The importance of training and development in the modern workplace.
This essay looks at what is meant by staff training and development, the effects that it has on an organisation and how important it is in the modern workplace. Training is a learning process that involves planned learning activities designed to equip staff with knowledge, skills and abilities and/or to change attitudes and behaviour in the workplace. Similarly, development is also a learning process which tends to differ slightly due to a greater focus on exploration and broadening of horizons through professional projects, developmental programmes and career progression. 'Training and Development' together aim to strengthen the workforce and enhance performance and in turn aid accomplishment of organisational objectives. Many organisations in the past viewed training and development as costly, time consuming and not worth the effort. Nowadays, the modern workplace recognises the importance of investing in training and development and appreciates its valuable benefits. Training and development ensures the availability of a skilled workforce to the organisation. Being skilled and educated makes the workforce more effective, efficient and productive. It optimizes the utilization of human resources and therefore helps to increase productivity. As an organisation becomes more efficient and productive it will also become more profitable as a result. Productivity and
The purpose of this report is to design and create a medium sized business that will provide knowledge for all aspects of the Human Resource functions and for Tiny Togs as well.
Introduction As part of the human Resource assignment we are looking at Tiny Togs Ltd., which is a well-established clothing company. Which manufacturing company. Which is located in Manchester. Tiny togs manufactures clothes for children Tiny Togs has appointed K training. K training is specialised in all aspects of human recourses. Tiny togs manufacture cloth for children 1-12 years Tiny Togs employees 350 staff, it will need to employee 20 more staff with in the organisation training is a specialises in recruiting. Aim The purpose of this report is to design and create a medium sized business that will provide knowledge for all aspects of the Human Resource functions and for Tiny Togs as well. Also not forgetting that appraisals which reflect on each employee's performance, and as this organisation is a small business it will need to make sure its kept up to date and all fashions are flowing with the current times as you know fashions and trends tend to move around a lot, depending on each individuals taste. Human resource The functions of the human resources department are as followed * Human Resource planning * Recruitment and selection * Training and development * Performance management The success of any organisation depends upon the efficient use of the human resource department. Which enables it to function effectively. Some of the responsibilities
From Production Line to Segmentation of Production
Table of contents . Introduction 2 2. Efficient production with segmented production units 3 3. Projects for managing change 5 4. From production lines to segmented production: An example 7 4.1. Planning the change 8 4.2. Controlling the change 9 4.3. The problems of change 9 4.4. The change or the end of the project 12 5. About change and its management 13 6. Literature 15 Appendix ...........................................................................................17 . Introduction Competition has changed: Technical Innovations, globalisation of markets, cultural shifts within societies and new and efficient competitors put strain on the organisation of production within a firm. Many markets display a state of saturation that leads to a change in growth: Not quantitative growth is what firms are aiming at, but qualitative growth (Wildemann 1998:1). The improvement of the production is one way to establish qualitative growth its means are twofold (at least): First, it is possible to change the production in order to produce a better output with less cost. Second, it is possible to synchronise production and market as to enable the production to react quickly to changes in the market, i.e. the consumer behaviour. One way to reach both aims is to reorganise the production, i.e. to segment the production: With the establishment of product oriented production
How compatible is someones personality in accordance to the organizational culture of the company for which they work in.
Upon commencing my research on this topic, I decided to place myself in the "shoes of a worker" and having had previous work experience myself, I have explored this question in depth, on both a personal and academic level. For instance, many a times I have stopped in the middle of work and asked myself, "Why do I continue to work for this organization?" When I try to promote my ideas, do my peers frequently react with indifference? It is matters such as the above that workers all over the world question about on a daily basis, or simply, one can question, how compatible is their personality in accordance to the organizational culture of the company for which they work in. New technology creates jobs, which do not require any sort of face-to-face communication. This has undeniable consequences for the relationships that form in corporations. The increased use of technology such as the Internet and Microsoft applications means that it is harder for employees to approach their manager's and express a problem, since their nature of work is for the most part confined to their offices. In introducing the term "culture" which simply means: an "identification badge" that distinguishes between groups of individuals and provides guidelines concerning patterns of behavior and perception of the world around. The cultural match between an individual and an organization is determined by
Employee development (ED).
Employee development (ED) "The purpose of ED can be defined as developing human potential to assist organizations and individuals to achieve their objectives". (Redman &Wilkinson, 2001 p.129). Since the impact of the globalization, the new positioning and competitive competences of the company will bring the HR department new challenges of finding effective career paths for their global employees. "A study conducted by the Global Leadership Institute shows a positive relationship between the level of employee internationalization and the organization's Return on Assets." (Black et al, 1999, p1). That's why according to Black "an international assignment is the single most powerful experience in shaping the perspective and capabilities of effective global leaders...A global assignment play important roles in succession planning and leadership development; in coordination and control; and in technology, innovation, and information exchange and dissemination." "According to a survey by the National Foreign Trade Council, the number of Americans working overseas, jumped 30% in 1995. Of the 74 companies the NFTC polled, 71% said they expect this growth to continue." (Hayes et al, 1996) "However, somewhere between 25and 40 per cent of foreign assignments fail in US transnationals." (Stonehouse et al, 2000,p.210). In fact, 20% to 48% of expatriates leave their companies within
The Context Of Human Resource Management.
Module 1: The Context Of Human Resource Management .1 What is Human resource management? Personnel Management Human resources management is the term increasingly used to refer to the philosophy, policies, procedures, and practices related to the management of people within an organisation. The term personnel management means the same thing. Evolutionary Development The sources of personnel management are found in the Industrial Revolution, in the scientific management, industrial welfare and human relations movements, in the development of trade unions and collective bargaining, and the growth of employment - related legislation. Distinctive Management Discipline HRM has 4 goals: - Integration - Employee commitment - Flexibility & Adaptability - Quality .2 Write your own definition of work: Assumptions about work & workers: Throughout history, attitudes to work have been influenced by the contemporary social and economic contexts. Edgar Schein (1970) divided assumptions about people and their attitudes to work into 4 categories: - Rational-economic - Social - Self-actualising - Complex - Psychological Schein's categories can be used to arrange people's orientations to work in three main groups: - Instrumental or economic orientation Concerned with money, material goods and security - Relational or social orientation Concerned with relationships,
Describe the management styles and cultures present within the business
E4 Describe the management styles and cultures present within the business The four management styles. Autocratic management this is where they the manager will issue instructions and give the staff orders, this gives the staff little chance to give their own opinion and ask the manager questions or even discuss things with him or her. The manager doesn't know his staff very well and wont make many attempts to get to know them. Because of this the staff don't see them selves as team members. Democratic management this is where that he or she is the leader of the team but they are also a team member and has to do the same work as everyone else. The team members liked to be involved in group discussions and decision making. The team leader will encourage his team to participate and help each team member to reach his or her potential goal. Consultative management's where the manger often appears to be more democratic than he is or she really is. The manger will inform the staff what is going on and what will happen that day. He will encourage his or her staff to express their opinions but in the end he will still choose the way he wants things done around the business. Laissez faire is where the manager doesn't really care about his staff; the manager will have a non-care less attitude. The manager will not act his or she 's responsibility and just leave the staff to make
Falconi removals business
Task SEVEN (AO7) Falconi removals business I will choose for them location in my area Harehills road because is good busy place. Is good connection to big local stores as continental, electrical superstores. Falconi business is depending now much works them received from customers. I think Harehills area will give those lots local customers who moving the houses or being stuff from shop. Falconi can find unemployed people and give them job. Harrehills area is more cheap then for example city centre and they can safe more money from renting office or buy cheaper place for business in this area. The most important point to make Falconis business is not more removal company there. They will not have concurrency in business. Economies of scale- are the cost advantages that a firm obtains due to expansion. Diseconomies of scale are the opposite. Economies of scale may be utilized by any size firm expanding its scale of operation. The common ones are purchasing managerial, financial and marketing. Each of these factors reduces the long average cost (LRAC) of production by shifting the short-run average total cost curve down and to the right. The local labour force- The labor force is the number of people employed and unemployed. Participation rate is the ratio between the labor force and the overall size of their cohort. In the West during the latter half of the 20th century,
"Managers who rely only on pay to motivate their employees to higher levels of job performance will always be disappointed n the results". Critically evaluate this statement.
"Managers who rely only on pay to motivate their employees to higher levels of job performance will always be disappointed n the results". Critically evaluate this statement. Pay is one thing that causes many discrepancies within the work environment. Most employees continue to try and further themselves in work usually with the hope of better pay; fringe benefits i.e. company cars, pensions and so on. There are however, those who show "highly motivated behaviour where economic rewards are low."1 This citation agrees with the above statement, however, throughout this essay I will sum up where pay can be seen as a good motivator and where extrinsic benefits fail. Content theorists such as Maslow and Herzberg look at needs and what gives people the drive to work. A similar theme arises in the different theories which on face value seem opposing they all look at ones desire to work in order to satisfy their needs. To start, Maslow believed there is a hierarchy as to what makes people work. The first being for survival. People need basic requirements such as food, water and shelter. Those in this group are not necessarily poorly motivated but are purely working to satisfy needs. The second level of five is for safety reasons i.e. a safe work environment - job security. Thirdly Maslow believed some are motivated by the need for social interaction, friendship with fellow
Retaining Customers - BT is one of the largest communications companies in the world.
Retaining Customers BT is one of the largest communications companies in the world. One of the services they offer is residential or personal communications solutions. Even though they now have competition from other companies offering consumers substitutes for their service, they still hold the largest market share of providing residential customers with telephone lines. For BT to maintain this market share, they must retain the customers they have. I will be recommending how they can retain their customer base as well as winning new customers. I will be looking at several models and theories in order to do this. * Making Customers into Champions * The case of the complaining customer * The tip of the Iceberg Model From BT a customer receives a core service. Telephony. The customer expects the telephone in their home to be working when they pick it up. They are not going to be 'wowed' by the service if it is just working. However, when the customer makes contact with BT to enquire, change or add something they will use this opportunity to form a perception of BT's Customer Service. Most people who move to a different telephone provider do so because they perceive indifference in the people they do business with at their current company. Customer feedback tells BT that one of the biggest drivers of dissatisfaction is the difficulty in registering their complaint with BT.
