For instance, employees who receive additional education and training in order to improve their repertoire of skills, which can then be contributed to the organization, are strong human assets. Such assets greatly enhance the potential for the organization to function on a proficient level and to advance economically. Human capital development, then, is the progress of employees’ skills and assets that can be contributed to the organization. In order to better develop an organization’s human capital or, in other words, the value of the employees an organization has, it is important for organizations to offer training, specializations, and advancement opportunities to employees. The more valuable the body of employees within an organization, the more profitable an organization can hope to be.
Leading a team to achieve a goal provides a satisfaction knowing that others have been empowered and in doing so, authentic leadership has been fulfilled. Impact of transformational leadership in the organisation According to Pearson (2012), transformational leadership “ushers in radically positive possibilities so needed today to release the potential within situations and people, including the leader”. To be a transformational leader, you must have: • charisma which will encourage employees to follow your vision, act with conviction, have clear values which are demonstrated, be a role model and a leader who can be trusted; • inspirational and can articulate the vision of the organisation with precision and in a persuasive
Employees after training become more productive and organisations benefit a great deal as argued in the paper. The onus is therefore left for the management to embrace the right policies for their firms. Training and development is one that will see an organisation sustain its production and service delivery initiatives through increased productivity, quality assurance and increased profitability.
Moreover, it improves customer satisfaction. It assists the organization to complete the project timely and cost effectively, which enhances customer satisfaction. Smart project management provides tools which maintain this positive customer / manager relationship to persist. It also boost effectiveness in providing services. The strategies, which allow successful completion of one project, can be applied to other projects as well (Picariello,
Employers should continually seek effective methods in improving employee morale in general, which also translates to increased production and subsequently, higher profits. The provision of learning oportunities is a classic example of su... ... middle of paper ... ...organization's employees. Based on the above analysis, one can clearly conclude that several factors are of great significance in seeking beneficial opportunities for employees. Employees constitute the core (backbone) of an organization. Ultimately, employers and employees should work in collaboration to create the best working environment possible, for the success of both employees and the organization as a whole.
This essentially means the employees must be literally driven to feel motivated and become active performers that would result in a positive work environment and enhanced productively levels. For this it is important to understand exactly what motivates people. The employees are the most valuable asset of a business hence, the recruitment and selection procedure it adopts has a significant role in attracting potential employees for a right position, at right time. Recruitment and selection procedures are predominant for sales positions and are part of human resource planning. Each stage of the recruitment and selection process should be planned and precisely implemented for gaining desirable results.
The flexibility to embrace new strategy for the benefit of the organization is a major plus for the emergent approach. It is however worth noting that a blend of both analytical and emergent approaches sounds more favourable. Initially, there is need for leadership to set up a vision that is supposed to direct its employees as well as a plan to accomplish the same. In addition, it is essential that the strategy is in a position to respond to external stimuli (Hill, Jones & Schilling, 2014). It is therefore advisable to adapt an all-inclusive approach, which is partially emergent and partially
There are a range of process and components involved with planning which all must be used synergistically by managers in order for an organisation to successfully reach there goals. The benefits of planning range from: increased employee motivation as a consequence of clear vision, to the extensive benefits of enhanced resource allocation and the consequent increase in resource efficiency derived from well organised logistics. Despite this, business can still be successful with limited planning or adopting a form of ‘informal planning’, yet it cannot be disputed that adopting formal planning techniques will allow an organisation to operate more effectively, in an organised manner and ultimately function at a higher level allowing it to excel, succeed and prosper in the highly competitive modern-day business environment. Planning is a vastly complex and comprehensive process, it involves a number of interrelated and interconnected components. These can be distilled into 3 main areas: strategic, tactical and operational planning.
Evaluations of desired behaviour helps organisations to retain goal alignment, or improve where need be. Fiorenza (2007) found that the evaluations programs that are created with direct input from employees and managers tend to be the most successful systems used, as they increase ownership and commitment. Growth and acquaintance of new skills is enhanced, individuals get to learn and know where they need improvement (Mujtaba, 2008). Aguinis (2012) argues that by inclusion of self- appraisals in the performance assessment can be beneficial in a way that employee satisfaction with the PM system increases also enhancing perceptions of justice and accuracy, thus acceptance of system. This can be the reason why the interviewee found it to be a fair practise that the company ensures recognition to individuals that outperform the desired target of cases.
1. Introduction 1.1 Total Quality Management Total quality management simply defines a management access to long term of success in order to achieve customers’ satisfaction. In total quality management, it is usually focuses on continual improvement, total involvement of employees, communications, customers’ needs and many others. In other words, continuous improvement brings the organization to become more competitive and more efficient to achieve stakeholders’ expectation by being more creative and analytical to create better outputs(ASQ, n.d). Besides, in order to fulfill the continual improvement, it is very important to obtain involvement of every employee in such a way that employees grow stronger and closer relationship with one another through highly motivated and innovating communication skills.