• Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

Developing and assessing employees.

Extracts from this document...

Introduction

Developing and assessing employees. "Success in a business requires discipline, training and hard work. But if you aren't frightened by these things, opportunities are just as great today as they were." David Rockefeller (US banker, 1915-present) As a human resource manager in an Interior Designing Company, Venture Interiors, I will be tackling training and development, and performance management in the company. Before I go any further, let me explain what I mean by training and employee development. Training is the acquisition of a body of knowledge and skills, which can be applied to a particular job. In Venture Interiors, employees have the basic interior designing skills, however due to technological development, employees constantly require new and higher levels of skills. In the past, we used to sit down with a paper and pen to draw up our designs, beginning with sketches to the final piece of work, this was not simple and took days because it required a lot of calculations and erasing and sometimes a simple blunder like a miscalculation, would mean starting all over again, I mean work that has taken you days to complete, you can imagine how tiring and frustrating and time consuming this is. ...read more.

Middle

Sending employees to a training programme for one, two or even more days sometimes leads to shortage of labour, especially in the peak seasons causing loss of production within the company. On the other hand, off the job training is beneficial to the company in that external courses are sources of the latest information, current trends, skills and techniques for example current computer software or computerised technologies, decorative and photography skills, innovative administrative procedures etc. These new skills are brought back and utilised within the company. Employees sent to a course feel more valued as they realize that they are receiving quality training thus motivating them. 'On the job' training is the kind of training whereby members of staff acquire internal courses at their places of work. Employees are trained by experienced members of staff or external trainers; some companies such as ours, have even gone ahead to hire professional trainers. We decided on hiring professional trainers because we believe teaching or training is a specialisation in itself, so unless the person training has the skills and knowledge to train, this would mean that the training would not be done to a sufficient standard. ...read more.

Conclusion

In Venture Interiors, appraisals are carried out every four months. The employees are appraised by their fellow colleagues, supervisors, managers and clients. The appraiser sits down with the appraisee, and exchange their opinions. The appraiser makes sure they highlight the successes as well as the areas of improvement, praise the employee where it is necessary, where there is need for training and development propose something. Appraisals are not only beneficial to the company but to the employee too. The employee maybe motivated and this will benefit the company in the long run. Motivation is a very important aspect. Job satisfaction is often a strong motivator in work performance, as satisfied employees will go the extra mile and this is what our company needs. Rewards such as salaries apart, there are other ways of helping employees feel satisfied by their jobs. Venture Interiors is an interior designing company, therefore we are employing designers and artists, artists love creativity, and in order to motivate them, we encourage our employees to be creative in their work and prevent boredom, rotate tasks so that their work is challenging, appreciate ideas and suggestions the employees and even reward them for the initiatives. This way we have been able to motivate our staff and this has not only benefited them but venture Interiors as a company. ?? ?? ?? ?? 1 ...read more.

The above preview is unformatted text

This student written piece of work is one of many that can be found in our GCSE People in Business section.

Found what you're looking for?

  • Start learning 29% faster today
  • 150,000+ documents available
  • Just £6.99 a month

Not the one? Search for your essay title...
  • Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

See related essaysSee related essays

Related GCSE People in Business essays

  1. METHODS FOR MOTIVATING EMPLOYEES

    Non-Financial Motivation This report speaks of emotive forces as internal emotional drives for performing a task. Effective motivation of employees goes beyond the financial compensation for work, and some of the most well-known companies in the world have realized the benefits of appealing to their employees' drive to work intelligently and to be recognized.

  2. Training and Development.

    Skills acquired by new employees can either be transferable or non-transferable. All the types of training and development described below, fall under one of these two headings. Transferable skills These types of skills can be used for a wide range of jobs later on in a career change.

  1. Rights of employees and employers. .

    This pay rate must be at least the minimum wage which is a set rate by the government. Equal pay - under the laws of the EU "men and women should receive equal pay for equal work", this law was made and started in 1970.

  2. If the company does not have an effective process of hiring staff then they ...

    be biased or not have a clear understanding of what the employee has to do in the job. Drafting a job description From all the information collected, by whichever method is chosen, it will then be necessary to draw up the document itself.

  1. The background of the Kettering Park Hotel and Spa

    Another problem is that the hotel has no money from shares, except small employ ones; this means that the hotels can't expand as quickly as there larger counterparts. A voluntary disadvantage is to at the company refuses to take out loans.

  2. Assess the advantages of job specialisation.

    The reasons for delegation are mainly practical, but some are idealistic. Practical reasons include: * Senior managers can be relieved of less important, or less immediate, responsibilities in order to concentrate on more important duties * Delegation enables decisions to be taken nearer to the point of impact, and without

  1. Training And developing policy NUMPTWEEN

    "Training and development is increasingly seen as a critical part of an organization's HR strategy" (Towers 1996, p. 83). For example, in UK it is estimated that business spends �16 billion on training and developing their employees each year (Rana, 2000a).

  2. A Case Studyon Assessing The Ritz-Carlton Hotel Company, L.L.C.

    For Ladies and Gentlemen, the company provided great flexibilities to allow them breaking away from routine duties and applying immediate actions to fulfil needs from customers. Assigning process owners (ie. Executive owner and working owner) in process management is another good example to illustrate the quality responsibility.

  • Over 160,000 pieces
    of student written work
  • Annotated by
    experienced teachers
  • Ideas and feedback to
    improve your own work