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).
Assess the contribution of learning styles and theories when planning and designing a learning event. For this section of the assignment I am going to write about how a quality management awareness course should be planned. Stage 1 – You need to explain the purpose of the training and the targeted audience. You need to make sure that it is clear what you want to accomplish by having the training. Whether it is to develop employees knowledge, develop their professional needs etc.
The strategic role of training influences the type of training and how the training is organized in the company. A number of studies have found that support of peers and managers is critical in motivating employees to attend training. Success of training depends on positive attitude of the employees about participating in the training activities (Noe & Colquitt, 2002). It is vital to examine the availability of training resources, company may decide to purchase a training program from a consultant or vendor. Some organizations build the training program in-house and the time taken to develop a training program depends.
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
ORIENTATION TRAINING DEFINITION Once employees are selected, they must be prepared to do their jobs, this is when orientation and training is used. Orientation means providing new employees with basic information about the company. Training programs are used to ensure that the new employee has the basic knowledge required to perform the job satisfactorily. Orientation training programs are important components in the processes of developing a committed and flexible high‐potential workforce and socializing new employees. OBJECTIVES OF ORIENTATION TRAINING • Team Membership An orientation program should give new employees a sense of belonging to a team.
According to Bowen and McDonough (2011), action plan are lists and tasks that must be carried out in order to reach specific goals. In developing a career plan for the executive manager we need to decide on practical steps based on action plan to develop their own career development plan. In this case, employee need to improve their self-based on knowledge; skills and ability before the management decide to assign in the right position for them move to the next stage of their career development. As employee, they have right to know how the management develop their career in an organization so that they can measure their strength and weakness to challenge their self in working hard for the highest position that they can achieve in the organization.
The goals set was specific and straight forward and would go a long way in helping to restructure the organization. The principles of job enrichment involve empowering workers by challenging them and assigning more tasks that will improve their efficiency and also allows them to take control of their duties. HIS department applies the job employment principles to solve some of the existing problems in the organization. These problems and their proposed solutions include; etiquette issues such as truancy at work, low level of courtesy, lack of concentration and boredom would be solved through introduction of different tasks and decreased repetition of duties; allowing workers to
When recruiting applicants, it is important to know different things from them like more of their personality or behaviour for work such as communication skills, teamwork skills, thinking skills, personal qualities etc. not just skills of doing the job because before seeing their possessed skills, attitude will be seen first. When applicants have the great quality of behaviour and personality, they can be trainable for other job positions. If these applicants are selected and appointed to the job, the manager would be able to mould individuals to the way they would like them to work. For instance, during the recruitment and selection process the recruiter find the applicant`s attitude which is willing, hardworking and committed then most likely if this candidate is to be selected and appointed to the job, the manager can train them for improvement or for different
Self-development programme seeks to match to the needs of the employees with those in the organization with the major components are counselling and motivation. Counselling provides employees with the opportunity to define career goals and to create plans within the context of organizational realities. In the counseling sessions, the employees will be motivated by success persons in the organization. It is important for the company to understand the differences that exists among individuals and what motivates them at workplace. Counselling provides also chance for employees to clarify their individual goals and identify what paths that they can take within the company to reach their objectives and earn valuable rewards.
As HR professional we must set a plan to analyze the job which the organization decides to hire for. First, we should identify the purpose beyond job analysis and the needs of. Then, the organization should select the right analyses and that the decision maker should select the right person ‘job analyst’ to do the process of collect data analysis. As above discussed about the methods of how to analyze particular job, this must be taken into consideration clause of the method depends on job nature and conditions. Every employee in the organization needs the training and development, however the job analyst is part of the organization and he/she must get appropriate training to develop the performance in analyzing jobs.