what is the value of x identify the missing justifications This is a topic that many people are looking for. bluevelvetrestaurant.com is a channel providing useful information about learning, life, digital marketing and online courses …. it will help you have an overview and solid multi-faceted knowledge . Today, bluevelvetrestaurant.com would like to introduce to you How to Justify an Increase in Staff. Following along are instructions in the video below:
Are on click cc at bottom right to turn off would you like to know. Know. One of the most underappreciated pieces of cytoplasm out there platelets.
We take for the function of our platelets. Which are fragments of cytoplasm that help stop us from bleeding they help our blood to clot when we get hurt. But there is a disorder called hemophilia that can affect those platelets and even a basic cut could be dangerous for them because they could bleed continuously.
We have many treatments for the symptoms of hemophilia now that have greatly improved outcomes with this disorder. Although it wasnt always that way hemophilia is a sex linked recessive trait. Which means.
It is different from basic mendelian genetic problems. We still use the terms dominant and recessive for alleles. But this time.
Those alleles are on sex chromosomes. This is the case with sex linked traits. What is a sex chromosome recall that humans have 46 chromosomes chromosomes are made up of dna and protein they contain your genes well two of your 46 chromosomes.
They are called the sex chromosomes in a karyotype. It is usually the last two chromosomes that are the sex chromosomes. The sex chromosomes are called x and y chromosomes.
But it has nothing to do with the shape of the chromosome thats kind of confusing. But please dont think that y chromosomes are shaped like a y. And x.
Chromosomes are shaped. Like a x that used to always confuse me that has nothing to do with their name. The reason they got those names is actually kind of interesting so to the google for that everyone has a x chromosome.
But if you have another x chromosome. Meaning you have two x chromosomes. You are female and if you have a y chromosome.
Meaning. You have a x and y chromosome. You are male.
There are also genetic disorders. Where you can have extra copies of sex chromosomes. But we are not going into that for this clip sex linked traits are traits that are specifically on the sex chromosomes.
Most sex linked traits tend to be on the x chromosome. Because. It is larger than the y chromosome and contains more genes than the y chromosome.
The disorder. Hemophilia is like this we will use the letter h to represent an allele for not having hemophilia and a letter h to represent an allele for having hemophilia hemophilia is a recessive disorder. Which is why it is being represented by a lowercase letter h.
Only it must be placed on the sex chromosomes as a superscript like an exponent let me explain what i mean by that a woman that does not have hemophilia could have the genotype xhxh or xhxh. Because as long as shes got at least one dominant allele that dominating allele will be what shows so no hemophilia since again hemophilia is a recessive disorder. The only way for her to have hemophilia would be the genotype xhxh.
Because only when there is no dominant present will that recessive show up at least in this type of trait for a male to not have hemophilia his genotype would have to be xhy notice. How i didnt put anything on the y chromosome. Again most sex linked traits are on the x chromosome.
If he has the genotype xhy. Then he has hemophilia he doesnt have two x chromosomes so in this disorder. He either has it or he doesnt there is no heterozygous genotype for the male so he cannot be a carrier so lets say two people that do not have hemophilia have children.
However. Lets say. The woman is a carrier that means she is heterozygous.
How do you do a sex linked punnett square cross for this kind of trait step. 1. Identify the genotypes of the parents so the mother is xhxh she doesnt have hemophilia because of the dominant allele present.
But she is a carrier the male if he does not have hemophilia must be xhy. Theres no other option for him step. 2 place one parent on the top outside of the square like this place.
The other parent on the left outside of the square like this step. 3. Cross them for formatting purposes.
Place x. Chromosomes. Before y.
You also write any sex. Chromosomes with dominant letters. First the results you get in the squares would be the offspring.
The babies. The genotype ratio could be written out like this the phenotype ratio. Remember that these are the traits can be written out that there is a 75 chance that a child will be born without hemophilia and a 25 chance that a child would have hemophilia for this boy here notice that in this type of example of a sex linked recessive disorder boys are more likely to inherit this disorder.
Because they only have one x chromosome. This is true for many other sex linked recessive disorders. Such as color blindness.
Well thats it for the amoeba sisters. And we remind you to stay curious. know if their requirements state x.
And then later on they change to y takes us a really long time to really accommodate that change and some of our customers have even gone so far as to say that acne employees always seem tired for example one employ one customer called and said hey i was really glad your employee sent that over last night. But it was at 11 oclock at night. You know why are your employees.
Working. At 11 oclock. At night.
Doesnt seem doesnt seem right from an employee perspective. Weve found that our employees feel that theyre not effectively supporting the business. They dont feel theyre doing a good job.
They feel their quality of work is suffering that theyre finding errors for example with project fire side. The reason.
We were over budget was because people were making mistakes and they had to go back. And be corrected. They feel that theres a lack of focus on internal initiatives.
We are solely supporting our customers next employees. Feel that time for personal development is very very limited and they feel that theyre working long hours on a regular basis. And well come back to that in a little bit finally if we look at it from a business perspective right.
Weve got work. Weve got a new business coming in so weve got work that exists for adding additional staff. We also are not really building a better organization.
Were really just maintaining or taking on more work. But were not really growing with that business and then weve got insufficient support for other internal teams right so. Theres only so many hours that can be fit into a day and basically all were doing is taking care of customers.
Were not actually focusing on grille. Our business and healthy manner. So lets look at this slide.
Here theres three things that ive highlighted here first is you know point four. There says you know identify the view your customers have of you right so really what does it imply for future business. You know if your customers dont have a very good view of you there is some risk.
There that that will have an impact on you in the future pull some information and perspective from employees right again. No business leader wants to see that his his or her employees are unhappy. So.
If you can provide some insight as to you know what employees have to say about the situation you know tie it to things like the product quality tie it to things like morale or things that they want that are not being given the opportunity to to pursue. So you may want to throw some employee feedback in here and then again from a current state standpoint. Look at it from you know lastly a business perspective.
Right when youre asking for resources. You always need to tie to some sort of business. Need right keep it to an objective discussion.
Not subjective okay so make sure that theres some sort of factual. You know things that people will be able to understand and kind of support okay so the last six months. Weve collected some employee.
Weve been tracking time for our employees. Weve collected the amount of time theyve been putting in each week. And you can see based on the data that we basically are averaging about 800 hours per week or so.
When our capacity. If our employees are at a sustainable level of work are around closer to 680 or so so basically you know six months of data shows that we are essentially three heads deficient in terms of our capacity. And you know its a its a very good point to make here that you know these hours are strictly going to supporting projects and customers.
Theyre not going towards internal development. You know improving our processes and standards. Improving some of our methods and techniques really building the organization its purely sustaining okay so in this slide.
I cant emphasize enough that data is your number one friend when it comes to asking for resources. If your company does track time formally. Then you know go pull data you want to be a you know a significant amount of time not just two weeks or maybe a month.
But you want to show that its a trend you want to show that its a condition. Its not just a spike. Because of some big project or something like that you want to show that its its a kind of an ongoing issue.
Okay. If you dont track. Time.
Formally you know you as the manager need to really take time and either create a spreadsheet have your employees fill it in each week. Something like that but collect the data somehow and ill tell you what if you dont track time formally and all of a sudden you go in front of an executive and say hey heres the data that that we dont track. But ive collected it thats gonna be really really powerful.
So its important that you really do some thorough analysis and you look at trends. You know just look at a short period of time. Okay.
So lets look at the current state relative to where we want to go in terms of a future state. So our current state. You know were slow to respond to customers so to get better our future state will look like you know something like we want to turnaround quotes to new customers in one day and we want to decrease our hold time by customers by 20.
When theyre on the phone. So you know tying back into the whole objective to you know improve our customer satisfaction. Scores.
We want to be able to turn culture around faster and decrease phone call time by 20 next you know right now were in a perpetual mode of firefighting. We really want to get towards a state. Where were improving the stability.
Were able to weather storms easily rather than always sort of be on thin ice with some sort of major issue that pops up and we want to improve our internal development. We want to be able to improve our processes our techniques our methods to make ourselves faster and more efficient and bad and overall just more competitive as a company and then from a current state situation with respect to our people you know right now. Weve got a weakened state of quality of work.
Weve got poor employee. Satisfaction scores and consistently long hours as the data shows from a future state standpoint. We really want to improve the engagement morale of our staff and we want to improve the work life balance of our people right we want to reduce turnover.
We want to make people feel like theyre doing a good job so in this slide. What ive done is ive really compared the current state to the future state. Where were going right so its important to show that there is a transition and to meet that transition.
Its not just or to bridge that gap. Its not just a matter of simply you know changing something its a matter of taking action to deliver you know new tangible results. So again you look at it from a few different perspectives customers to business and people not just you know through one lens.
But look through it look look at the issue through multiple lenses. So if we look at the future state. You know what we want our customers experience to be is an improved.
And what we want them to see a improved response time minimal waiting when theyre on the telephone. We want to be able to quickly react to changes and as the customer needs us to do and we want to have our customers interact with happy employees employees who arent tired because they got home to 8 o.clock the night before and they got in at 7 am.
But we want our you know we want our frontline staff. There to be energetic and have our customers have a good experience. We want our employees to feel like theyre doing a good job.
We want to make sure that our employees feel like we value them doing a good job. We want to allow them to pursue you know development opportunities and career growth.
We want to allow our employees to dedicate sometimes internal initiatives. Say theyve got some great ideas to make something better. We want to make sure that we allow that in our staffing level.
And we want to be able to create an environment of stability. Not a firefighting you know perpetual firefighting mode. And then from a business perspective.
Our goal is really to improve customer retention and referrals by you know delivering better customer support. We want to increase employee retention and and maintaining those relationships between customers and employees. We want to hold on to our employees through a better work life balance.
This is also a financial and benefit by not having to recruit and hire more employees over time as others leave and we want to focus on internal growth that leads to ourselves to innovation and competitive advantage. We really want to focus using our employees knowledge to drive our growth and strengthen us as a company so here on this slide. Im really trying to outline things that will resonate with you know again business leaders they want to you know theyre gonna want to see that the benefit of adding staff is an improved customer experience.
We want to highlight that employees will be happier because theyll be working a little bit less and they can have some more time to really do a good job. So its more of a rewarding experience for custom. Sorry employees and then im going from a business standpoint.
That there are some benefits again focusing on benefits. Think of it as i return on the investment. Okay so again.
Tying benefits in a future state and showing that there will be some enhancements. Its not just more people. But theres actually something good coming with it so lets talk about implementation to implement the future state.
Our goal here is really to readily support the business needs through improved responsiveness and employee effectiveness. Okay so weve got three recommended three recommended additions to our staff based on the data. We saw earlier.
The first is to you know our goal here is to decrease. Quoting time to customers by adding. One pricing specialist focused on strictly new accounts.
So this is adding a specialist to focus on turning around quotes to customers the second hire were looking to add is you know really targeting and improved customer experience and this person will be a customer service rep. Somebody whos answering the phones handling any customer questions or concerns and then you know. Although theres no specific additional you know role that were looking for adding.
We want to reduce lost productivity time of administrative tasks on our current staff overall. So we want to add an assistant to support the entire department. So basically things like filing expense reports handling various administration.
Things we want to have just a central admin that handles that and takes that five percent of time away from everybody that they spend you know clicking the mouse for just you know silly actions we want our pricing people to be pricing. We want our software people to be developing software. We want our technical team to be in you know answering the phone and its providing technical support for customers.
We dont want them doing administrative time. So we want to get an assistant to support the entire team so on this slide. What im trying to do is essentially identify that you know taking that data that i showed before of about a three on average three heads worth of people thats you know missing from the group and where we want to put them i dont just want to say i need three people you know you want to be able to say i need three people and heres where i need them and why i need them there so really again its its a business discussion right.
Its a business case you want to show that youve done enough homework to say that hey here are the three areas. I think as the manager or the leader. Where i could use the help and then what its going to again business.
Think about in terms of benefit. Heres what its going to give me so if im the kind of from an org chart standpoint you see the three green boxes as to where these employees will sit as we mentioned. One will be an admin who supports the overall organization and supporting and taking on some of those administrative activities.
We want to add a customer service rep to improve you know the customer experience and to reduce call times and we want to add a pricing specialist. Someone who can help turnaround quotes for new accounts. So in this slide.
What im trying to show is you know you want to be very specific as to where that help is needed you dont just want to say you know you need three as i mentioned before you want to say i need three and this is where the most effective place is to put those employees you want to make sure. Its clear to show that youve that youve thought about how they are going to fit in the organization perhaps in terms of skill levels. What sub team they might be on what function they might perform perhaps number of years of experience that youre looking for.
But you want to be very specific to illustrate that youve really thought about it. And it makes sense so in terms of some remaining questions first of all can we plan in our staffing level to allow one week of professional development for each employee. You know each employee.
You know we want to allow them to grow professionally and develop skills so cle allow for one week a year perhaps to attend some sort of training or seminar of their choosing. What is the resourcing plan for supporting the five year goals so the companys got some initiatives over the next five years. What staff do we need to have now in order to deliver against those goals that we want you know that place where we want to be in five years and then lastly with new product launches coming next year will the programming team need some additional capacity you want to kind of frame.
The discussion here around you know what kind of alluding to future future activities. So for example. It does the programming team need a digital capacity recognizing whats coming down the pipe.
So this slide. We have basically done is trying to just move you know identify that theres some new sense right so lets acknowledge that you dont have every answer. It gives the audience sort of a natural point at which they can ask questions and provide any feedback.
Even if the feedback is something like hey you know i know you asked him for three. But do you think we can get away with two its a good conversation. Its a good way to start having a conversation about okay got it i got the point.
I got the data. I see what youre saying. Lets have a lets have conversation about what we really want to do and its basically allows whoever youre presenting to your boss.
Maybe an executive or whoever it is to kind of say you know theres a couple other things id like you to look at and those are thats the point at. Which you know youve sort of locked youve gotten some alignment. You said you know they may not give you all three they may not just say okay.
No problem theyre not like it to do that you know whatsoever. But it at least is going to give you information feedback as to where that perhaps. The concerns are maybe some other considerations.
Theyd like you to look at and you you know really just kind of lead it to the next step really the objective of the remaining question slide is to get you to the next conversation. Which is hey ive taken all the actions. Ive taken all the notes went back through the information here is an update to what i think we want to do so.
This is really leading to getting you in front of them for the next conversation. So its not just a brand new topic. Its something that you know youre following up on okay.
So that does it so that was our example of how to presentation about how you might want to justify. Additional staff again. You can download this presentation for free on our website at managers resource handbook comm under the tools and templates page.
Again this is a fictitious company. But hopefully this example shows you some of the information that youre going to want to prepare let me enjoy this and well see you next time here at the quick tip. .
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