Uproar PR Training and Development

Uproar PR, a small organization that offers full-service publication programs and services, will be given the consultation and training services as a consultant. It tries to create buzz within the industry while also developing targeted initiatives that can increase brand exposure. The management of Uproar PR thinks that encouraging innovation is the key to enhancing productivity and achieving desired results, thus it is crucial to offer the right employee training and development that is in line with the business plan. The company's human resource team consists of the young professionals who tend to be trend spotters, media gurus and social media addicts who bring a unique perspective that promotes operational excellence. The business environment that is rapidly changing due to globalization and technological advancements compels the organization's leadership to implement great strategies that can enhance their employee performance. Therefore, this comprehensive training proposal will provide the elements that will improve Uproar PR's performance, and challenges managers face while addressing the issue, effects regarding detection of organizational gaps and the competitive training strategy that can refine the company.

Key elements of training and development to improve Uproar PR’s performance

For the small business to provide better training and development to its employees, the leaders and managers should identify and assess the needs for such programs and communicate it to the participants. It will also be crucial to first take into consideration the organizational values and the aspects regarding ethics and integrity, compassion, love and team spirit at the work place. Several methods that can be applied include on-the-job training, internal and external training courses, coaching and mentoring, role playing among others which will depend on the individual and organizational needs (Elnaga & Imran, 2013). Another issue Uproar PR’s human resource managers have to consider includes benchmarking against the competitors who are also agencies in the public relations.

A successful training and development initiative will require a significant focus on networking with the professional colleagues that can facilitate efficient exchange of information on how to motivate the workforce to concentrate on the customer satisfaction through delivery of products and services that meet their needs and preferences. There are several factors to consider while developing a training and development program that aims at fostering Uproar PR's performance. They may include time constraints, learning the group size, specialization through the creation of smaller groups, engagement through the gaming methods and provision of appropriate incentives that will reinforce the learning (Elnaga & Imran, 2013).

Furthermore, the firm should align its training and development programs with the management’s operational goals such as high quality, better performance, enhance productivity and many more others. This step will require designing of the on boarding procedures together with the new-higher training that can ensure that the employees are knowledgeable, skilled and focus on the standards outlined in their employment agreements. Additionally, there is a need to draft the strategic plan to promote the learning effort which may comprise of components such as the statement of the proposed variables, construction of realistic budgets and weaving it into the company culture to reinforce celebration of success and achievements (Elnaga & Imran, 2013). Afterwards, the company will have the ability to build competencies and full capabilities that can overcome any deficiencies and thus it will yield the high return on investment accompanied with gaining a competitive advantage as an agency in the public relations. Other elements may include the type of the work, nature of risks, control measures, qualifications of the human resource and the materials and equipment. Therefore from these discussions, it is evident that training and development have to be in line with the company's specific objectives and needs.

Challenges while addressing organizational performance

The first potential challenge a manager can face includes confronting an underperforming employee and dealing with the outstanding employees. Not all members of a team will deliver as per the expectations due to the personal issues that may interfere with their productivity. Furthermore, such employees may not be ready to accept any constructive feedback that aims at improving their performance. Such a situation may give leader sleepless nights as one will be trying to seek a solution on how to provide motivation as well as counsel and steering the appropriate resources from within or outside the company (Jahangir and Mohammad, 2014). A worker who is over performing requires the individual attention and treatment. A manager can be challenged on whether to retain the employees or allow them to go to other organizations where they would more than just enough given that the firm is still growing.

Secondly, there is the challenge of ensuring that the organization hires the right people who have the skills, knowledge, and capabilities that will drive success. It is quite challenging to make a sound hiring decision as there may be occasional staff turnover and if the company is growing at an alarming rate, the duties and responsibilities will increase accordingly, and it raises the need to hire more people. Therefore, with the technology changes and cultural diversity in the workplace, it may be complicated to hire the right person. It means that a human resource manager will have to go beyond conducting interviews during the recruitment and selection process by looking at other factors. They may include considering the use of the validated assessments of selecting getting multiple outputs and offering the realistic job previews.

The third one involves solving of team conflicts that are inevitable in any business set up. Managers in the small business firms may find it hard to have employees who work efficiently as a team collaborate and share opinions ideas and problems they may be facing while undertaking their tasks and responsibilities (Jahangir and Mohammad, 2014). Arbitrating disputes brought by staff will require a leader to make right decisions by holding discussions with the involved parties to come up with an agreement on the change of the undesired behavior that may have resulted to the misunderstandings.

Lastly, may be challenged in achieving the stretch goal and appropriate response to the crisis to ensure the improvement of a company. One has to come up with proper strategies and measures that can facilitate careful planning through deciding on how to apply the people together with all the available resources to foster performance (Jahangir and Mohammad, 2014). Surpassing this step will include a provision of adequate motivation to the employees, removal of potential roadblocks that can hinder achievement of the goals and focus on the most important things.

Effects of detecting the organizational gaps

Detection of gaps is beneficial as it aids in the determination of performance disparity. It helps in identification of the company’s operations that are not meeting the desired step of productivity. Thus, a company can improve the current functioning state and leads to better performing in the future through constant monitoring of the related activities. Gap analysis helps managers and leaders to prioritize the business needs through the identification of the shortcomings or deficiencies that a firm can overcome in an earlier method (Tontini & Picolo, 2010). The gaps exist in three broad categories that include people, processes, and technology. People may involve lack of appropriate skills set and unclear definition of the human resources. Processes may include issues such as unclear handoffs between the steps in operational success and the unnecessary redundancies in the operations of the organization. Also, there may be incompatible systems or the missing technology capability that can pose challenges towards an enhancement of employees' productivity to improve the overall firm performance.

Skill gap analysis is significant to both the organization and the employees as it leads to the efficient identification of the goals needed for the workplace advancement. It will aid in the provision of clear paths for the professional improvement accompanied with an increment of promotion chances for employees concerned. Henceforth, it will overall lead to increased productivity, employee retention, and boosting the bottom lines of the company such as Uproar PR that aim at enhancing its services in the public relations through the provision of the top-tier results that will drive the sales volume.

Gap detection enables the decision makers to have a comprehensive of the company, and thus the executives and directors can determine whether all the departments have the necessary resources that can facilitate the process of meeting the goals, objectives, and mission of the small business (Tontini & Picolo, 2010). Henceforth, there can be informed decisions regarding the allocation of the limited resources and efficient designing of budgets that aligns with the strategic direction of the company. Additionally, by identifying the gaps that existed between the employees’ expectations and the work experiences, it becomes easy to detect the reasons for poor productivity and low staff morale. As a result, there will be better motivation of the workforce, timely and successful completion of the projects by the responsible parties and mitigation or elimination of the potential risks that may deter a company from performing well.

Competitive training strategy

The training strategy will aim to develop of competencies through the encouragement of a culture that fosters innovation and learning. It will be crucial first to identify the training and development needs, followed by the provision of the job aids, redesigning jobs, transfer or termination and practice with the coaching. Confirmation of whether the approach is adaptable by the learner is necessary through the use of the psychometric tests that guide in determining the appropriate learning style to utilize within the workforce. A measurable difference will be recognized at the bottom line performances. Partnering the succession planning with the organizational analysis can enhance the cross departmental training which in turn improves broadening of the employee skills, knowledge, and experiences. Modularization accompanied with simulated testing can ensure the training is successful and will achieve the targeted goals and objectives. Henceforth, Uproar PR will achieve increased productivity, less supervision, reduction of the errors and accidents, the creation of a pool of talented workforce, uncovering the employee potential and addressing their weaknesses, job satisfaction, and reduction of absenteeism and turnover. Also, there will be increased consistency, team spirit, reduction in the learning time, skills development, and optimum resource utilization. Therefore, there will an increased return on investment due to enhanced creativity in the design of the programs of public relations which increase sales volume due to the satisfaction clients will get from the quality products and services provided by the Uproar PR team of individuals.

Conclusion

In summary, training and development is an important aspect of small business. The human resource management of Uproar PR should implement the competitive training strategy outlined above to make sure that its workforce is competent enough and motivated towards the achievement of high performance and delivery of quality products and services that meet the expectations of all the stakeholders concerned. The training activities or programs should be technologically advanced as a way enhancing the productivity as each employee will specialize in areas that one is best suited in and he tasks that can be performed electronically should not be given to the human beings.





















References

Elnaga, A. & Imran, A. (2013). The Effect of Training on Employee Performance. European Journal of Business and Management, Vol. 5(4).

Jahangir, Y. and Mohammad, T. (2014). Identification the main challenges of small and medium sized enterprises in exploiting of innovative opportunities (Case study: Iran SMEs). Journal of Global Entrepreneurship Research, 4:4.

Tontini, G. & Picolo, J.D. (2010). Improvement gap analysis. Managing Service Quality, 20(6), 565-584.