The goal alignment is a powerful management tool that clarify the role of employees and demonstrate the ongoing value of employees to the organization. When the management involves workers in their work through goal alignment, they create a greater employee ownership in the organization success and become more committed to the organization and achieve a higher level of job performance. In the effort of accomplishing goal alignment, it is crucial to establishing an effective communication channel and set strategic business objective across the entire company. Committed line leader and gifted HR managers create an organizational atmosphere of energy and spirit that is a magnet for best professionals. Their talent policies are developed to last and ensure that they respond to changing conditions the workplace.
The effectiveness of career development can be seen if the career development activities were carried out jointly between the employee, employers and the organizations itself. When employees have a positive perception of their career development and been support by the organization, the employee tend to have high motivation in order for them to achieve the goals. Hence, employees who are contented with the work and his career will be faithful to the organization and work to develop profitability and productivity of the organization. According to Roy (2015) Career development is a process of moving forward employee career plan where it is involving effort from individual employees and organization to achieving balance between employee career aspiration and organization workforce requirement. According to Hall (2002) Career development is important to employee and employer because career development provide mutual value outcome to employee and employer.
For example, Obeidat (2012) and others in the theoretical literature found that the functions re-design is estimated to provide HRM with a better opportunity to impact on strategic decisions in order to eventually improve organisational performance. These functions are: human resource planning, staff development and regulatory compliance, benefits administration, performance appraisal, and recruitment and selection. HRM practices affect the employees’ skills by focusing on development capital in the company, and through recruitment procedures which can secure a large group of qualified applicants for a job. When able to provide employees of the highest calibre, HRM will have an influence on the quality of work and the skills of the employees in action. The provision of formal training and informal employees will improve the quality of the work submitted and will increase the employees’ work experience, and therefore increase capital and further influence employees and development (Huselid, 1995).
Adaptive leaders work with their employee to generate creative solutions to complex problems, while also developing them to handle a broader range of leadership responsibilities. Therefore the leadership style may have an impact on employee job satisfaction. The effects of leadership on employee job satisfaction also important because leadership is viewed by some researcher as on of the key driving forces for improving a firm performance. Effective leadership is seen as major source of management to sustained competitive advantage for organization performance improvement according to (Avolio, 1999; lado, Boyd and Wright,
I will also look at how this research can improve the organization’s marketplace position from an HR perspective. Motivation Motivation is one of the important function of HR in an institution which every institution must practice as this brings about high performance, as a result increase in productivity which will also in turn increase the profit turnover of the organization. When a person is motivated the degree at which the person works is amazing because it affects the person psychologically and this makes them work with more persistence and vigor. Every employer must know that, it is very vital for any institution that its employees are motivated, because if employee motivation level is at a robust point than they can make good performance to get organizational goals. In Ghana most employee motivation is very incomplete area, therefore it is the obligation of supervisors to take concrete and active steps to building motivation level of employees.
The character of this leader convinced his employees to exceed their performance in offering excellent customer service. This will aid to achieve the company’s objectives as well as improve the employees’ needs for achievement and self actualization (McCleskey, 2014). The Operations Managers at CIBCFCIB practiced the transformational leadership style where they inspire and motivate the team members to exceed their performance in providing high quality customer service and flawless delivery, and staff usually rewarded. In addition, operations managers and leaders provide learning opportunities and a supportive environment which increased efficiency. On the other hand, Transactional leaders focus on accomplishing their performance objectives, motivate employees through contractual agreement, stress extrinsic rewards and to avoid unnecessary risks (Burns, 1978 cited by McCleskey, 2014).
All organizations, that have successfully adopted teamwork concept, have reached significant development and increase in work efficiency. This approach improves employee motivation in civil service and benefits overall productivity of an organization. Within an organization, the employees or the team is a very important part. When these employees are not motivated, the productivity will be down and the organization will no longer be on a “forward” moving track. The key to keeping the company moving forward is to have motivated employees.
The benefits of training and development may affect not only employee but also the company or organization. Employee becomes more flexible and motivated to work in the company. Employee will be loyal to the company and active. Increase productivity, fewer accidents these factors make company proud from company person. Furthermore, the organization image will be improved e.g.
To implement career development, employees required well self-understanding and clear career goals and organisations are required to better communicate with employees. The well communication between organisations and employees reduce the turnover rate of employees and enhance the satisfaction and performance of employees. Hence, organisational career development not only provide resources for individual career planning, but also improved organisational commitment and employee job satisfaction.The relevance of career development to employee satisfaction lies in the fact that career development is an important outcome for assessing the effec¬tiveness of employees’ satisfaction. Career development practices have been broadly classified into four broad areas as skill development, skill assessment, incentive pay schemes and projects/ assignments from various literature reviews. Career development practices as independent variables leads to the outcome variable i.e.
Recognition is very important tool for management to increase the motivation level of employees and hence an increase in performance, the employees who are recognized are more satisfied and more performance is gained from satisfied employees (Tessema, Ready, Embay, 2013). Non monetary recognition has a positive effect on performance. If recognition is given to best employee only then the performance can be raised subsequently because the employees who are not given recognition try to give more performance to get recognition ( Bradler et al, 2012). Organizations are interested in managing their human resources in a such a way that all the employees can contribute to the performance. All human resources can give their best contribution for achieving the organizational goals if they are recognized by in the organization.