An employee who is trained on minor additional skill in sales, customer service, administration and operations also fosters team spirit, as employees appreciate the challenges faced by co-workers. Uncover employee potential: Many organizations neglect or overlook the hidden talent of their employees, Training and development provides a platform for employees to discuss their ideas with management. many employees wait for a leadership role within the business, because there is not such programs, these employees never get the chance to show their talent or skills. Job satisfaction: Training and development makes the employees feel more connected; confident and satisfied with the role they play in the organization. This is driven by the great ability they gain to execute their duties.
Training needed: As I faced make the sales amount more of my assistants. They need to be trained before working in the field. Because did not know how we can get the customers concentration for our products. The solution is required that If the Tesco gives them the proper training, they get to attain this task easily. 4.2: Discussing learning styles which can be implemented to overcome the problems; have identified.
Delegation is a difficult task for them because it is extremely hard to look for someone to fill the shoes of the managers most especially the founder. As stated a while ago, it is difficult to look for an employee who possesses the values that a social enterprise needs. Another factor aside from the employee’s fit is the founder’s own attitude towards replacement especially when it is their time to let go and be replaced. Social entrepreneur leaders need to understand that they need to hand some things over. It is not just doing their selves a favor, but also doing a good thing for others.
When I say strengths I mean I would find each employers strong and low points in each area of the organization, once I figured out their lowest and high points in certain areas I place them in their positions. I believe this will better the organization because each worker will have a position that they are comfortable with, if their comfortable they're going to master the skill that was given to them. According to (Traynor,2010)) The learning process begins with building awareness and identifying individual talents using the Clifton StrengthsFinder Profile and reflecting on previous use of these talents. This statement is basically stating the same thing that I said I would do to better my employees in a organization, you always have to figure out what a person strengths, that's why some organizations fall apart because a lot of their employees are placed in positions that they really don't even know much about. Another article stated managers can better the natural strength of their employees by developing a talent differentiation analysis (Wilson,2010).
DISTRIBUTION CHANNEL Another marketing strategy that Haura Haseena Company uses is by utilising distribution channel of product to their customer. Here, it involves the greater part of the techniques on how they view the value of network in order to boost up their sales and profit. In simply, it is regarding on how they get the raw materials, maintain the relationship with the supplier and also the customer. It is crucial for a company to find and maintain the supplier as if the company fail to do so it will lead to bankruptcy and the reputation of business will be bad and collapse. By looking dispersion channel as one of marketing strategy, Haura Haseena founder can aim for the most noteworthy and best capacities to reach their customer by using any conceivable ways to sell, deliver and promote their product.
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.
For the purpose of employee development, the organisations focus on providing training programs in order to ensure that possess the skills that are essential for achieving their goals and targets. Among all the training methods, the most prominent are training other than leadership training, cross-functional training, and leadership training. The firms that make use of training methods are more successful as compared to those organisations that do not use it. With the help of proper training programs the employees are motivated because they consider the fact that their knowledge and skills dye to which their demand and working capabilities. Therefore, through proper training sessions the employees are made sure that their earning capabilities would also rise as their responsibility and criteria of working increases through training processes.
However, usually organizations do want to get the most out of their training investment and therefore only effective and goal oriented training methods are generally in high demand (Noe & Ford 1992; Phillips 1997). One may ask now the question what actually makes a training programme successful and effective. Research has shown that the attitude of the trainees contributes tremendously to the success of a training programme. Of course, there are according to research also other factors as for example the trainer himself, the training environment, the atmosphere, the surroundings etc. that may influence the outcome of a training session but the participants play definitely a major role in the
2.3 identify development opportunities to meet current and future defined needs. Current needs: I am an immediate learner I recognize that my current intensity is to do whatever it takes to respect the individual differences, acceptance and implementation of multi-cultural environment etc. I found that it is very essential for me to develop some current skills such as strategic planning, leading people, inspirational commitment, personal development, construction and re-establishment of relationships, participative management etc. Future needs: it is very essential for me to take my personal development to higher level of understanding and consideration. In broad term we all are aware about the skills that are essential and required for the accomplishment of targeted objective and to achieve the organisations success.
Training Industry web page, as well as Green & McGill (2011) have highlighted a report presented by The American Society for Training & Development (ASTD) which estimated that companies across the United States will spend approximately $171.5 billion on the training of employees in 2010. The lack of success of employees to transfer knowledge through to the workplace especially within the public service clearly states that the country will experience many challenges where production is concerned. It has thus become paramount for the factors affecting knowledge transfer within the public sector to be explored. The outcome of this should give a sense of urgency to the issue and thus would prompt the key stakeholders to come up with resolutions that can be implemented to effect positive learning transfer which would then result in a positive recovery for employers from the financial investments made. The paper is however not limited to the aspects that limit transfer but also to identify the positive factors that stimulate transfer that can be further developed to create surroundings that are favourable and conducive to