The Treadway Tire Company Essay

In addition, training should also be tailored to specific positions in the company and employees roles. Management may need additional training to help deal with employee issues, while someone in purchasing may need more training on gifting policies and someone in finance needs to understand the company’s position on fraud.

Canadian Tire Corporation, Limited (CTC) is primarily a canadian retailer, focusing on automotive and general merchandise. Founded in 1922, the company has been around for almost a century, building strong brand recognition in Canada. Initially starting as a car parts retailer they have expanded rapidly into other areas, mainly general merchandise retail. They have other secondary divisions being; Partsource Automotive stores (strictly automotive parts), Financial Services, Mark’s Work Wearhouse (clothing retailer), FGL Sports Ltd. (various sporting good retail chains), and Canadian Tire Petroleum (gas stations and car washing). The main users of CTC’s financial statements have been identified as the debt

Tire City, Inc. (TCI) is a rising distributor of automotive tires in northeastern United States. Their distribution centers arelocated throughout eastern Massachusetts. Their tires are sold as on-demand bases with chain of 10 shops located all throughout eastern Massachusetts with a central warehouse outside Massachusetts. Due to this proximity of warehouse, TCI stores enjoyed just-in-time delivery with only 24 hours of lag time.

Training and Development is imperative to the organization’s progress. Training helps addressing employee weaknesses and builds a reliable and skilled workforce. This will improve the employees’ performance and boost their self confidence, and innovation. By acquiring the needed knowledge and skills, employees can perform more efficiently and increase the overall productivity of the organization.

When the organization invests in training and development to improve the knowledge and skills of its employees, the investment is expected to yield productive and effective employees. The programs could be focused on individual performance or team performance depending on the development need identified by a training needs analysis which helps in the creation and implementation of training and management development programs. In the view of Grobler, Warnich, Carrel, Elbert and Hatfield (2004:345), training needs have to be determined first.

In this portion of my case analysis, I will be showing ways for suggested solutions in order to help improve the situation at the Engstrom Auto Mirror Plant. I will be showing ways in which organizational improvement outcomes can directly help remedy some of the issues and recommend strategic actions that would lead the organization in a proactive production workforce. The recommendations are creating committees, rework how the Scanlon Plan bonus works, create or use their marketing and sales department to the full capacity, and to help empower the workforce work to achieve Corporate Social Responsibility. (CSR)

Cost and productivity leadership. By resolving the issue of high foremen turnover, the Lima plant can consolidate its position as the top's Treadway plant in productivity, quality, and lowest cost producer.

Organizational analysis “involves determining the appropriateness of training, given the company’s business strategy, its resources available for training, and support by managers and peers for training activities” (Noe, 2013, p. 114). Organizational analysis has determined that retraining needs to occur in several key areas. Training will be given to managers, on improving communication, motivating and retaining employees through coaching and individual pathway development, with a

Management training consists of courses which helps managers to be organized to deal in situations an example for this is observing employees and projects. Many businesses offer this type of training themselves; it can be done in two types of ways workshops and seminars. The advantage of this is that the manager’s confidence would

In case the company needs to hire new employees, their training must involve the company’s goals, mission and vision. They must also have

Treadway’s Lima Tire Plant, one of eight manufacturing plants operated by the company, has a workforce of 970 unionized hourly employees and 150 salaried employees. The plant underwent a $100 million expansion and modernization effort which increased capacity and utilized new manufacturing technology. As a result, the Lima plant had become one of Treadway’s top plants for productivity. However, it has faced a very high turnover rate and low employee morale in the position of line foreman. It is believed that once the turnover and dissatisfaction problems are resolved, Treadway can increase productivity, and reduce overall costs. The organizational chart of key persons can be found in Exhibit 1.

Finally, after finishing the implementation process, we need to evaluate the result of the training. The managers could observe and talk to the staffs how the training can apply to their job. By seeing the work performance and getting feedback from the employees, the manager

The training and development manager has to oversee that the training programs has been effective by collecting data on its effectiveness in achieving the expected objective through the usage of questionnaires, performance appraisals and other tools. The ROI on training is important especially with the downsizing in the training activities on account of the recession. He should resort to external expertise or internal expertise for imparting the knowledge after considering the various influencing factors. The training program is effective only when it adds to the morale of the employee,

I have experienced the difficulties and challenges faced with the way this has been in the past. With this new plan, it will completely eliminate the problems that have occurred from previous training processes. The company can save themselves many resources implementing a new training program with the phases: Goals and Objectives, Accessing Company Programs, Hands on workshop, Group/Teamwork activity, Evaluation and Follow up. Figure 1 shows the schedule of each phase and the days in which they should be carried out through the first week of training. Through the implementation of this project no extra resources will need to be used except the time of managers and other employees within the team. These are all miniscule factors in the beginning that will provide tremendous dividends in the success of this employee for the future.

Putting together an effective employee training program can be a monumental task if not planned properly. There are four steps, repeating to produce a continuously better program that is best for both employer and employee. The process steps include needs assessment, design, implementation, and evaluation. Once it is evaluated, it should then show some weakness that should begin the cycle again with needs assessment and