Problems and Problems and Solutions of Arthur C. Solutions of Arthur C. Kaplan and CompanyKaplan and Company

Problems and Problems and Solutions of Arthur C. Solutions of Arthur C. Kaplan and CompanyKaplan and Company

-Nikunj-Nikunj-Prasanth-Prasanth

-Nikunj-Nikunj-Prasanth-Prasanth

Issues…• The company spends almost

$1200 per employee per year for training and development.

• Despite working hard, a beginning CPA gets just a corresponding pay.

• The purpose of attracting aggressive students was that they need people who can work aggressively, but this aggressiveness ended up with being boorish and callous with clients.

• Employees lack interpersonal acumen.

Issues…

• Training executives think that any added expense (for interpersonal development) may not justify; besides this they also think that already too much is being spent on education and training.

Issues…

• Another issue is that after receiving the training, many employees switch the company nullifying the expenditure on training and education.

Issues…

• 70% of the investment on training should concentrate on technical skills and 30% on interpersonal acumen. This won’t reduce the expenditure but this may sound as a justified expenditure to the senior training executives.

Remedies

• Employee-compensation plan may be revised compensating more on employee’s performance and may be better than the industry standards.

• Training has to focus on being friendly with customers.

• They may ask the employees to enter a contract in which after getting trained, an employee has to work for at least 3 years.

Remedies