With the increased competition in the world and general marketplace, innovation is vital in any organization. This comes by bringing new changes in the organization to be competitive in the market. Employees will deliver a competition and it's therefore crucial for a Human Resource to focus on the future of the organization by ensuring effectiveness and efficiency at the work of place at the moment. Training to the employees will lead to improvement in the utilization of their skills leading to performance improvement.
A particular private organization with a workforce of around 500 employees found it essential to have training for their employee’s. The Human resource department was responsible for this. It works by organizing employees and reporting relationships to meet the set goals. The departments are arranged in a way that they satisfy the customers. The Human Resource Director controls the human resource department, under him the Human Resource Manager, Human Resource Generalist and human resource Assistant. Human resource in the organization deal with people related issues such as compensations and benefits, employees' recruitment and hiring, training and offering advice to performance decisions of the employees. Generally, its work is to ensure employees are hired, motivated, developed and retained.HR involvement is crucial in solving problems. Additionally, it should be able to measure achievements through developing systems by working with the people in the organization. Human resource functions are performance appraisal, employees' recruitment and training, staffing, and compensation.
Reports from the HR department indicated that the performance of the organization was not as expected. It was also noted that the rate of turnover was increasing gradually contributing to this general poor performance. It was therefore necessary to organise training to the employees to help reduce the attrition rate in the organization. This continuous training program would keep their skills up to date and sharp.
Problem Statement
The success of the organization is experienced through customer retention. Attrition rate is the number of employees who leave an organization at a given period. It was noted that lack of appreciation, lack of autonomy, losing meaning, lack of opportunities and low salary were the reasons behind employees' quitting their jobs. Every employee has a need to be appreciated for what they are doing and being valued by their managers which was not the case in this situation. Stressful works with no control by the employee will be a contribution towards leaving the organization. An employee would look for a place where he/she can grow in skills and knowledge and also staying up to date in their positions. Failure to provide this in an organization, most key employees will leave to look for better positions they can fit. Training employees therefore would increase employees' satisfaction and motivation and consequently retention which will increase productivity. It will also help in retaining the frustrated employees who would have thought of moving elsewhere to get personal and professional satisfaction.
Flowchart for decision making
Needs Analysis
Considering employees turn over as a significant contribution towards the failure of the organization, I would gather information as to why it is an issue in high risks, costs, and assessment of skills. The number one strategy to use will be to survey the current employees. It will help in gaining original information that will help reduce attrition rate in the future through creating a forum with the employees where they would feel free to express their opinions concerning the management of the organization. Including a consultant from outside to do an interview was also a strategy that would help in acquiring information from the employees. Secondly, conducting Exit interviews that will provide real information as to why employees are leaving the organization. Problems with the head of departments will always be the reason for leaving, and therefore I would not directly interview the employee. Consultants and people on contracts in the organization would be a better ground to research as they have also experienced some problems at the end of their period. Reading employee reviews at the workplace will also be another strategy. Current and past employees will offer honest appraisals at the glass door concerning their work experience in the organization. As a result, it will help in understanding what the employees take on the organization is and what they think concerning the same. Last but not least, I would gather the right data from the marketplace. For instance, if the employees leave the organization for better pay, questions should arise on how much better other companies do. If it's for benefits, are they chasing for benefits which are not offered in the organization they are currently in? The culture of the company will help in gathering the information whether the competitors' organizations will make the employees leaving feel more appreciated. The schedule flexibility is also a factor on what percentage the workforce in other workplaces has access to perks. Creating a safe channel for employees to share their feelings is a main cause of building up employees’ loyalty and as a result, reducing churn rate.
Proposal solution on addressing the organization issue
The issue in this matter is employees' retention. According to Wilson (2012), the biggest asset in an organization is the employees followed by the customers. Their active role in an organization cannot be underestimated. Employees will reflect the nature of the organization to the customers. It therefore calls for strategies to maintain employees this being the solution towards the organizational issue. It starts with hiring the right fit through having a pre-placement test that will help in identifying the capabilities of the employee. Induction to the new employees should be done once they are recruited to get oriented with the organization structure and culture making the new employee feel like part of the organization. Another essential aspect is having feedback from the employees. Instead of criticizing the views of employees it's important to create a rapport with them to look at the applicability of their suggestions. By so doing the employee will feel appreciated and will work towards giving the best. Motivated employees will be loyal to the organization (Mondy, Martocchio, 2016). Appreciation is the way to go since when good work is rewarded, it brings forth good results. Work without play makes an individual dull. The statement applies here in that employee working tirelessly without having fun will always remain dull. Having space for fun is essential where they will show their capabilities and talents, however, in an accountable way. Research shows that employees tend to work for long in organizations where they are respected. A growth plan is important at any given organization since employees desires are to grow personally and professionally. It is therefore necessary to care for employees' success. Human resource policies should remain updated at all times. This will help the employees adapt to the changing dynamics in the world. Having a great team of employees will be attributed by having time with them and showing trust for them. Sharing plans for the organization will help employees share their development concerns for the organization. It would also be essential to have stay interviews periodically instead of exit interviews. The questions during stay interviews make the employee fell accommodated and the answers given shall be genuine. You will, therefore, identify the errors in the organization and have ample time to correct and rectify them.
Proposal tor Training Solution
A training proposal configures the development of employees, a description of any perforce gaps that are clearly articulating the problem and how training management will bring a solution.
Learning Objectives
Performance
It describes what the training is aimed at achieving or rather the outcome of the exercise explaining how the employees will benefit in a specific way.
Condition
Describes what it takes in the process of training, these include the materials required, timeframe and location the training will be conducted
Criteria
Criteria will determine in which method the set objective for training has been met. It should have a time and a way of checking the success.
The learning objectives will save time and money since it gives a goal structure and defining your goal. Plus it will help design training materials needed for the employees.it also helps the employees prepare in advance what they will be learning. For this reason the employees will take the training seriously and consider their time well spent.
Recommendations and Justifications for development
Training will improve the skills required in the organization enhancing effectiveness in workplace hence growth. The employee will gain knowledge and skills that will add value to the employee in the organization. When an employee receives the skills and the right expertise to carry the day to day activities in the organization, they will be more pleased with the work environment and tend to stay in the same organization due to the excellent working conditions. Once the employees have been retained in an organization, there is continued consistency since there are no disruptions of the as the experienced employees are in the business. Replacement of a new employee is more costly, there training will reduce costs that would be used in this way. Development will be achieved through morale the employees get through practice. The long-serving employee will give a long stable service. A survey shows that complain from an employee who is leaving may cause other employees retained not to work with morale.
Implementation
The implementation of the proposal will be met once the training materials have been put in place. To start with, the seniors are given leadership skills on how they can maintain a rapport between themselves and the staff. In so doing the employees will feel secure and able to provide their views towards the development of the organization. Creating an open atmosphere between the management and the employees is another way for the implementation through offering certain incentives such as certification for the employees who ultimately succeeded in the training. In the bottom line, the employers who value investing in their employees as common sense have the most motivated and productive workforce.
Technologies in Training
There are several technologies which cannot be overlooked in training and development. Technology has helped organizations to nature their talents effectively. Practice is becoming a more personalized experience through corporate training and also has enhanced the quality of instruction. Some of these technologies are;
Mobile learning
The spread of smartphones globally has been significant to organizations as they can leverage the learning technologies for their training workforce. It is expected to reach a substantial percentage in the next few years.
Virtual environments and avatars
Avatars usually engage with employees as if they are real human beings. They are cartoons designed to look like a human being whereby organizations are exploring virtual environment, e.g. Mine craft to bring e-learning environment and delivering pieces of training to the employees.
HTML 5 and responsive design
Employees can take training courses at any time and from any place through mobile learning.HTML five a faster way designed to offer learning experiences accessible on all platforms and browsers. Responsive designs are also incorporated by the Learning Management System to provide content that is suitable.
Training Assessment
Training assessment is conducted immediately after training has been done by collecting feedback from the employees on what they have learned. The formative assessment type allows the trainer to adapt to the training flexible and can identify and highlight the challenges experienced by the employees during training. Summative assessment enables the trainer to verify the employees' acquisition in skills. Formative is, therefore, the best type in training assessment.
References
Mondy, R. W., &Martocchio, J. J. (2016).Human resource management.
Wilson, J. P. (2012). Human resource development: Learning, education, and training for individuals and organizations. London: Kogan Page.
