Middle management HR position with a prestigious manufacturer.

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You are currently interviewing for a middle management HR position with a prestigious manufacturer. Prior to this onsite interview, you were asked to prepare a 7- or 8- minute presentation that will not only be viewed by them, but also will be sent to 4 off-site managers in India. The point of your presentation is to explain a program you would implement to increase employee voice for all company employees.

Persuade the audience of the importance of allowing and encouraging employees to have a voice, and present a plan of action to carry out the program.

There are two different approaches you can take to prepare this assignment:
• Prepare 5-8 slides with a few bullet points on each one. Include at least two pertinent tables of data, graphs, and/or other visuals. Embed an audio recording in the slides (voice over slides). Be sure to also include a cover slide and list of references.

or
• Prepare a well-done video where you are talking to the audience as well as showing them at least two pertinent tables of data, graphs, and/or other visual components related to the program contents and implementation plans.

Whichever format you choose (slides or video) persuade the audience that you have the best solution to improve employee voice for this company. Convince your audience (and your professor) that you know what you are talking about and show that you have a good chance of being hired.

 

Sample Solution

  1. Introduction of a Digital Platform: We will introduce a user-friendly, anonymous digital platform accessible from any device. This platform will include:
    • Idea Submission Box: A virtual suggestion box where employees can post ideas for process improvements, product enhancements, or cost-saving measures.
    • Pulse Surveys: Weekly or bi-weekly short surveys on specific topics like team morale, workload, or communication effectiveness. This provides real-time data on the organizational climate.

 

Phase 2: Implementation and Action (Months 4-9)

 

With the foundation in place, we will put the program into action.

  1. Quarterly “Empower Echo” Sessions: Each department will hold a quarterly meeting dedicated solely to discussing feedback from the digital platform. Managers will present themes from the surveys and ideas submitted, and the team will collaboratively brainstorm solutions.

  2. Cross-Functional “Idea Squads”: For promising ideas, we will form small, cross-functional teams to explore the feasibility of the suggestion. This empowers employees to take ownership of their ideas and see them through to completion.

  3. Visible Recognition: We will create a public recognition system to celebrate employees whose ideas are implemented. This can be through a company-wide newsletter, a digital board, or a bonus program.

 

Phase 3: Evaluation and Refinement (Ongoing)

 

To ensure the program’s success, we must continuously evaluate its impact.

  1. Track Key Metrics: We will monitor key performance indicators (KPIs) such as the number of ideas submitted, employee engagement scores from our annual surveys, and employee turnover rates. We will compare this data to our pre-program benchmarks.
  2. Feedback Loop: The “Empower Echo” program itself will be open to employee feedback. We will regularly survey employees on the effectiveness of the program and make adjustments as needed.

My vision is that “Empower Echo” will not only give every employee a voice but will also transform how we operate as a company, making us more agile, innovative, and resilient. Thank you for your time and consideration.

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