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Staff Training Strategy - Essay Example

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This essay talks about the problems of making the employees work as a team by analyzing the strategy of pairing young people with old employees in order to make sure that they learn from each other as Generation Gap plays an important role in determining the relationship of the teams…
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Staff Training Strategy
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Module HR CASE STUDY The organization Randstad is making its employee work as a team. They are pairing young people with old employees in order to make sure that they learn from each other. However, over the years it is find out that Generation Gap plays an important role in determining the relationship of the teams. Gen Yers are found to be attention seeking and more technology oriented people, whereas older people tend to be technology avert who try to do things manually. A disagreement was caused over an older employee’s reluctance to use the new payroll system. However, in the end dispute was resolved, but what we can learn from the situation is that by pairing up older and young people, there are chances of disputes which are more dangerous than the one which occurred over the new technology. Hence, the company should look into its policy of pairing the different employees.
The strategy that the company can use to solve this problem is by conducting personality interview. They can assess the personality types and preferences of its different employees and then can make teams of people who seem similarly, All though there will still be some disputes and disagreements, but they would not be as grave as the one in the case. The company can also take an initiative of teaching of teaching new technology to the older staff. This would bridge the gap between the older and younger population in the organization. By becoming more technology aware, the older people in the organization would also be more productive and it would bridge the generation gap between the young and older people in the organization.
The other issue discussed in the case was that the company is doing well as both older staff and young people learn from each other. The company is doing well and its policy of “no boss” approach is yielding dividends. The company can argue that they cannot separate the older people with the younger crowd in the organization on this premise. However, what the company can do is that it should try to make department heads in the organization. One boss approach would be far better than no boss approach. In case there is a conflict in the organization, then the department head can resolve it. In case there is no boss, the dispute can linger on and may hinder and productivity of workers and can eventually lead to job turnover hence, it is better for the company to shift its organizational span of control, authority lines and low power distance approach.
In the end, we can conclude that although the organization is doing well at this stage, but there are lots of loopholes in the structure of the organization and its policies. If these loopholes are corrected properly then they can lead the organization into trouble.
Works Cited
Daft, Richard. Management. New York: The Dryden Publishing, 1994. Read More
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