The History And Background Of Decagon Devices

Published Date: 02 Nov 2017

Decagon is not a very big company, instead, the company only has 68 employees in the end of the year of 2012. However, its revenue reached $8.1 million in the last financial year. The company is one of the most successful small multinational enterprises. The success of the company comes from the high productivity of its employees.

Decagon is famous because of its special hiring and recruiting policies. The company treats all of its employees as the family members. The whole company is a big family. The company also hiring employees from the family members of existing employees. Integrated trainings to improve individual, group and also organizational effectiveness are conducted among the employees. In addition, through the continuous learning activities, the key competencies of the employees are kept in the company. Decagon tries the best to make the individual goal and the organizational goal match.

Problems

Problem one

The most obvious problem faced by the managers and also the HR department is the training and development of freshmen suffer when the company becomes bigger and bigger. The new employees hired through the existing employee member should be trained to adoptable for the new job. When the number of employees increase a lot, the HR department found that they cannot handle so many freshmen.

Problem two

Another serious problem is that the working atmosphere in the office becomes worse compared with before when the company was small. The employee satisfaction decrease as the company becomes bigger. The working productivity decrease as a result.

Causes

Causes of problem one

The HR manager found that the training and development tough mostly comes from the freshmen that recruited from the channel existing employee family members. Almost all these freshmen do not have the require knowledge, skill and also the working experiences that are relevant to the job. Compared with other freshmen with relevant knowledge and experiences, these new persons will required extra effort to be trained.

Causes of problem two

Family members work in the same office. When there are mistakes, the family members may help to cover up the truth. When there are conflicts, the dissatisfaction may spread through the organization. In the end, the entire working atmosphere becomes very bad. Thus, the working effectiveness and also the productivity suffers.

Solutions

After the research and deep study, solutions are selected for each different problems.

Solution for problem one

Problem one saying that he training and development of freshman will suffer as the expansion of company. The causes of problem one states that the employees without relevant knowledge and experiences makes the training and development processes suffer. The freshmen faces problems with not only the skills and knowledge but also the cultural recognition, rule and regulation obeying.

The special department for the freshmen that comes from the family of existing employees can be set up to help them. The training department focus on the training of company culture, rule and obeying. Culture training can provide the employees with the effective awareness and can promote the training effectiveness in a special manner. A lot of organizations focus on the training about the culture.( Mike Schraeder 2005) Special recruiting requires the special training programs in order to make them perform better in a timely manner. Training the freshmen coming from the special recruitment becomes very necessary when the company becomes big.

Based on the above argument, it is clear that setting up special training department for the freshmen can help to decrease the pressure from the training and development department. The training and development effectiveness efficiency will be increased significantly.

Solution for problem two

Problem two saying that the inner working atmosphere might become disharmonious and thus influence the entire job effectiveness of all employees as the expansion of company. Problem two comes from the bias between employees that have family relationship connections. When the conflicts come, the other employee will image that unfair results come. The total working atmosphere is destroyed and the company productivity will be suffer.

By making an advice box and allowing all the employees to send letters to the general manager, the unfair results will be reduced and the harmony atmosphere will be kept. When the general manager read the letters from the employees, he/she will investigate and take actions. The result will let both part satisfied.

Employee satisfaction is very important. In this case, the elimination of bias is the key point.( Hermine Scheeres 2006) Office unfair in this case comes from the connecting interest of the same family members. If one family member make mistakes, the other family member may help to cover up. Another situation is that one employee may using the advantage of being a manager to seek unfair interest for the family members. All these will contribute to employee dissatisfaction.

Implementation

We have the solution now. However, we still need to implement the solution by action. I will discuss the implementation separately.

Implement solution one

Managers in the HR department will in charge of the implementation of solution one. They will make a plan of setting the special department for training the freshmen. The feasibility analyze will be conducted to test whether it is reliable. The budget should be processed to see whether it is economic to set up such a department.

The implementation of this solution requires some condition. When the company is still small, it is not feasible to set up such a separate department. When the number of employees reaches 100, it is the time for setting up the department.

The department is setting up inside the organization to help the freshmen to gain knowledge, skills and also learn more about the company culture and regulations.

Implementation solution two

Solution two is aimed at solving problem two. It is to set up advice box, accept anonymous advices from employees. The problems are solved by the general manager or the HR department. The major role in the implementation process of this solution is the general manager or the HR manager.

The company will become bigger and bigger. The number of employees will increase as the time moves. The action of setting up the advice boxes should last for a very long time frame since the problem is a continuous problem when the company grows.

The advice boxes will be in the front of the general office or the HR department. This will increase the dealing time of the letters from the employees.

Evaluation

Any good solution needs good measurement. The company also needs a set of standards to evaluate the solution.

All the solutions to the problems have one common goal. That is to increase the productivity of the company and increase the profit for the stockholders. One key measurement scale is to test whether these solutions can solve the problems and increase the workers’ productivity. The work effectiveness and the profession skills that the employees hold will be evaluated. By evaluating all these factor, we may understand that if the employees really get benefit from the training, if they have learnt what they need for their job. And if the employee contains high job effectiveness, it means the solution works and it should be implement for other new employees.