Giving the department supervisors the authority to take responsibility over each individual employees' hours to ensure accuracy should allow for the catching of errors and purposeful overstating of time, while allowing the employees to enter their time into the computer themselves gives opportunity to report accurate data the first time. By using simply mathematical equations, Fargo will be able to measure the benefits of implementing these recommendations. Single-factor productivity can be measured by taking the units produced and dividing it by the labor-hours used. For instance, if 1,000 units are produced for every 250 hours of labor, the number of units per labor-hour would be four. If the changes in the functions increased units or decreased hours, the company will see a positive change in their productivity, thus saving them money (Herzer & Render, 2008). The company can also determine how many hours of labor were spent on the old time reporting...

The new. The difference will be the cost savings that the company gains, however, if the hours incurred in the new system are greater than those in the old system, the change has been unsuccessful.
Fargo has an outdated system that is not working in their favor. The Human Resources department is making many errors on the input of the time reporting for all of the employees. By eliminating them from the process, each the Human Resources department and the specific departments will become more efficient and have more accurate data reporting. In allowing employees variation in tasks, the company will become more productive and emotionally invested. Overall, Fargo Publishing Company would benefit from adopting these recommendations.

References

Heizer, J. & Render, B. (2008). Operations management. Boston: Prentice Hall.

Nelson, D.L., & Quick, J.C. (2011). ORGB. Mason, OH: Cengage Learning.