This is driven by the great ability they gain to execute their duties. Employees have a sense of belonging that company or the organization that they work for and the only way to reward it is giving the best services they can. Reduction of turnover and absenteeism: Employee turnaround costs time and money. Training creates a feeling of confidence in the minds of the employees. It gives them a security at the workplace.
Effect of Employees Training in an Organization Introduction Training increases the employee’s performance with regard to the research that suggests, training is an important activity that enhances the performance of both the organizations that conduct these activities to nourish its employees so that they can meet their goals in a timely fashion yet bring quality and efficiency to meet and exceed expectations. Employee performance depends on many factors like job satisfaction, knowledge or novice level of the employee and alignment of individual with organizational goals. This shows that focusing on employee performance has the highest priority in terms training and development to benefit both parties involved. The main objective of our study
Any consultant hired to set up and coordinate employee involvement programmes should be selected jointly by the representatives of the employees and the management. It is a voluntary process for both union and company. The union selects, elects, or appoints its representatives on the committees that deal with employee involvement. The organisation should give a commitment to the employees that no workers can be laid off or downgraded as a result of ideas generated by the workers in employee involvement committees. The organisation should share monetary incentive, free training, shorter work week, flexitime etc.
Empowerment emerged as a vital management practice at various levels of the management in any organization in the recent years. In addition, empowerment significantly affects the work force and/or employees in many ways in any organization. Also, many academic researchers and industrial experts highlighted that empowerment has a strong effect on employees’ job satisfaction which in turn leads to job performance. Therefore, it is very important to conduct a study on how employee empowerment effects the both job satisfaction and job performance. Besides, it is indeed to explore how the above constructs inter-dependent, how strong their relationships in the presence of mediating and moderating variables.
When employees are given the flexibility and freedom to make a difference, they feel empowered and end up delivering high quality work. Employee collaboration within the work environment is enhanced, exchanging of ideas and teaching each other to solve work-based problems create teamwork. Benefits of Employee Empowerment to the
-Encouraging autonomy and discouraging micromanaging: While it is essential to have manager, it is also needed to have some own space to do the work in his/her own way utilizing their own time and resources. Some autonomy always gives the feeling of being an important part of the organization. -Focusing on the future with clear communication: Everybody wants to grow in his/her workplace. Growth is very vital for any sort of professional. Communication with the people of management or the upper side of the growth pyramid is very important for the employees for the feeling of assurance to grow gradually.
Modern companies have already realized that the environment has changed and they are continuously faced with more challenges, more flexibilities, more demands that is why, companies are utilizing organization development as a means of aligning with the challenging workforce and needs of the customers. Some of the trends would include: the increasingly complex environment and employee empowerment. The complexity of the workplaces today are brought about by the advancements in technology and the “borderless” environment. As a result, employees must be trained and refreshed regarding their jobs and update the skills and abilities they currently possess in order for them to be flexible and highly-adaptable should there be organization development activities to be planned out. They must also be culturally-competent, which could be achieved when employees are familiar with a couple of new languages and the cultures before immersing themselves to a foreign-based branch of the company.
They are absorbed in their work, put their heart into their jobs, are excited about doing a good job, exert energy in their work and are a source of competitive advantage for their employees. Objective of the Study: Realizing the benefits attached to employee engagement most of the companies’ today conduct employee engagement surveys to measure engagement. Though there is no universally accepted measure of employee engagement. In simple terms, an engaged workforce is said to be the one who takes pride in being part of the organization and advocates the organization. Such employees are satisfied with their job and intend to stay longer.
INTRODUCTION One of the major challenges of modern competitive organizations and institutions is“ Employee Development” where “ Employees” are the greatest Asset and backbone of an organization so called as the Human Resource. It is the very need of every organization to value, nurture and retain their employees with them, which is beneficial for organizations success. In the beginning an employee is like a Flower Bud which has to be given proper care and support through developmental activities and him to blossom like a Flower. Development can take place through a number of training , motivation and developmental activities. Motivational factors like Promotions, Appraisals, Recognition,