This document discusses human resource challenges at MTS Systems Corporation. It identifies retention of skilled workers as a major challenge, as employees seek promotion and to meet changing expectations and motivations. Younger generations are less loyal and more driven by recognition, while older generations value financial rewards more. The company must evaluate workplace needs and focus on career growth, creativity, collaboration, and mission to engage employees. Effective communication between generations and a culture of respect are also important to address human resource issues and improve performance at MTS Systems Corporation.

1. Running head: CLIENT PROBLEM
1
CLIENT PROBLEM 4
CLIENT PROBLEM
Nicholas J Ceo
American Military University
6 December 2017
The modern business environment has become very
complex, competitive and dynamic. An organization has to keep
scanning the environment to see what it can do differently so as
to increase its productivity. Management problems have been
around from time immemorial, but their impact on the
performance of the organization cannot be ignored. These
challenges, then, have to be sorted out in the most effective way
possible so as to mitigate their effects on the organization.
Some of these problems include transparency, human resources
challenges and change management. In this research paper, we
are going to focus on human resource challenges experienced at

2. MTS Systems, evaluate their effect on the company performance
and measures that can be put in place to mitigate the effects of
this challenge.
One of the biggest challenge in the workplace today is
retention of skilled and talented workers. The way the
workforce is constituted today, there is a need for more than a
good salary to keep the talented people motivated and satisfied.
It has been observed that employees move and job-hop as they
seek to move up the ladder at the shortest time possible and also
in an attempt to meet their expectations and motivations which
are ever-changing and dynamic. The situation has been
compounded by the generational difference in the company
where there are older generations and the millennial, who are
driven, motivated and simulated by different factors. For
instance, the older generations are much more loyal to the place
of work and are less likely to job-hop. They are also more
patient and are much more responsive to financial rewards. On
the other hand, the younger generations are less loyal to the
company they work for, are less patient and will respond better
to recognition as well as feeling valued.
Today, managers have woken up to the realization that
their skilled staff has more options on their hands, especially
now that there are more advances in technology, given the
explosion in startup and entrepreneurs who are revolutionizing
the way things are done. Managers have to evaluate the hunger
in the workplace and focus on feeding it (Bondarouk & Ruel,
2009). There is need to focus on much more than just providing
a potential opportunity for promotion and job security.
Managers should focus on working with the other members of
top management in order to define roles, come up with career
progression paths that are extensive, enhancing creativity in the
workplace, enhancing the working environment, encouraging a
culture of collaboration and providing a system-wide mission
that will be adopted by employees in their daily operations.
Management of human resources extends even to the
communication amongst the different generations that are found

3. within the workspace in the organization. A younger generation
is usually accompanied by new advances in technology, new
ways of doing things, new challenges, new ways of thinking and
different reactions from the society. Presently, we have
millennials who are at home in the digital world and are spiteful
of analog methods. They also appear to be more aggressive,
lacking emotions and patience. This is also a generation that
wants to be efficient in what they do and wants to feel that they
bring about an impact at their workplaces. Technology promises
to do more work, with better quality output, with fewer
wastages and less time. The organization has had challenges
managing the passion of these young people. There have also
been challenges in dealing with the reactions from other
generations in regard to these new ways of thinking as opposed
to the traditional methods and finding common ground that will
promote respect and collaboration. A mix of the generations of
the teams is a benefit if there is the diversity is used as a tool
for bringing the best qualities to the table and pooling them
together.
Focusing on retaining staff and talent for longer periods of
time will go a long way in reducing costs associated with
recruitment, training, and orientation of new staff. It will also
be important for the maintenance of good performance as there
will be little time lost in training of new staff and before they
become productive. In order to retain employees, the
organization needs to enhance the adoption of a company
culture that is appealing and that engages employees in two way
communication (Hendry, 2012). In this way, their needs will be
understood and steps that should be taken to make their
environment more conducive. Communication between various
generations will be better handled if there is the inculcation of a
culture that encourages respect, collaboration, and co-operation
towards achieving a common goal. In dealing with the younger
generation, there is need to provide better structures, mentors,
effective leadership, and guidance. At the same time, it is
important to encourage the millennials to embrace their can-do

4. attitudes and bring solutions in the workplace instead of trying
to confine them to certain ways of doing things. The
management can also take advantage of their levels of comfort
working as teams and use these groups to brainstorm and come
up with solutions for various challenges. In this way, the
organization will achieve greater levels of success.
References
Bondarouk, T. V., & Ruel, H. J. M. (2009). Electronic Human
Resource Management: challenges in the digital era. The
International Journal of Human Resource Management, 20(3),
505-514.
Hendry, C. (2012). Human resource management. Routledge.
Purpose of Assignment
The Week 1 assignment allows students to explore a company
that they are familiar with and relate this to their own
experiences to determine the importance of the mission and
vision of a business as well as the influence this may have on
their own role. The assignment will also allow the student to
explore the effects of a company not having a mission
statement.

5. Assignment Steps
Resources: Week 1 textbook readings
Choose a company that has both a mission and vision statement.
This should not be the same company you will choose for the
assignments for Weeks 2-5.
Prepare a minimum 700-word summary in which you address
the following:
•Identify the company's mission statement.
•Identify the company's vision statement.
•Explain what role these have on the way the business operates.
Evaluate whether the company's actions seem to align to their
vision and mission statements.
•Examine how the mission and vision of the organization might
affect or guide you as an employee or manager in the company.
•Analyze what you think would be the effect if the company did
not have a mission statement.
Format your paper consistent with APA guidelines.
Introductions, conclusions, and APA headings are required in
all written assignments in this course. Cite any resource
material used in completion of the paper. The introduction shall
briefly, and clearly, convey the purpose of the paper. I highly
recommend reviewing the Writing Guides for 400-level
papers.Papers found to be plagiarized will receive an automatic
zero and an academic violation report will be filed. Make sure
to use in-text citations and reference any and all resource
material.
Cite a minimum of two peer-reviewed references.

6. Running head: CLIENT SELECTION
2
CLIENT SELECTION
Nicholas J Ceo
American Military University
6 December 2017
MTS Systems Corporation is a supplier of test systems as
well as industrial position sensors all over the globe. The
company deals with hardware and software solutions with the
aim of accelerating and improving the design, development, and
manufacture of products and structures. MTS operates in two
segments, one which deals with sensors and the other with tests.
The test department focuses on providing testing solutions that
include software, hardware, and testing services. The sensors
segment is keen on providing products to be used in mobile
equipment and industrial tools manufacture in order to automate
their operations, thus enhancing safety and productivity of the
end users. The organization also provides tools to measure
displacement in fluids, for instance, liquid levels for clients in

7. industrial processes.
The organization provides a solution is an organization
that seeks to pioneer in technology and provides unmatched
expertise. Engineers depend on accuracy, certainty, and
measurements to do their work, to conduct research and
transform ideas into results that are tangible and working. MTS
Systems is a corporation that is fully dedicated to this
transformation in a manner that is faster, more efficient, easier
and more successful. The company was established in 1966 with
its headquarters at Eden Prairie, Minnesota and has since that
time worked in partnerships with engineers worldwide.
MTS Systems has had impressive performance over the
years with revenues of about seven hundred and eighty million
dollars in the 2016-2017 financial year, up from six hundred
and fifty million dollars the previous year. This represents a
38.4% growth in revenue. Profitability has also grown over the
years, and the strong performance is expected to continue into
the near future. Nevertheless, the performance would be much
better if the existing management problems are dealt with.