The General Secretariat of the Executive Council of Abu Dhabi - Research Proposal Example

Name: Organisation: The General Secretariat of the Executive Council of Abu Dhabi Assignment Tutor: Programme & Start Date: Course: Declaration I declare that this proposal is my original work Name: Date: Title of the Project The project is up to establish and implement a fresh graduate program within the general secretariat of the executive council of Abu Dhabi basing on job competencies and organisation’s core competencies. It aims at establishing ways in which the organisation can improve job competencies of the fresh graduates and that of the organisation as a whole through training and evaluation of their work performance at the organisation. Background Information The general secretariat of the executive council is a managerial body delegated to recommend public guiding principles and approaches to be determined on by the executive council. At the same, they offer executive council with support services as well as outlining and scheduling decisions, organizing minutes, issuing and following up the implementation of the Council’s resolutions (http://gsec.abudhabi.ae/Sites/GSEC/Navigation/EN/general-secretariat.html). The department is guided by their vision and mission. The vision is to assist Abu Dhabi to be recognised as one of the best five governments in the world. This calls for excellent training for fresh graduates to boost up the organisation’s competencies in the market. The mission of the organisation is to develop Abu Dhabi’s policies and strategy plans and fight for their effective implementation while offering the required support for the executive council to exercise out its responsibilities efficiently. It is for this reason that the researcher finds the importance of the project implementation at the organisation (http://gsec.abudhabi.ae/Sites/GSEC/Navigation/EN/general-secretariat.html). The project will enhance the training methods used at the organisation thus improving their general performance. Fresh graduate program in organisation is a policy enabling the organisation to train individuals who have just completed the requirements for their various professional studies. This provides the organisation with fresh minds thus enabling them to provide good solutions to organisational problems. For The General Secretariat of the Executive Council of Abu Dhabi to establish the program in their system, they will have to come up with excellent procedure to enhance the job competencies for the fresh graduates’ project in the organisation. These will include establishing training methods to put into action together with ways to evaluate the fresh graduate performance in the organisation. Therefore, the paper proposes excellent steps to be followed by the organisation management in establishing the project into their system. On doing this, it will come with proposed training methods as well as types of evaluation to be implemented to test the competencies of fresh graduates and that of the organisation. First, identification of skills needed: the management will have to identify the skills needed for the fresh graduate enhancing their job competencies in the organisation. This will depend on individual area of study and job station. Secondly, specification of category: the management will have to categorise the individuals in relation to the skill required at their job station. This will depend on the individual’s ability together with the level of education acquired. Thirdly, choice of training methods to be used: Identify the methods of training to be implemented in training relevant skills needed to the fresh graduates e.g. for technical skills, such as the specialists, it is advisable to use in-house training while for managerial skills, such as the executive administrators together with human resource personnel, external training e.g. introduction of course may be used together with in-house training to enhance their competencies. Fourthly, selection of trainers: come up with a list of trainers needed to offer the service to the organisation. They should be able to offer skills required for the fresh graduates. These may include the direct managers to the fresh graduates, overall managers and trainers from other organisations deployed to offer the knowledge to the fresh graduates. Fifthly, set the training period. Come up with specific period to be used in training the fresh graduates. For effective training process to take place, the individual has to take at least 2years. Within this period, fresh graduates will be evaluated after very 6months to test their performance and competencies to the organisation. It is only after the trainers’ satisfaction that the fresh graduate will be able to be promoted or offered with a position within the organisation. Sixthly, come up with clear budget illustrating all the resources required for the training process. This should include trainers’ payments, cost of material and equipment needed, and any other expenditure to be incurred during the training process. To develop the program in the organisation, performance evaluation will be carried out at completion of every contractual period by the trainer just to ensure that the fresh graduates attains the basics required at their job station thus improving their job competencies and that of the organisation. Fresh graduate performances will be evaluated by relevant trainers in both theoretical and practical works and skills trained on. The evaluation period is viewed to take place after every 6month of performance in the organisation. This will be done by both internal audit committee and external auditing group who will be invited into the organisation to assess the performance of the individual thus boosting their competency countrywide. Reasons for Considering this Topic Fresh graduates have always been thought to be in a disadvantaged position to acquire good job opportunities as they lack necessary experiences needed at the industry. This has resulted in more jobless graduates in the country. Thus few organisations have come up with the internship and volunteer programs that enable the fresh graduate acquire skills needed at the work place. As a result of this, it enhances the productivity level of the organisation as well as improving the economic status of the country. Having considered the advantages of fresh graduates in an organisation, the management finds the reasons to consider the topic as a way to improve the image of the organisation as a whole. Fresh graduates are known to be aggressive, they are known to do anything before them to get the job accomplished regardless of the challenges that they face at the organisation (Khosrowpour M et al pp210-232). Apart from aggressiveness, they are creative, able to come up with new ideas to provide the organisation with better solutions for problems. At the same time, the topic finds its importance to the organisation as the management has over years employed employees with low ability to perform which has resulted in low performance at the organisation. Thus, with incorporation of the program, the management will be able to train their own employees to enhance their ability to perform at the organisation and improve their competencies. None the less, they will be able to trap fresh knowledge from the market and train to enhance their job competencies. Aims & Objectives of the Proposed Project At the end of the proposed project, the researcher seeks: To come up with steps that the organisation will follow in establishing the fresh graduates program. To come up with training methods to be used in training the fresh graduate in the organisation. To identify the way in which the organisation will develop the fresh graduates program through establishing evaluation method to be used in checking employees’ job competencies To minimise the percentage of jobless graduates in the country through availing training services to the fresh graduates (Peterson’s Guides et al pp1129-1209). Thus providing them with experience and knowledge to be employed in other organisations in future. To improve the productivity level of the organisation by availing required information and skills to the fresh graduates as well as evaluating the performance of the fresh graduates. To prepare graduates to work in the economic and financial sector in the country Benefits to Organisation Basing on the results of the project, the organisation will be able to attain the following benefits: The productivity level of the organisation will improve. With high skilled employees, the organisation receives best results thus improving their production. The organisation will have prepared future employees. The project will improve the image of the organisation as a whole (Vaiman & Vance 345-389). With the presence of graduate employees in the organisation, clients will feel the presence of efficiency thus changing their attitude towards the organisation. Having trained the employees on the basics in the organisation, the organisation will have an easy time in case of succession. The organisation will need not to train more employees thus saving on the training cost. The organisation will be able to attain proper solution to organisational problems. With the nature of creativity and ability to take risks among graduates, they will be able to execute different and highly creative solutions to different problems in the organisation. This will enable the organisation to attain better resolutions to compete in the market thus attaining their mission and vision. The graduates will provide the organisation with new skills. With fresh minds from colleges, different graduates come in with different ways to operate thus providing new skills to the organisations. Data Collection To attain proper results from the project, the researcher will have to collect data from both primary sources and secondary sources. Primary data is that which the researcher gets specifically for the project. In this regard, the researcher will use interview guide as a tool to collect information from respondents who will give their views towards the project and how they feel the project can be implemented. This will be carried out among the members in the organisation and other organisation managers who have already implemented the program at their work station (Economist Newspaper Ltd pp79-93). This is hoped to provide the researcher with fresh ideas on ways to implement the program. The type of data collection method was chosen because of its efficiency and nature of the research i.e. qualitative research. Secondary information is the data collected by other researchers for their work but have some significance to the current project. To this effect, the data to be used will be from books and organisational journals. These will provide information on how other organisations implemented similar projects to their location; thus enabling proper establishment of steps to be followed in implementing the same program at the general secretariat of the executive council of Abu Dhabi. Issues Arising After the project, it is anticipated that the candidates might get out of the organisation seeking better place to work. Over period, the non graduate employees at the organisation may be laid-off. The organisation might end up turning into training institute for other organisations How to Solve the Issues Arising In solving the issue of resignation from the trained candidates, the organisation will be providing better salaries for the candidates once they prove that they are sufficient in their work. The organisation will offer promotion to well performing fresh graduates thus encouraging then to perform better within the organisation. The organisation will come up with further education program to educate the non-graduate employees in the organisation thus preventing them from being laid-off. Resources Required To complete the project successfully, the researcher has to be provided with, 3months to carry out all the stages needed. The breakdown of the time will be illustrated in the time frame. There has to be financial support that will cater for all expenses incurred between proposal period and after implementation of the project (Peterson’s, 345-389). These will include all the payment for the trainers both external and internal trainers and material and equipments necessary for the training session. Time Scale The project is planned to take approximately 3months, involving activities from the attainment of the proposal to the end result of the project. The time will be distributed as indicate in the table below Time December 2009 January 2010 February 2010 Weeks 1 2 3 4 1 2 3 4 1 2 3 4 Activities Writing of proposal Developing the data collection tool Data collection Data analysis Identification of internal and external trainers needed. Discussing the proposed trainers with the management. Avail material and equipment necessary for the process. Train the graduates Evaluate the fresh graduates Works Cited: Economist Newspaper Ltd. The Economist Vol 376 Issues 8433-8437 University of California 2005 79-93 Peterson’s Guides et al. Peterson’s Graduate Programs in the Humanities Vol 35 41st Ed Peterson’s Publishers 2001 pp1129-1209 Khosrowpour M et al. Managing Information Technology in a Global Economy Idea Group Inc 2001 pp210-232 Vaiman, V. & Vance, C. Smart Talent Management Edward Elgar Publishing 2008 pp187-217 Peterson’s Internship 2005 25th Ed Peterson’s Publishers 2004 pp345-389 ‘The General Secretariat of the Executive Council’ Retrieved on 25th Nov 2009 from http://gsec.abudhabi.ae/Sites/GSEC/Navigation/EN/general-secretariat.html Read More