It is vital for the companies to increase their financial belongings holdings in order to compete with other peer companies. The main perspective of this assignment relates to a case study of a company with the name of “Kids R People 2 Transportation Limited”.
Kid’s R People 2 Transportation LTD (KRP2) was mainly operated from two divisions in the Greater Montreal, Quebec area. Some of the key success factors relating to the company are mentioned below:
- According to the case, the network of the company is large and effective, there are around 400 schools’ vehicles on the road
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- KRP2 is a customer driven company, which has a remarkable tendency for both customers and employees in terms of caring, supporting and building strong relationships (Holder, Templer, 2006, p.2)
- KRP2 is the 6th largest operator in North America that has around ten divisions in Quebec (Holder, Templer, 2006, p.2)
- KRP2 has a strong growing relationship for both customers and employees
- The company has a total market share of 45% in the industry and competitors are on a lower scale (Holder, Templer, 2006, p.2)
Threats of the Company
Threats affect a company externally. In the case study, a number of threats have been defined which are deemed ineffective for the company. The threats which face the company are mentioned below:
- The essence of competition is increasing quickly. According to the case, there were three competitors at the time: Kids R People 2, Rapid Ride and Shuttle De L’ecole and they may create problems for the company
- According to the case the student transport contracts are strong competitors
- Contract issues is yet another important problem associated with the company as 5% of the buses of 400 routes need a renewable contract
- The turnover of the employees in the company is high merely because of their low satisfaction level, which may be ineffective for the company
- The management of the company is ineffective which is not a positive sign from the standpoint of the company
- Muslim drivers and their request of EID holiday
- Cold weather condition and the impact on both the buses and on the bus drivers
Threats and Problem
Problems and issues are always ineffective for an organization, so it must try to enhance it productivity by modifying the problems and issues accordingly.
The main issue which has been highlighted in this particular case study of KRP2 is a high amount of dissatisfaction among the employees of the company as far as the management is concerned. In the case, it is revealed that Muslim employees were not at all happy in working with the company, because they were not able to get holidays even for the day of their religious festival, EID. Apart from that, Tuscany HR professional encounters poorly managed employees because the" previous management team was not adequately prepared to take control of volatile situation” (Holder, Templer, 2006, p.2). Also employees’ high rate of turnover due to low par and dissatisfaction is a challenging issue. “Avoidable turnover occurs for reasons that the organization may be able to influence, such as low satisfaction, poor supervision, or higher pay elsewhere”(Allen, Bryant, &Vardamon, 2010,p.51). There are “16-20 new drivers monthly” (Holder, Templer, 2006, p.2) which add more cost for the company. Another issue is the growing competitors; there are three more school buses companiesand the student transport contracts in Montreal
Recommendations
According to the code of conduct, it is important for the company to provide an ethical standard to their employees and should not violate their ethical and religious beliefs. It is recommended for the company to fulfil the corporate strategy and satisfy the needs of employees. Tuscany has around two weeks to reach a decision about the Muslim workers, as 25% of the workforce of the company comprises of Muslims. Tuscany can recommend the Muslim drivers that half of them would get a day off in the first EID, while others would get a day off in the 2nd EID of the year. With the help of these recommendations, the company will get the possibility of insurance of equity and high employee satisfaction level, and part of that increment in the competitive advantage is yet another major advantage for the company. Implementing employment equity will cause a shortage of bus drivers which will enforce Tuscany to cover the shortage with on call drivers. Also other drivers may request a specific day off such as ST. Patrick’s Day.
Options
Tuscany should initiate some important decisions which include not violating the ethical and religious beliefs of the people and should facilitate them accordingly. This is option from which Tuscany can enhance the productivity and loyalty among their employees.
Short term action will be giving half of the Muslim drivers’ day off for the first EID day and the rest of Muslim drivers will be taking the second EID day. The shortage will be cover by the on-call drivers.
Long term action: If Tuscany HR manager wants to continue implementing employment equity by hiring Muslim drivers then she must consider their needs and their culture.
Time off for Religious Reasons
The request regarding time off should be accepted. The advantages of accepting the day off to Muslim drivers for EID day are building loyalty, taking care of ethical responsibilities, and setting an example for the community.
If the request is not expected, then it would lead to some serious and more severe employee dissatisfaction, and it will increase dependency on hiring on-call drivers which is totally ineffective for the company.
Get the Employees Participated
HR manager has to implement the strategies of Management Bi Objectives (MBO) in which the manager would become able to get the issues of their employees and could take effective decisions. Muslims and minorities are welcome to furnish their problems in front of the management and the company has to initiate effective strategies to overcome on the same.
References
Allen, D. M., Bryant, P. C.&Vardamon, J. M. (2010). Retaining talent: Replacing misconceptions with
evidence-based strategies. Academy Of Management Perspectives, 24(2), 48-64. Retrieved fromhttp://web.a.ebscohost.com.libproxy.uregina.ca:2048/ehost/detail?sid=43da1dad-685b-46b9-ba6b-bb8b60e3e026%40sessionmgr4001&vid=1&hid=4212&bdata=JnNpdGU9ZWhvc3QtbGl2ZQ%3d%3d#db=heh&AN=51827775
Holder, A. &Templer, A(2006) Looming Crisis: KIDS R People 2 Transportation Ltd. Retrieved from
https://urcourses.uregina.ca/pluginfile.php/475859/mod_resource/content/1/Case%20-%20KIDS%20R%20PEOPLE%202%20Transportation%20Ltd%20nl_1.pdf
