Evaluating the steps an organization can take to improve skills of its employees * The achievement in any business is contingent on exactly how good your personnel are skilled. Skills for example, communication is quite essential to any organization. If its employees have acquired and implemented more skills within their work, it will obviously be better for the business, in terms of productivity, efficiency, success and revenue. It is very essential for staff to have adequate communication skills, due to the fact it’ll maintain the flow of the business, productivity, and extra participation and involvement for the employees which will allow them to interact with each other which will eventually result in better propositions and outcomes for the business. * In addition, supposedly if staff are having difficulties during communicational activities and processes, it is possible for them to attend and be a part of training programs after work hours, and if any sufficient improvement is made, employees it will be very profitable when working with colleagues and customers which will ensure everything is very understandable and no confusion is cause.
The most heavily skills weighted by the firms will include client management, technical and interpersonal. Smaller firms should have similar criteria because this will help the firm get a great reputation along with a better client list that will help expand business. 4. The advantages of the “up or out” promotion policy includes helping the employees know that the world is competitive, where the employee stand among their current/former peers and it’s something that is already established. The disadvantages of the promotion policy includes inducing more stress for the employees, negative feelings towards the firm when passed over for promotion and the commitment to the firm
For instance, it can make use of technological advances to better its products and win more customers. It can also use marketing strategies to increase awareness to the customer. The company makes use of high skilled human personnel in its operations (Coyne, 1996). This way, it is able to produce good quality products and better services. The main weakness lies on the external factors such as government regulations and culture of the people.
Tanglewood want to make sure they have the best possible staff that will give the best customer service experience. Tanglewood needs to differentiate itself from the competition, build a strong culture, save money by hiring internally and developing their talent, hiring people who are new to retail and developing them as Tanglewood associates, and it will support Tanglewood’s team focus and maintain the family atmosphere in employees that the company was built on. Developing talent is a better strategy for Tanglewood than acquiring talent because acquiring talent from other companies’ costs more money. Additionally, if Tanglewood starts employees off as associates who are new to working in retail, everyone will start fresh and learn everything the Tanglewood way. This may also result in there being less opposition among workers about how things should be done in retail because they will not have experienced any other method.
Another resource the business needs to manage, is the recruitment of staff. Depending on the size and capacity of shop, depends on how many staff you need. Over employing staff may lead to a high cost from the business. So insuring the correct number of staff are employed means a reduced cost, which then the extra money for other parts of the business. With hiring the correct staff for the business, this is beneficial as the business will have more productive workers, which can lead to a better business.
A person will have more responsibility in work, which will affect there day to day life. As well as being more responsible they will be more independent as they will have money to be able to do more things. Being more responsible and more independent, means that they will develop a more mature way of thinking. They can be affected emotionally in two different ways positively or negatively. They may feel better emotionally because of the fact that they have a job; this is because they would have earned the money themselves, which to many would be a personal achievement and a ‘step up’ in life leading them to feel better about themselves.
It will also help with the competitors because if Tesco are good at survival then they will be able to beat them and do well. This will also help the business in the future, so if there's any problems they can face them and be able to know they will do well. Profit- Tesco need this so that there will be no problems in the future regarding the payments to staff or utilities or any other things that Tesco pay off. It will also helps them so that they don't go bankrupt because if they keep hitting the profit point then they will be making more and more profit and then this will mean they can open more branches or provide the staff the best information they can. The structure is helping Tesco because they are still standing and the business is running well also they will be able to make enough money to help in the future.
It not only encourages employees to perform their job well, but also to go beyond their current situation. However, different employee need be motivated in different ways based on their different personality and needs. At the same time, different tasks should be motivated differently based on intrinsic or extrinsic rewards as well. Precision works as a lean manufacturer; they are looking and expecting the best practice to improve the productivity. Therefore, hearing from local teams’ new ideas is valuable for the company to improve the productivity and eliminate wasted time, effort and motion.
The Lima plant has issues with high turnover, morale and job satisfaction among employees. The Lima plant needs a plan of action to retain good employees and boost morale. According to Kontoghiorghes and Frangou (2009), talent management is the implementation of integrated strategies designed to increase employee productivity by developing processes for attracting, developing, retaining, and utilizing people with the required skills and aptitude to meet current and future business needs. The perception of human capital management is that employees possess skills, abilities, and experience and consequently have economic significance for the organization (Kontoghiorghes & Frangou, 2009). Hence in order to attract, engage, cultivate, and retain talent, those who have the task of talent management must understand what is important to employees (Kontoghiorghes & Frangou, 2009).
b) What are the benefits of continuously improving performance at work? Please state at least two. Benefit 1: There is a chance of a promotion as my employer will see how hard I work and the work I produce which leads to more money for me Benefit 2: I will be able to take on more skills which will broaden my career opportunities and may lead to getting a better paid job in another organization 1.2 a) What is the purpose of encouraging and accepting feedback from others? The purpose of encouraging and accepting feedback from others will help me improve how I produce my work tasks. I will learn from mistakes I have made and ensure I carry out work duties correctly the next time around.