUE(S)….
- Describe what you would do and why.
- Does PEOPLE/WORKFORCE ANALYTICS MATTER IN YOUR SOLUTION? EXPLAIN
- Be specific .. in describing HOW WHAT YOU PLAN TO DO, WILL HELP… what would it accomplish? What are the expected outcomes etc.
- Be specific – would you need staff to help you? Would you create a team? How long you think it would take?
- Would you need money? You decide if you do need money to accomplish any of your solutions… TELL ME THE AMOUNT and why you need the funds, how would you justify the funds to senior management?
- HINTS:
- would you change existing procedures?
- would you suggest that your company consider evaluating and selecting a new HRMS system?
- Would you change or create a new Performance Evaluation procedure?
- Would you do a cost justification?
- Remember to document your assumptions – if you do not state them in your essay.
- When you are referencing any source materials besides the textbook, please make sure to use footnote or cite at the end of your document.
NOTE: For any COST JUSTIFICATION, OR ANY MENTION OF POTENTIAL EXPENDITURES IF YOU ARE PROPOSING A NEW OR REPLACEMENT HRIS/HRMS/HCMS – use the following values:
- After “go live” the fees for running a software product with integrated HR/Payroll/Benefits and other modules.. use $20 dollars per employee per month (PEPM).
- And remember there is a ONE TIME implementation fee… from the point of contract signing and until “go – live” to set up the new system, vendors might charge…. Based on number of employees:
- Less than 100 active employees - $20,000
- Between 100 - 500 active employees - $50,000
- between 501 – 1000 active employees - $100,000
- greater than 1000 employees – use $200,000
SUBMISSION GUIDELINES:
THERE MUST BE AT LEAST 3 SOURCE CITATIONS IN YOUR DISCUSSION (you CAN use my presentations and guest speaker presentations (IF WE HAD ANY) if needed –You CANNOT use the Textbooks as a source citation) but you CAN use ANY OF the reading assignments articles.
- 1. ACTION PLAN MUST BE BETWEEN 3 – 6 PAGES IN TOTAL… NO LONGER PLEASE.
Addressing Employee Turnover and Recruitment Challenges at Amazon Company
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Addressing Employee Turnover and Recruitment Challenges at Amazon Company
Introduction
The CHRO of Amazon has written a memo that discusses the difficulties the organization is experiencing with employee turnover and recruitment. The memo emphasizes overcoming these obstacles to sustain the company's growth and success. Amazon faces various challenges, such as intense competition in the job market, rising demand for remote work, and shifting employee expectations. The action plan aims to chart a course of action for tackling these challenges, utilizing inventive recruitment methods, retention efforts to retain current employees, and implementing cultural changes within the company.
Erica Volini, a principal at Deloitte Consulting LLP, has identified four key trends shaping the future of work: digitization, diversity, distance, and design. Additionally, companies need to focus on four critical aspects of work: well-being, work-life balance, workforce development, and workplace culture. Amazon has developed an action plan that integrates these factors into its recruitment and retention strategies to attract and retain the best talent. The company is also changing its workplace culture to promote a positive work environment and prioritize the well-being of its employees (Meister & Brown, 2020). By addressing these challenges, Amazon hopes to maintain its position as a top employer and continue to drive growth in the global market.
The problem of high employee turnover is a significant challenge for Amazon, as it impacts the company's productivity and profitability. Erica Volini, a Principal at Deloitte Consulting LLP, has identified a lack of career development opportunities as one of the primary reasons for this issue (Deloitte, n.d.). When employees do not see possibilities for growth and advancement within their current roles, they are more likely to leave the company in search of better career prospects elsewhere. Another contributing factor to the high turnover rate is employee burnout, which is particularly common in organizations like Amazon with high-pressure work environments. Amazon is known for its intense work culture, which can lead to employee exhaustion and reduced job satisfaction. Companies that have employed millennials and Generation Z can attest to this. These employees are highly skilled but need help to handle certain levels of work pressure; thus, they tend to leave if they are not fully satisfied with their job.
Retaining and recruiting skilled employees has become a significant obstacle for Amazon. This has not only proven to be a challenge for this corporation but also for other companies globally. The company's speedy expansion has resulted in an elevated requirement for competent workers. Reframe Work, a consulting firm conducting research and providing advice, has identified several recruitment challenges that organizations like Amazon confront (Deloitte, n.d.). These challenges include the scarcity of diversity in the workforce, the necessity for innovative recruitment approaches to attract high-quality personnel, and the difficulties that have arisen due to the COVID-19 pandemic. As a result, Amazon finds it arduous to lure and hold onto top-notch talent, which is crucial for the company's triumph in a fiercely competitive marketplace.
Amazon Company can tackle recruitment challenges and employee turnover by prioritizing improving the employee experience (Volini, 2021). Encouraging professional development and career advancement, prioritizing a balance between work and personal life, and promoting active participation and involvement among employees are effective means of preventing plagiarism. Furthermore, offering competitive compensation packages that include attractive salaries, bonuses, and benefits can hel...