Increasing Productivity through Trainings
Organizations with effective training programs produce workers that are efficient to perform task and get desired results. When the employees are no longer producing quality work the organization needs to examine the methods given to the employees to accomplish their assign task.
Landa (2000) reported, “Most supervisors and managers have experienced disappointment and frustration as an employee gradually slips from superior performance to acceptable and often lower still, or fails to meet the level of expectations established at hire. There are many reasons employees stop performing in the workplace, like being bored, overworked, and lack motivation etc. This is why it is important for managers and leaders of an organization to provide ongoing training, coaching and keep open communication with employees.
In this case, the employees are receiving complaints by the groups, which also indicate that changes needs to take place within the organizational system. I as a manager would immediate began to recognize that there is a problem through the volume of complaints. The term group and volume would immediately send of signals that it might not be the employees at fault. Schlevogt (2001) point out, “that it is important for leaders to change their perception and understand the value of training” (p.4). this is why I as a manager of this company would began conducting a Performance analysis to make a determination if problems could be address and corrected through training, employees interviews and input is also an important part of the stage. The performance analysis apprises the employees performance, identifying what they want does or cann...
... middle of paper ...
... costly for the company. Because all programs should be measurable management to monitor results, they should monitored the reduce numbers of complaints and returns.
Works Cited
References
Dessler, G. (2011). A Framework for Human Resource Management (6th Ed.) Upper Saddle River, NJ: Prentice Hall ISBN: 9780132556378
Landa, M.J. (2000). The truth about training. CMA Management, 74(2), 48-50. Online learning, and teaching in higher education [ebrary Reader version] Retrieved from http://.site.ebrary.com/lib/ashford/Doc?id= 52672148
SCHLEVOGT, K. (2001). Learn how to educate, take bold action. China Daily (North American Ed.), p. 4. Online learning, and teaching in higher education [ebrary Reader version] Retrieved from http://.site.ebrary.com/lib/ashford/Doc?id= 72859770
Bohlander, George, and Scott Snell. Managing Human Resources. 15th. Mason, OH: South-Western Pub, 2009. 98-147. Print.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2014). Fundamentals of human resource management (5th ed.). New York, NY: McGraw-Hill Education.
Retrieved from http://go.galegroup.com.library3.webster.edu/ps/i.do?id=GALE%7CCX1700400026&v=2.1&u=edenweb_main&it=r&p=GVRL&sw=w. Dessler, G. (2011). The 'Standard'. Human resource management. Upper Saddle River, NJ: Prentice Hall.
Mathis, R. L., & Jackson, J. H. (2010). Human resource management (13th ed.). Mason, OH: Thomas/South-western
Noe, Raymond A., et al. Human Resource Management: Gaining a Competitive Advantage. 7th ed. New York: McGraw-Hill/Irwin, 2010. Print.
Noe, Raymond A., John R. Hollenbeck, Barry Gerhart, and Patrick M. Wright. Human Resource Management: Gaining a Competitive Advantage. 7th ed. Boston: McGraw-Hill Irwin, 2010. Print.
Lengnick-Hall M.L.; Lengnick-Hall, C.A.; Andrade, L.S.; Drake, B. 2009. “Strategic human resource management: The evolution of the field.” Human Resource Management Review, 19, pp. 64-85.
Caruso, C. (2008). Bringing Online Learning to Life. Educational Leadership, 65(8) 70. Retrieved from EBSCOhost.
Tracey, W. R. (1994). Human resources management & development handbook. Amacom books. Retrieved from EBSCOhost.
...n organisations of lack of job satisfaction and productivity amongst unmotivated employees, and related the problem to the risk of turnover. Conflict, absenteeism and stress were identified as major causes of loss of job satisfaction and productivity, potentially increasing the the loss of staff. The solution proposed was to implement additional training and performance pay. It was argued that training in the workplace improves an employee’s sense of worth and self-esteem, by increasing their skills and thus contribution to work efforts. This raises productivity, and in addition improves job satisfaction. Performance pay was advocated as a means of developing the organisation to support motivated and capable employees. Self-disciplined workers would receive recognition for output, improving job satisfaction; as well as financial incentive, keeping productivity high.
One of the most important resources of any organization is its employees, the human resource. This makes it very important that these resources are properly managed; so that they thrive and grow along with the organization. People stream defines performance management as “A process for establishing a shared workforce understanding about what is to be achieved at an organizational level. It is about aligning the organizational objectives with the employees’ agreed skills, competency requirements, development plans and the delivery of results. The emphasis is on improvement, learning and development in order to achieve the overall business strategy and to create a high performance work force”. The performance management process involves various stages such as goal setting, skills development, performance measuring against the set goals, mentoring/coaching to enable employees to focus and achieve their goals followed by assessment of performance and any further development plans as required. Let us look at these steps one by one.
Fisher, C., Schoefeldt, L., & Shaw, J. (1996). Human resource management. (3rd Edition). Princeton, NJ: Houghton Mifflin Company.
O'Malley, John, and Harrison McCraw. "Students perceptions of distance learning, online learning and the traditional classroom." Online journal of distance learning administration [Online] 2.4 (1999). Web. 10 Jan. 2014
People have a lot of options in educating themselves online in today’s time and technology. Online education has improved a lot in the past twenty years. Even though it has had its setbacks, it continues to show promising results. Online education has many benefits with little to no disadvantages. It provides flexibility in scheduling and offers various options in educational online programs. In the past decade, education has evolved into a more technological-driven world.
The implementation of online learning in many universities has proven to be a successful method of course delivery (Regan, Evmenova, Baker, Jerome, Spencer, Lawson, & Werner, 2012). Dickson-Dean, Galyen, and Moore (2011) proposed that online learning can promote successful learning opportunities for students as well as rewarding benefits for all educational stakeholders. Factors that contribute to the success of online learning include, but are not limited to, flexibility and accessibility, cost reduction, increased retention, and varied learning opportunities (Neely & Tucker, 2010). Online learning and associated technology is becoming increasingly adaptable and can be used to meet the educational needs of all students while providing opportunities for differentiated instruction (Krishnakumar & Kumar, 2011). Online learning provides both students and instructors with opportun...