PROJECT

MANAGEMENT
DIMAANO, Anne Gelli | GARCIA, Keith | LOPENA, Karren
MANIBO, Cherry Rose | PITOS, James |TAGUINOD, Ruth

HRDM 4-3 | Mr. Kelvin CUSTODIO

REDESIGNING THE ACETATE
DEPARTMENT
Case Analysis
 I. Time Context
The problem arose when the Acetate
Department was redesigned. The actual
workflow was modified to improve production
capacity and reduce workforce under the
department.
 II. VIEWPOINT
Human Resource Manager
III. CENTRAL PROBLEM
Low Employee Engagement
What is Employee Engagement?
Employee engagement is the employee's
emotional and cognitive (rational) motivation,
ability to perform the job, clear understanding
of organization's vision and his/her specific
role in that vision, and a belief that he/she has
the resources to get the job done.
 IV. Objective
MUST | To be able to eliminate or at least
minimize chronic absenteeism and judgmental
errors of employees to promote higher
productivity in the workplace.
 Objective

WANT | To be able to develop and sustain a

higher employee engagement.
V. AREAS OF CONSIDERATION
Strength | Weaknesses |Opportunities | Threats
STRENGTHS
Employees were given increase in pay.
Workflow system was redesigned and improved.
Higher production capacity.
Application of new machineries.
Flexible employees.
WEAKNESSES
Employees were committing undesirable absences.
Employees, particularly operators, were committing
judgmental errors in making decisions.
Employees were not exerting more effort to achieve
the annual target in the production.
Lower profit for the company since annual target for
production isn't achieved.
Employee turnover is possible.
OPPORTUNITIES
The company can easily attract manpower because it is
large, paternalistic, and well-paying and offered
attractive fringe benefits.
If employees are dismissed, the company can possibly
hire new and perhaps, better employees.
THREATS
There can be a possible decrease in the number of
customers.
Negatively affect customer satisfaction.
V. ALTERNATIVE COURSES OF ACTION
ACA no.1
Annual Team Building Program
ACA no.1 | Annual Team Building Program
Advantages
Having a successful team building program can lead to a better
communication and camaraderie.
Employees who learn to efficiently complete shared tasks in a
controlled setting are better able to communicate with accuracy on
the job.
The positive outcome of team building that most businesses hope for
is enhanced efficiency.
Team building can also increase morale by removing personal barriers
that exist before team building exercises or education, which leads to
greater productivity from individual members and the team as a
whole.
ACA no.1 | Annual Team Building Program
Disadvantages
One of the drawbacks of having a team building was additional
expense to the company.
Employees who undergo team building training together may develop
inappropriate social relationships that distract them from their work
or lead to an overly casual, unprofessional attitude in the workplace.
According to studies, the positive effect of a team building program
only lasts for 2 months.
It only focuses on behavior and activities. (Not result oriented)
ACA no.2
Improve Performance Management System
ACA no.2 | Improve Performance Management System

Advantages
It is result-oriented.
It can be used for employees who may be new to a role as a tool to
communicate performance expectations.
It can be used to address either failures to meet specific job
performance-related issues or behavior-related concerns.
It is a great way to give struggling employees the opportunity to
succeed while still holding them accountable for past performance.
ACA no.2 | Improve Performance Management System

Disadvantages
Possible employment actions such as transfer, demotion or
termination.
The effect of improving performance management system does
not directly contributes to the engagement of employees.
It only focuses on employees.
ACA no.3
Develop Higher Employee Engagement
ACA no.3 | Develop Higher Employee Engagement
Advantages
It targets both the employees and the management.
Improved management control.
It helps in motivating the employees.
The performance of the employees gets affected in a positive
manner. The employees start performing better after getting
engaged.
When employees are engaged they are able to bring a high level of
loyalty, creativeness and energy to their jobs.
ACA no.3 | Develop Higher Employee Engagement
Disadvantages

It will take a lot of time and effort to develop and sustain a higher
employee engagement.
 VII. RECOMMENDATION
Aca no.3 Develop Higher Employee
Engagement
VIII. PLAN OF ACTION
START FROM THE TOP
CRUSH THE NEGATIVITY
Provide Employees with Necessary Tools
Communicate Expectations
Understand your Employees
Collect and Encourage Feedback
Recognize & Reward
Be Consistent
 So, to build a higher level of employee
engagement, organizational leaders should come together
to set a clear direction for an organization. On this pathway,
open communication with honesty, expectation and
corporate goals as well personal goals need to be shared
between employees and their leaders. This helps to
overcome low employee engagement within the
organization.
Conclusion