Tedtech

Company
Limited
A Case Analysis
Group-1
Meet the Team

Uzziah Pearl Albolete Rachel C. Alcoriza Nicholas Troy N. Alumios

Jocelle Ann B. Anonas Mae Ann B. Arayan

 Strategy case:
Tedtech Company Limited

Tedtech Company Limited has however managed to remain viable and

important within the manufacturing and construction sector even with the
financial crisis experienced over the years in this part of the world and
elsewhere in the world. Initially, the company had experienced faults in its
existing appraisal system at some point in its history. This challenge
necessitated a professional correction of the system and there was apparent
communication breakdown in the administrative hierarchy with junior
workers not getting information and feedback on their performance in the
company.
Despite their expressed desire to get feedback, this case was not
forthcoming. The fact that the managerial staff members were responsible
for a large number of employees thus made an appraisal of their
subordinates difficult.
 Title of the case: Tedtech Company Limited

Time context: April 17, 2019

Perspective: The Human Resource Department
Central issue: There was an apparent
communication breakdown in the administrative
hierarchy with junior workers not getting
information and feedback on their performance in
the company.
 Statement of Objectives:

1. To well-established organizational culture and

management policies that stand
the test of time.
2. To assess the attitude and satisfaction of workers
and the financial outlook and
performance ratings, were made thus being some of
the most common areas of
evaluations in an organization development
analysis.
 Areas of consideration

1. Time constraint: The appraisal form used was too long

meaning that the number of employees participating was
reduced.
2. The results of the feedback/evaluation: It is important in any
organization as it helps the company’s employees to
understand their strengths and weaknesses and the progress,
they are making in the job performance.
Alternative
Course of
1. Efficient appraisal system
Action 2. Good Communication
Decision Matrix
Conclusion:

An evaluation/ appraisal system of its organizational

development established several threats, weaknesses, and
strengths, as well as the effects of the organizational change.
These elements were then evaluated with recommendations
and suggestions being made to the development specialists
and business executives of the organization.
Recomendation:

One of the recommendations is that the company should consider splitting

or bifurcation of the personnel department in the company to ensure that
fewer employees are under the supervision of managers in the various
departments. It is said that the smaller the number of subordinates that
each manager is responsible for, the better the output of the employees
(Wilson, 2003, p. 21).
The company should also consider increasing the number of managerial
staff especially those in the human resource department to improve the
contact between the administration and subordinates (Wilson, 2003, p. 18).
Another recommendation is that the organization should monitor the human
resource department and the marketing department to enhance customer
loyalty.
 ACTION PLAN
Activities Objectives Division Person Responsible Estimated Cost in US Time Frame
dollars

Gather productivity To Review the HR MANAGERS $4,780.76 1 YEAR

logs, attendance employee's
records, disciplinary performance-appraisal
reviews, and any self- results and the
evaluations the documentation.
employee completed
as part of the appraisal
process.

List the areas where To describe specific HR HR $191.23 1 YEAR

the employee's steps the employee
performance is sub- must take to improve
par, giving each a her performance
separate section.

Set follow-up dates for To suggest follow-up HR HR $6,999.03 2 YEARS

reassessing the meetings to discuss
employee's milestones and
performance and work progress every 10
them into the plan. days.
 Activities Objectives Division Person Responsible Estimated Cost in US Time Frame
dollars

Consult with the To Categorize the MANAGEMENT OD CONSULTANT $611,998 LONG-TERM ( 5

supervisor who evaluated deficiencies according to YEARS)
the employee to determine the company's
the employee's areas for performance standards and
improvement. expectations

Address consequences for To Describe the HR HR $191.23 LONG-TERM

not meeting the overall consequences of not
performance goals. meeting the performance-
action plan's goals.
 GANTT CHART
YEAR: 2019
Activities 1st year 2nd year 3rd year 4th year 5th year Long-term

Gather x
productivity logs,
attendance
records,
disciplinary
reviews, and any
self-evaluations
the employee
completed as part
of the appraisal
process.

List the areas x

where the
employee's
performance is
sub-par, giving
each a separate
section.
Set follow-up x X

dates for
reassessing the
employee's
performance and
work them into
the plan.
 Activities 1st year 2nd year 3rd year 4th year 5th year Long-term

Consult with the x x x x x

supervisor who
evaluated the
employee to
determine the
employee's areas
for improvement.

Address x
consequences for
not meeting the
overall
performance
goals.
 Thank
you!
“Don't settle for average. Bring your best to the
moment. Then, whether it fails or succeeds, at least
you know you gave all you had.”
—Angela Bassett
My Reflection