Greetings to all. ~Blue
check youtube restrictions
Top 10
Welcome to ANSWEROLOGY RELOADED, where you can ask questions and receive answers from other members of the community. ~Bluegenel
Members Online: 0
Active Members this hour:
None this hour
Be the first to post something
Visits Today: 8,577
Visits Yesterday: 22,893

+1 vote

Imprimax is a family business, specializing in commercial printing, that has been operating for more

than 45 years. The founder’s son, who now heads the company, has maintained the authoritative

management style introduced by his predecessor. Imprimax has experienced strong growth thanks to

the acquisition of major contracts and the introduction of new technologies. In addition, its workforce

has increased from 300 to 500 employees. The company’s management team is composed of

managers who came up through the ranks of the organization and are experienced in printing


Like all the businesses in its region, Imprimax is facing both internal and external challenges. Over

the past year, its staff turnover doubled and many employees retired. The problem was exacerbated

by the current lack of experienced workers available on the labour market. As part of its succession

plan, the company launched a massive recruitment campaign among students from trade and

technical schools and universities. The generation clash between the two groups of employees is

already being felt. Although the young recruits are more technologically advanced, the older

employees are the ones with the specific know-how and experience. Networking between the

different generations seems to be problematic, and the retention rate among the younger generation is

low. In fact, a number of them quit after only several months with the company. Knowledge transfer

and employee retention are key success factors for Imprimax’s survival.

As a trainee hired by the plant’s HR manager, you are asked to analyze the situation and make

recommendations to reduce the turnover by retaining young new hires and promoting an

intergenerational synergy. With this in mind, answer the following questions.

in Quiz by (100 points)

2 Answers

+1 vote


You forgot to list your following questions.

The Leftists have left us!

by (1,068,480 points)

Minor technicality.

0 votes

Well, if there is a large turnover trend.

There are likely several factors at play.

New hires on the job “expectations” are not being met.

1. During a thorough interview process are the new hire’s expectations /needs  explored?

2. How much responsibility are they willing to take on?

3. Do they understand the work environment, business culture?

4. Do they know whether there are high expectations of productivity and what exactly amount of time is spent traveling, meetings and after work commitments are expected. For example receiving calls at home or expectations to be called in on days off?

5. Number of hours of mandatory overtime fully discussed truthfully at time of hire?

6. Amount of personal time, sick time off, how often, whether documentation is required etc.

7. A clear understanding of who their immediate supervisor(s) are?

8. Are they provided with a booklet of company rules, policies?

9. When leaving the company and providing notice, is there an exit interview, if not why not?

10. Are competitor companies offering comparable salaries, insurance and benefits packages or are they basically undermining your company’s ability to maintain retention?

11. Is there a labor Union present.

12. Are all employees faced with abiding by the same rules or are there bosses  “favorites?”

13. Is nepotism prevalent throughout your company?

14. Are slackers dealt with or are the productive employees expected to “carry their responsibilities?”

15. When work slows down are employees “blindsided” by being sent home early or given short notice of layoffs?

16. Do clerical or data entry employees “expect” to be allowed to work remotely from home either full time or a hybrid work schedule 3 days at home 2 at the company?

17. Do new hires receive adequate training to accomplish the company’s objectives and requirements?

Younger employees often have more a “sense of entitlement” than older workers. This is one of the vast generational challenges I have observed.

In that case the company may want to add “incentives” to retain new hires, but obviously it can’t be significantly better than present positions or that will cause resentment.

The Leftists have left us!

by (1,068,480 points)
edited by
[ Contact us ]

[ F.A.Q.s ]

[ Terms and Conditions ]

[ Website Guidelines ]

[ Privacy Policy and GDPR ]

[ cookies policy ]

[ online since 5th October 2015 ]