Employee Training and Development - Essay Example

Human Resource AFFILIATION: Human Resource Introduction Effective learning and development is mandatory for continuous improvement in the work practices by an employee. At an organizational level, employees are expected to demonstrate professional performance. The learning and development manager has to be smart enough to understand the needs of employee’s development and the ways that can make the human asset competitive in the business market. Without an efficient learning program the workforce remains stable and becomes outdated which further leads to incompetency in the business market. Management/Supervisory development program The manager and supervisors are the individuals that control the workforce and functions of the organization through effective control, decision making and problem solving activities. Management of workers includes several responsibilities like conflict management within workers and sometimes with management. The supervisors have to think calmly and act positively always so that the organization’s operations always remain effective and the organization remains in the continuous improvement mode. The manager, if works tactfully can implement continuous learning as part of the organizational culture. Organizations at times need to undergo change and implementing change in organizations is a complex task. Pursuing employees towards organizational change can be achieved successfully if supervisors use their skills and abilities that come from their personal development. The procedural skills are also very important for managers and supervisors to implement so that they can financially manage the expenses, costs and revenues and can estimate the financial needs of organization along with ability to appraise the performance of each worker which is one of key responsibilities of supervisors. The learning and development program should include all elements that cover the above said responsibilities of managers. Change and Conflict management With the span of time each organization has to implement the change process and needs to upgrade systems, policies, working facilities and procedures so that organizations can compete in the market and we need to trained employees to be flexible towards change. Employees should be willing to improve their skills and adapt to organizational and development changes (Armstrong, 2008). Conflicts are part of daily routine, issues in corporate and modern business world cannot be avoided from organizations entirely but effective management of conflicts can resolve problems occurred and minimize the damage that could possibly occur. The employees and supervisors should be trained to manage conflicts and the organization must ensure that workplace conflicts do not turn into as serious issues which may damage the productivity and profitability of the firm (Buckley and Caple, 2004). It is the responsibility of the organization to guide and counsel employees and identify their learning and development related needs so that they can be given opportunities and training programs can be provided to them. Culture of engagement, Empowerment and Innovation Being a service insurance provider our organization has to introduce the culture of engagement, empowerment and innovation. The engagement of supervisors in operations gets them informed about each and every need of workers and operations to work smoothly, this also enhances the motivation level of worker that their supervisors are always available there to guide them. Empowerment is the need of modern business world and organizations that makes this part of their culture gets to work as the market leader in each of the market areas. Google, Microsoft and General motors are the real world examples and the organization by empowering their employees actually delegates the responsibilities to lower level that minimizes the burden of management. Management makes major decisions while lower management and workers keeps working for continuous improvement of operations, processes, market share and financial position of the firm. Innovative culture can only be implemented when engagement and empowerment is already being practices within the organization. Innovation needs top quality and relaxed minds that can think out of the box to create products and services that will increase firm performance quickly. Methodology to implement Leadership development program Learning and development methods vary as per the need of employee’s skills, abilities and capacity to grow (Armstrong, 2008). Managers and Supervisors have to control and manage other employees. The method to implement the development program for them is different from general workers development programs. Our development program will cover the top management and middle management layers of the organization so that they learn from this program. Most of the roles the managers and supervisors perform are interpersonal management, decision making, mentoring, and management of performance of workers. Our methodology will consist of following steps to implement leadership development program. Identify the needs of development skills Our organization has 150 supervisors working for the firm which includes employee with different skills, abilities, knowledge and different positions. Each of these cannot be considered equal from the measures we discuss before, so it is our responsibility to identify the types of personality for each of them, their professional goals, skill set and abilities they have already got and professional learning needs that each of them have so that we could make groups that falls in similar categories. We first note down the needs of individuals and find the technological trainings required, technical training needs of operations supervisors, interpersonal skills needs and human management needs of peoples that works in their relative departments (Buckley and Caple, 2004). Design the program for different groups The program of leadership development will be then designed in a way that fulfills the training needs identified earlier. Classroom training for interpersonal, technological and communication skills are designed for supervisors that need training in such areas (Noe, 2008). A five hour training session will be conducted for stress management, conflict management and change management so that each of the supervisor and future leaders will learn the methods of managing these things in operations. Leadership qualities and skills will also be evaluated from standard tests available for that so that we can identify the leadership style accordingly of the various supervisors. Accordingly after this assessment, supervisors can be assigned their respective positions. The leadership development program will also consist of on the job training which will commence after technical assessment of the employee. Furthermore classroom training will be monitored carefully for next three months. Cost and output estimation for each development program After the completion of the design of leadership program, we will measure the entire cost incurred on it and the expected outcome in terms of performances improvement, reduction of conflicts, and enhancement of financial performance of the firm. After making a feasibility report the entire leadership program will be sent to board of directors for approval. Implement the learning program After the approval from the Board of Directors, the leadership development program will be implemented and before implementing the program the schedule for each group will be pasted on the notice board. Meeting will be conducted with all the supervisors to inform them. Evaluation of program The program and its output will be evaluated to observe whether the desired outcomes were achieved or not. Evaluation will also assess whether improvement was observed in the performance level of supervisors or not. The evaluation will consist of a detail analysis of the performance of each supervisor as it was expected and this evaluation will be done through monitoring the changes that each supervisor has shown by working with their peers. The head of the departments will monitor the performances. The performance will also be evaluated by the changes in numbers of sales, productivity and earnings that financial data will show. The evaluation process will also be carefully reported to the board of directors to show the expected outcomes and real outcome that leadership program has been giving to organization. The evaluation will also help the top management to improve the areas that does not impact the performance of supervisors so that next batch could get better training. The evaluation process will be also helpful to reduce the costs of this development program next year. Issue in implementing the program The implementation of leadership program will not be simple and can create some issues as more than 150 peoples are involved in the training and development program. All of the supervisors have responsibilities that they have to perform on daily basis and they have to take care of their subordinates each day, so during the process of implementation they will have to remain absent from work for minimum possible time that will disturb the operations of the firm. Few of them do not want to upgrade themselves by nature that shows resistance to change. The schedule will be design to minimize the waste of operations time and we will conduct training sessions on weekend days including Fridays and to minimize work wastage. On Fridays each supervisor will replace his work with another employee to ensure daily tasks are completed timely. References Buckley, R., & Caple, J. (2004). The theory and practice of training. 5th Edition., Kogan Page, London. M, Armstrong. (2008). Strategic Human Resource Management. 4th Edition, Republica Press Pvt. Ltd. India Noe, R.A. (2008). Employee Training and Development, 4th Edition, Irwin McGraw Hill, USA Read More