Treadway Tire Company
Case study: TREADWAY TIRE COMPANY
“Evidence of Human Resource Management can be traced to pre-historic times, like mechanisms being developed for selecting tribal leaders. Knowledge was recorded and passed on to the next generation about safety, health, hunting, and gathering. 1000 B.C to 2000 B.C saw the development of more advanced HR functions. The Chinese are known to be the first to use employee screening techniques, way back in 1115 B.C. And turns out it was not Donald Trump who started "the apprentice" system. They were the Greek and Babylonian civilizations, ages before the medieval times.” - Rashida Khilawala
Introduction and Overview: What is Human Resource Change Management? Why is it important? Why would a company run by professionals working in a well-lubricated framework of hierarchy and infrastructure run into trouble? The answer lies in the combination of mismanagement, lack of communication between key stakeholders and absence of structured human resource procedures. The Treadway Tire Company is a classic example of how all these factors can cause problems and may push a company into perilous waters, and how the management of people can affect the overall productivity and performance of an organization. At the end of 2007, Treadway Tire Company was facing high turnover rates among its foremen coupled with rapidly growing raw material costs and budget constraints. Director of human resources, Ashley Walls was called in to address this issue and complete a plan of action within two months. The root of the problem, however, cannot be pinpointed to a single cause, but is the interplay of multiple causes. Key Stakeholders: In order to implement change management concepts, the key stakeholders and their needs need first be identified to find an optimal solution to palliate their concerns. According to the Stakeholder model- the foremen, line workers and United
Steelworkers Union fall under the Incompatible/Necessary category. The foremen are the
“Evidence of Human Resource Management can be traced to pre-historic times, like mechanisms being developed for selecting tribal leaders. Knowledge was recorded and passed on to the next generation about safety, health, hunting, and gathering. 1000 B.C to 2000 B.C saw the development of more advanced HR functions. The Chinese are known to be the first to use employee screening techniques, way back in 1115 B.C. And turns out it was not Donald Trump who started "the apprentice" system. They were the Greek and Babylonian civilizations, ages before the medieval times.” - Rashida Khilawala
Introduction and Overview: What is Human Resource Change Management? Why is it important? Why would a company run by professionals working in a well-lubricated framework of hierarchy and infrastructure run into trouble? The answer lies in the combination of mismanagement, lack of communication between key stakeholders and absence of structured human resource procedures. The Treadway Tire Company is a classic example of how all these factors can cause problems and may push a company into perilous waters, and how the management of people can affect the overall productivity and performance of an organization. At the end of 2007, Treadway Tire Company was facing high turnover rates among its foremen coupled with rapidly growing raw material costs and budget constraints. Director of human resources, Ashley Walls was called in to address this issue and complete a plan of action within two months. The root of the problem, however, cannot be pinpointed to a single cause, but is the interplay of multiple causes. Key Stakeholders: In order to implement change management concepts, the key stakeholders and their needs need first be identified to find an optimal solution to palliate their concerns. According to the Stakeholder model- the foremen, line workers and United
Steelworkers Union fall under the Incompatible/Necessary category. The foremen are the