Today 's work environment requires rapid responses and creativity as well as the resilience of all employees. It is also very critical for organizations like Jeffries, Smith, and West to be able to retain its top talent and this can be done through coaching. When employees are coached, they exhibit more commitment and improved performance at the workplace. There are several coaching styles that can be used in the workplace with each being applicable in different scenarios. The personality and behavioral preference of the coach will affect the type of coaching style they will choose to use in the coaching process and it could either make or break the coaching relationship (Parsloe et al, 2016).
To improve the competence of employees and to motivate them it is necessary to provide training and development opportunities for them so that they can reach to top and keep improving their skill. It not only motivates the employees but this improves efficiency of work also. By offering the opportunities for carrier advancement to the employees organizations can improve their effectiveness and efficiency. After taking training and performing the job for sometimes there is need that employees’ performance must be evaluated. The employees are rewarded according to their performance.
& Debra G. (2010) it’s very important for any organization to provide clear directions to its staff in order to guarantee an employees’ contribution to its brand image. For example, the organization provides training, mentoring and coaching to its staff. It also contributes to educating them about its internal and external policies. Moreover, it helps them to acquire more information and knowledge about their products and services. In return, the employees ‘commitment towards the organization will grow gradually.
Create the career advancement plan for the employees In order to ensure the career development system went smoothly we need the effective action plan by creating the career advancement plan which is as a guideline for the employees to achieve and attain their career in CCK Fresh Mart for the future. This will create opportunities to employees to build up their own career in the organization. This also will motivate them and enhance their performance in doing a job. The guideline also help to inform the management of CCK Fresh mart about on how the career system will be implemented and make sure that the designing of the career system for their employees will attract the top management to invest in term of energy, money and support. Table 1 show the career advancement plan for CCK Fresh Mart.
Organizational values can resonate with employees’ higher ideals and rally them around a set of meaningful goals. They also focus employees’ attention on organizational priorities, which then guide their behavior and decision-making. One method for strengthening culture is to choose new employees based on culture fit. New employees can then be socialized into the culture by being taught its values and expected behaviors. Early employee-employer interactions are vital; they can determine the employee's desire to “buy in” to the company's philosophy and establish long-lasting patterns of
Employee rights and responsibilities have developed over time to also foster in the protection for employees as well. Employers have the problem of balancing the legalities with responsibilities and the total social engagement of an organization. With employees rights and responsibilities comes the concepts of due process, employment at-will, duty of diligence, duty of obedience, and duty of loyalty. Employers love to have an engaged workforce so seeking out ways to have a productive organization can be challenging. Employee involvement strategies have been created to include employees in the some of the decision making in their day-to-day activities.
The SWOT analysis provided information that will enable the ability to strengthen specific areas within the HR department and create a strategic plan to reach its goals. By evaluating the analysis, it is important to continually ensure employees are motivated and the organization demonstrates the ability to retain good employees. The restructure of benefits and recognition programs will be completed to ensure production maintains at desired levels, and employees remain content in his or role. New technology will be implemented to review employee metrics on several levels. For example, an employee performance card will offer the ability to quantify the efficiency of HR practices and employee performance, and can be useful for decision-making when determining the capabilities, strengths, and weaknesses for all employees.
Many of these provide a basis for pay, promotion, and disciplinary action. The performance appraisal information is essential for employee development, since knowledge of results (feedback) is necessary to motivate and guide performance improvements (El-Ghalayini, 2013). The aim of managing organisational performance is to increase organisational effectiveness by obtaining better performance from people by getting them to work well together. Organisational effectiveness can also be helped by improving organisational processes (such as the formulation and implementation of strategy and the achievement of high quality customer service), and facilitating the management of change (Armstrong 2010). In performance appraisals, competencies are used to ensure that performance reviews do not simply focus on outcomes, but also consider the behavioural aspects of how the work is carried out (which determines those outcomes).
Support is also provided for individual learning through coaching, mentoring and guidance, which aid the workforce to be effective and efficient. Therefore, organisations should have continuous learning systems which will develop strategies to build resource-based capability. Investment in people will develop human capital to increase the stock of knowledge and skills. This creates an open and unambiguous vision for employees encouraging wide strategic options lateral thinking and orient knowledge-creating activities. Consequently, it is essential to develop a climate conducive to learning and innovation in
Project TitleEmplyee Relations Managment (EMR)ObjectivesThis unit familiarises you with the concepts of ERM. After studying this unit, you will be able to: • Define ERM. • Explain the importance of ERM in an organisation • Describe the features of an ERM tool • Describe in detail the core issues addressed by ERM. ERM is all about management of relationship with employees in an organisation. It involves providing required training to employees, maintaining clear communication, ensuring timely redressal of grievances and providing them with a career growth path.ERM is a process that develops and maintains employee relations, ensures employee satisfaction, increases productivity and improves employee morale.