NOBLE, RAELLYN MAY P.
BSHM-501A
TASK PERMORMANCE: CASE STUDY
I.
BACKGROUND
Solar Cell Manufacturer is having an issue about the extended application of control charts in
their non-manufacturing sector such as HR and Finance. And the reason for this
implementation is because of the major increase in employee attrition and significantly large
budget allotted to several departments of the company. Based on the exit interviews, most
of the employees who left the company claimed that they experienced work-life
circumstances when their substitute partners would not be able to arrive to work on time or
would not be able to report to work at all. The minority of the resigned employees thought
that they were misaligned and not trained for their job, they felt undervalued and afraid that
growth opportunities were not present in the company. Another problem area that the top
management has observes involves the finance team of the company. The management have
found out that allotted budgets in some departments or work units of the firm are unrealistic,
inaccurate, and unreasonable.?
II.
STATEMENT OF THE PROBLEM
A.
The control chart can monitor the causes of output variation. Meaning the
control chart can determine whether a process should undergo a formal
examination for quality-related problems. And there was a clear lack of
understanding of the benefits of control charts and the need for change using
control charts as a catalyst for change.
B. The steps that the top management should employ in order to overcome the
resistance of the employees are:
 Overcome opposition- Regardless of how well companies manage a
change, there is always going to be resistance. Companies should engage
those who are opposed to a change. By doing this, they can actively see
what their concerns are and possibly alleviate the problem in a timely
manner. By allowing employees time to give their input, it assures them
that they are part of a team that actually cares about its employees.
 Effectively engage employees. Listen, listen, listen. If there is another
piece advice that a company should take, it’s to receive and respond to
the feedback that is provided by the employees. They are the ones
making sure that all the clients are happy and that all the work gets done,
so keeping them in the loop is vital. Ask employees probing questions: Is
the change working? What can we do to make it work better? Do
employees have any questions or concerns? These are all great questions
to ask, but if feedback is going to be collected, it actually needs to be read
and utilized.
 Implement change in several stages. Change doesn’t happen all at once.
Companies should first prepare for the change, then take action on the
change and make a plan for managing the change, and third, support the
change and assure that all is going as planned.
 Communicate change effectively. The best way that you as an employer
can communicate change is to explicitly tell employees what is going on.
Using a blend of formal and informal communication allows you to
ensure that all employees receive the news about the change in some
way or another.
C. What steps in implementing Statistical Process Control (SPC) should Solar Cell
Manufacturer apply in order to succeed?
 Step 1: Commit to SPC. The top management must show full support in
the implementation of SPC since it requires spending money, utilizing
human resources, changing the organization’s culture, and hiring
employees with new skills.
 Step 2: Train the SPC Committee. The top management must provide
basic training in statistical data for the SPC committee. In this way, the
members of the committee will be knowledgeable enough to set
objectives and to determine which processes should be targeted first.
 Step 3: Train the appropriate operators and teams. The SPC committee
together with the management must provide extensive training for the
operators and the teams who will be directly involved with the collection,
plotting, and interpretation of SPC data.
 Step 4: Develop control charts. The in-house experts must develop the
appropriate control chart that will be used to monitor the different steps
in the production process. This is to ensure that the causes of the output
variation were fully eliminated and correct procedures are being
undertaken on a daily basis.
III.
AREAS OF CONSIDERATION
A. The original issue of this case is about the resigned employees who claimed that they
experienced work-life imbalance and after reviewing all the problem areas of the
organization, the company’s quality assurance team suggested the use of control charts.
And another difficult situation arises due to the resistance of the employees toward the
use of control charts which gains several complaints from the employees pertaining to
the exhausting additional workload since they have to monitor and notate the different
outflows and inflows in their major and minor day-to-day operations.
IV.
ALTERNATIVE COURSES OF ACTION
 ALTERNATIVE COURSES OF ACTION 1: The senior management team decided to provide a oneday awareness program for the HR and Finance people so that they can understand the
expectation and the need for the control chart.
 ALTERNATIVE COURSES OF ACTION 2: The company’s quality assurance team suggested the use
of control charts in the 2 departments where the problems are prevalent.
 ADVANTAGES OF ALTERNATIVE COURSE OF ACTION 1: The advantage of One-day awareness
program is to clear the lack of understanding of the benefits of the control charts.
 ADVANTAGES OF ALTERNATIVE COURSE OF ACTION 2: The advantage of Control chart is to
monitor and notate the different outflows and inflows in their day-to-day operations.
 DISADVANTAGES OF ALTERNATIVE COURSE OF ACTION 1: The disadvantage of the One- day
awareness program is the resistance and the lack of understanding of their employee.
 DISADVANTAGES OF ALTERNATIVE COURSE OF ACTION 2: The disadvantage of Control chart is
the employees pertains that it will be additional exhausting workload.
V.
RECOMMENDATION
 Given the various alternatives and after evaluating their percentages for certainty of
occurrence, it seems most beneficial and realistic to suggest the implementation of the
Control Chart, because with the use of the control chart they can monitor the retention of the
HR and Finance Department, they will easily know that they have to dedicate more resources.
And also, with the use of control chart they can determine the possible areas for
improvement.
VI.
MANAGEMENT LESSON LEARNED
 The company should become aware about the company’s issue and they should understand
the importance and benefits of control charts in the business.