Total Quality Principles - Essay Example

Total Quality Prinсiрlеs Name: Institution: According to Goodman, (2015), "Trends alone are not reliable predators of the future." The article talks about the future of leadership in the future and what needs to be done to ensure its success. It’s the role of the training and development department in organizations to consider the future of their leaders as they create present programs. The future of organizations should be determined today. The future involves creating efficient strategic plans, vision statement and defining careers. So as to create an effective strategic foresight, the article suggests that leaders should take an approach to discover, explore, map, and create. However, most organizations fail to develop a future-oriented training and development program. During training of employees for the future, many organizations do not focus on the future market workforce needs (Goodman, 2015). Most organizations have failed to adjust training and development practices that negatively affect productivity and growth in an organization. Most organizations apply practical solutions involving technology and dismiss traditional techniques. Critical pressures faced by organizations include; unavailability of leaders, turnover issues, and the need to train and engage employees. In order to overcome these challenges, organizations need to create long-term relationships with employees rather than empowering employees with essential tools needed for effective leadership, many organizations view employees as a threat. Most of the employees consider the working environment as controlling or highly structured with inadequate collaboration. Consequences Corporations fail to plan strategically several years ahead for the skills required by the workforce. Failure to implement a future-oriented training program results to shortage of skilled workers in the future (The Conference Board, 2015). The changing nature of work and the work environment present the organization with numerous challenges. Employees need to be adaptive, flexible and focused on the future in order to handle the rapid changes. Leaders’ key responsibilities are to train and develop employees for personal and organizational growth. As the Technology pushes Companies to integrate advanced working methods, the Companies realize there is an increasing skills disparity between the Company needs and the existing workforce. This can be observed as companies try to eliminate out of date job roles and seek workers with advanced technology skills. This trend is observed in several departments of an organization including the Warehouse, call center, manufacturing and the headquarters. Dealing with the Issue The significant trends of globalization, the advancing technology and the changing dynamics of clients needs push companies to develop a future-based training program. Employers need to prepare for the future of the workforce. Most of the employees fear that their current skills might become obsolete in the future. According to research, only 41% of workers worldwide get the opportunity to learn new skills. It’s essential to create a strategic approach to ensure that the organization's workforce is ready to respond to these changing needs of the market. The process of establishing a fresh training program for new employees is time-consuming. Future skilling prepares employees to adapt quickly to new technology changes and fill in the gap of retired employees. Recently, Governor Charlie Baker decided to sign an order compelling all Corporations to create an efficient job training program. The growing economy requires a highly trained workforce so as to meet the needs of the employers in the modern times. Baker suggests that different regions of the state should create different strategies. However, high-level coordination is required (Scharfenberg, 2015). Most organizations have partnered with research companies to identify ways that they can create training initiatives that are tailored to prepare the workforce for future roles and challenges (The Conference Board, nd). Several organizations have tried to identify techniques that can be implemented so as to train all the existing employees across the country to gain skills needed in a few years to come. This is an effective way to ensure companies respond to the changing workforce needs. The new strategic training plans tend to focus on three key areas including; re-skilling for scaled efficiency, up-skilling for emerging markets and new-skilling to determine ways to respond to the market (The Conference Board, nd). Companies provide interactive training session instead of giving new employees manuals to read. Most of the companies have developed a continuous training program and provided the appropriate learning resources in the workstations. According to the leaders of the G20, training the workforce to meet their specific current needs is no longer sufficient (International Labor Office, 2010). Companies need to implement training programs that ensure employees are prepared for the future market needs. Organizations have introduced training programs that align with the evolving need in the workforce market. Changes in the workforce range from the level of skills required to the occupational and technical fields. In order to determine the future skills needs, organizations apply several methods. These methods include anticipating occupational and skills profiles, social dialogue, evaluation of the performance of training institutions, and labor market information systems and employment services. The European Commission launched an initiative referred to as "new Skills for New Jobs" that seeks to evaluate future skills needs (International Labor Office, 2010). The commission evaluates supply and demand of competencies at the current level to 2020. The board focuses on enhancing forecasting system and conducting skills evaluation in 18 sectors. The aim is to ensure skills are utilized in the best way possible and prepare the workforce for future jobs. In Ireland, Expert Group on Future skill needs usually evaluate future market needs and create strategies on how to meet the skill needs by introducing several membership programs such as business representatives, trade unionists, educationalists and policy-makers. The aim of EGFSN is to determine changing workforce expertise and changes in demand for certain skills. This enables the organization to identify key elements to be included in training and development programs to meet future needs (International Labor Office, 2010). In conclusion, training employees helps to determine the success of your business. In essence, employee training is an essential program that should be given considerable attention. Research indicates that extensive training results to fruitful and productive employees. It’s no doubt that in the future; technology skills will be significant in any organization. References Goodman, N. 2015. The Role of the Future in Training & Development Today. Sl Huhman, H., (2014). How to prepare for the future of work. Retrieved From: http://www.entrepreneur.com/article/237723 International Labor Office., (2010). A Skilled Workforce For Strong, Sustainable and Balance Growth.Sl Scharfenberg, D., 2015. Baker Panel to Focus on Job Training Plans. Retrieved From: https://www.bostonglobe.com/metro/2015/02/26/baker-panel-will-focus-job-training-strategy/ag6CZcN2n9Qu8O8KFow34K/story.html The Conference Board. 2015. Future Skilling Current Employees to Meet Your Workforce Needs. Retrieved from: https://www.conferenceboard.org/workinggroups/wkgGrpDescribe.cfm?councilid=380 Read More