Lauren KurtzProfessor J. ArmstrongBMGT360 – 0105November 9, 2012Rainyday Insurance Adjusters CompanyRainyday Insurance seems to be faced with one of the most difficult major problems in a supply chain: efficiency. Due to their recent success, they are attempting to expand but not finding great success.While their main problem is an obvious lack of efficiency, there are several specific issues that must be addressed. For example, they are bringing new computers to help their company, but the sophisticated technology is only hurting their process. The more experienced employees, who are trained in the older processes, are finding the most difficulty with the new, advanced systems. The newer employees, who are better with technology but not properly acquainted with the written claims, are finding it difficult to seek help in the more experienced workers. Ultimately, these changes were all brought about to help expand the company, but they are just losing the new customers due to disorganization.Several causes stand out in this major problem, but there are some significant symptoms that the issue can be traced back to. Most importantly, there was an implementation of new technology in the office without a proper training process. When any major change such as this should occur, there should always be an appropriate on-boarding for employees to adjust to the change. Additionally, there is an uncomfortable technology gap between the generations of workers that is causing tension within the workplace. While older employees are becoming stubborn in their ways, younger employees are too inexperienced to take on large roles. Finally, there is a lack of incentives for any of the employees to train and experience personal growth from this process. Having signed on to work in their old ways, it is difficult for older employees to adjust to a new, unfamiliar process that makes them feel inexperienced. Ifthese employees were to personally benefit from the learning process, they may find it more advantageous to spend time training.Rather than take a generic, anonymous survey, it would be beneficial to continue to conduct personal interventions with employees that are having a seemingly difficult time. This way, they will feelas though their very personal needs are being taken into consideration and addressed. By discussing the problems and asking for recommendations directly from the employees who are struggling most, you can get a sincere look into the other side of this stressful mess. Listening to an array of potential solutions from those who are in a disadvantageous state will help HR come up with the most ideal future course of action.To address the problems in the claims department at Rainyday, there are a number of possible solutions to consider. One way to successfully implement these solutions is to offer incentives; for instance, by offering a training class during lunchtime, HR can provide free food to the employees, whichwill draw them in to eat and learn. Another way to organize a free lunch incentive is to pair more experienced employees with less experienced employees, and offer to pay for the lunch of these mentor pairs. By matching up the employees based on knowledge they can provide each other with, they are gaining a new, closer connection within the company as well as holding themselves responsible for each other’s skill sets. Since classes outside of the regular work schedule have already been offered with the incentive to get paid for the time you miss in the office, HR should offer a wider range of class times. Forexample, HR should hire temporary external consultants to train all employees in new and old technologysystems, and offer both night and morning courses for employees once a week. By requiring that they takes at least two courses, they will see how beneficial these courses are in their daily work and want to continue attending, learning, and developing their skills. Finally, an immediate lesson on written claims conducted by a respectable, approachable, more experienced employee will help train the new employees and also lead by example for the stubborn employees of this instructor’s generation. By taking into account all of these symptoms, problems, and potential solutions, Rainyday will open a new line of communication and be much closer to achieving a goal of ultimate efficiency within their new
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