There is a need for competency based compensation system •To attract more competent than average employees •To reward for results and competencies developed •To motivate employees to maintain and enhance their skills and competencies regularly. •By rewarding employees who develop relevant competencies the organization can benefit by improving its own capability to face the future All these competency based people process will help the organization to enhance
Team building Team building is an advanced process that gradually helps a work team to develop and organize a unit. Team building generally helps to gain trust and strengthen the working relationship each others. Team building is so important in the workplace area because it facilitates better communication, motivates employees, promotes creativity, develops problem solving skills and breaks the barriers and finally able to achieve the desired goals. Team building in the work environment that empowers better communication, better relationship and lastly expands productivity. The different sorts of exercises are used to improve social relations and characterizing group features in collective activities.
Coaching is the process of equipping an employee like James with the tools, knowledge, and opportunities that are necessary for them to become better in handling their assigned responsibilities at the workplace. In most organizations, coaching has been identified as a key player in the process of leadership and management. In most cases, coaching is concerned with the growth of the employee, personal and professional development of the employee, the removal of roadblocks that interfere with the performance of the employee while encouraging the employee to be creative (Aguinis, 2013). During the coaching process, the employee is encouraged to make use of his knowledge and experience to create and develop his own personal best practices, connections,
The people-based competitive advantage is difficult for competitors to pinpoint and even imitate due to the advantage not being easily identifiable. Training and development can help firms achieve a knowledge-based competitive advantage. Companies that perform better consider their employees a source of competitive advantage (Bergeran, 2004). Business strategy need not be too tedious or cumbersome for an organisation to implement. Instead it should be simple steps similar to the ones M&S have taken; Quality, value, and service.
Human resource development is plays an important roles, which is offer an opportunity for training and development. Top manager should have a planning to send their employees for some training and skills learning. Most of organization would like to recruit the new blood with high educated, but it does not means that high educated people have the relative skill in particular job. So, training and skill learning is an opportunity may help the employees to hit the requirement of organization as well as being master in skills needed. It develop necessary skills and abilities required to perform organizational activities so that employees can contribute better performances in organization.
Question 1 First of all, training is a learning process of knowledge and skills to let a person carry out a specific job or tasks better or more efficiency. Training can help in increase their sense of ownership in the business, help organization produce in more productive way to achieve customer needs and also new skills and abilities in decision making to empower staff in order to makes them more effective. However, development is helping the person to grow and extend their abilities. It can be define as another ongoing process that continues beyond training. Development is more concerned with empower the employees become more effective in the future.
While there has been substantial research undertaken on talent management as an HR initiative (Scullion et al., 2010), as Howe et al. (1998, pp. 399-400) note, people are rarely precise about what they mean by the term ‘‘talent’’ in organizations and the implications of defining talent for talent management practice (Tansley et al., 2007). This is unsatisfactory because a ‘‘working’’ definition of talent is important for healthy talent management policies and practices that are shared across the organization and vital particularly for the employee development specialist to design and plan for training and development interventions. However, choosing a definition of talent is a challenge, not least because there are a number of ways in which talent may be defined within a particular organization.
In addition, self-awareness is significant since, people become sensitive with their capabilities, skills and performances related with each other and also self-awareness will develop organisation team work and as a result of team work, employee motivation enhances in an organisational change (Fletcher & Bailey, 2003). However, change is an individual familiarity since people will respond to changes in different ways and the ability to manage change in a way that attains positive outcome for all employed within an organisation is a fundamental aptitude of managers (Croft & Nortan, 2005). However, it is significant for managers to be self-aware because assistants under a manager make judgments based on their observations of the manager (Bourner, 1996) thus, effective managers are capable of integrating information from others into their performance (Moshavi, Brown & Dodd, 2003). In contrast, it may have boundaries such as limited motivation for change hence, in a dull, monotonous situation a manager may not believe weaknesses but it is our own duty to overcome our own faults and also it may only measure our personal perception than our life experiences and communication skills (Bourner, 1996). However, self-awareness is essential for managers hence determined managers have a
Delegation helps employees with an opportunity to show their strengths and talents and possible promotion. When employees are given challenging assignments that push them to go beyond their current level of functioning and how it functions. Employees to be more effective in their work and strengthens the work unit, thus allowing for a better allocation of organizational resources. (Cole, 2015) Five steps for effective delegation are, Decide what to delegate In the organisation, there are many things that can be delegated and many cannot be. One must know who can do it?
Today one of the main challenges is to attract and retain the most talented people to the executive levels (Cappelli, 2008). The purpose of this assignment is to gain a deep understanding and explanation of what the definition of talent management means by reviewing the literature. It will also describe the challenges that organisations face with attracting and retaining talented employees. Finally a comprehensive model of talent management will be developed and discussed where a conclusion will then