Cambrian College Management UPS Implementation Plan Case Study

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Case Study #2 December 17th, 2021 Microsoft Word Document Cover page required. Date, name, and title. APA must be followed. Zero will be given if there is any plagiarism NO LATE assignment will be permitted 1” Margins 12 point font Introduction UPS was founded in 1907 in Seattle, Washington and is a large, pure-process company. Essentially, everything that UPS provides is process-as-a-product. Our 406,000 employees working in 2,750 operating facilities and 62,000 retail access points must execute those processes flawlessly. The net result of our process focus is the daily movement of 15.1 million package and documents, including 2.2 million just by air and 2.3 million internationally. On an annual basis, UPS delivers 4 billion packages and documents through a fleet of approximately 100,000 package cars, vans, tractors, motorcycles and 233 UPS-owned aircraft. There’s a reason why so many statistics are being cited. These enormous numbers represent a monumental process challenge, and the ongoing globalization of business will move each of these numbers upward. Add to this the trend for many enterprises to subcontract most or all of the manufacturing and assembly of their products to specialized firms wherever in the world that it makes sense, and the opportunities are clear for UPS in providing logistics. Having an enormous package delivery network offers UPS an opportunity to create even greater value for their customers by using the network to manage the integration of information, transportation, inventory, warehousing, material handling, packaging and even the security of packages. This logical move higher in the value chain means offering integrated solutions that are an excellent match for the challenges of increasing globalization. Process Change Every day United Parcel Service (UPS) transports some 15 million packages and documents throughout the United States and to more than 200 countries and territories. Delivering those packages efficiently is what it gets paid to do, and that massive effort wouldn’t be possible without its 99.000 -plus drivers. UPS recognizes that it has an HR challenge: hiring and training some 25.000 drivers over the next five years to replace retiring Baby Boomers. But the company has a plan in place that combine its tested business model of uniformity and efficiency (for instance, drivers are trained to hold their keys on a pinky finger so they don’t waste time fumbling in their pockets for the keys) with a new approach to driver training. UPS’straditional classroom driver training obviously wasn’t working as some 30 percent of its driver candidates didn’t make it. For UPS, it’s all about speed, accuracy, and safety. Because competition is fierce (i.e. the U.S. Postal Service, DHL, and Federal Express), UPS must keep cost low and customer satisfaction high. Delivering those packages efficiently is what it gets paid to do. To increase the productivity of drivers, UPS has used their industrial engineers to design more efficient routes, loading & unloading procedures, and employee policies to help get the most from their employees in the field. UPS revamped its training program and made it more accessible to the way young people think and learn today. Instructions 1. Design an implementation plan for UPS that could be used companywide to update employees on the new policies and procedures. Your implementation plan must include the following: • Impact Analysis • Training Plan • Communication Plan 2. Ensure that each section covers questions asked is Step 9. Please use the Slide Deck as a source. External resources may be required to help with this plan. Please ensure that all external information is sourced within your paper. This assignment will be graded out of 60 based on the rubric below. Impact Analysis Training Plan Exemplary Accomplished Developing Incomplete (20 points) (7 points) (3 point) (0 point) Response Response Response Response does not demonstrates a demonstrates an demonstrates discuss an Impact thorough and in understanding of some Analysts depth the requirements understanding of understanding of of an Impact the requirements the requirements of Analysis of an Impact an Impact Analysis Analysis Response Response Response Response does not demonstrates a demonstrates an demonstrates discuss a Training thorough and in understanding of some Plan depth the requirements understanding of understanding of of a Training Plan the requirements the requirements of of a Training Plan a Training Plan Communications Plan Response Response Response Response does not demonstrates a demonstrates an demonstrates discuss a thorough and in understanding of some Communications depth the requirements understanding of Plan understanding of of a the requirements the requirements of Communications of a a Communications Communications Plan Plan Plan
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Implementation Plan for UPS

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Implementation Plan for UPS
An organization’s policies and procedures are developed to define the expectations and
serve as a reference point on how to consistently address the various workplace situations.
Developing new policies and procedures is essential because organizations and the environments
in which they operate are dynamic. As a result of these changes, employers often find themselves
in situations where modifications on employment conditions are essential to effectively meet the
demands of the business. United Parcel Service (UPS) it at such a point where it needs new
policies and procedures. The manner in which new policies and procedures is implementation is
an critical because it determines the likelihood of the changes achieving the intended outcomes.
This implementation plan will enumerate the impact analysis, training plan and communication
plan that UPS needs to consider when enacting its new policies and procedures.
Impact Analysis
Impact analysis focuses on the effects of the new policies and procedures. The first
consideration of this impact analysis is to determine the short-term, intermediate and long-term
outcomes and impacts of the new policies and procedures (Brunetto and Teo, 2018). The shortterm and intermediate changes of this development focus on their impact on the target audience
behavior, attitudes or knowledge. In other words, impact analysis deals with understanding how
employees, being the people who are directly affected by the policies and procedures, respond to
these new alterations in working conditions. For UPS, the company finds itself at a place where
it needs to get the best out of its employees at the background of stiff competition and the need to
minimize costs and increase customer satisfaction. It is thus important to assess whether
employees resonate with these goals. If the behavior and attitudes of the employees towards the
new policies and procedures is positive then these changes can be said to be effective with a high

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likelihood of success; the opposite is also ...

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