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  • Category:
    Management
  • Document type:
    Assignment
  • Level:
    Undergraduate
  • Page:
    2
  • Words:
    942

7Learning Journal

Learning Journal

CHAPTER 10

Policy and Practices

Theory and Concepts

Organizations are using traditional recruitment methods: form application, interview, and reference checking. Even though they are popular, the techniques are criticized heavily by occupational psychologists on validity grounds.

Textbook: Taylor, S. 2014 Resourcing and Talent Management

Align Individual Goals with Corporate Strategy:

Most organizations use the trio methods instead of complex psychological methods since its straight forward, relatively cheap, expected and accepted by job applicants, and controversy from the psychological tests

Training and development strategy:

The market dynamics are changing but organizational employees have remained the same. Training and developing their skills and knowledge is important to guarantee business success rather than focusing on having new employees

Analysis of efforts and impact:

Training could be costly making it important to assess impacts. Sometimes the effects do not translate into the bottom-line cost. Therefore, there is need to track the variables before and after training to verify the improvements

Analysis

The market is becoming highly competitive with the tastes, preferences, and needs of the consumers continuously changing. Businesses are realizing that employees are important organizational asset (Taylor, 2014). As a result, the business is focused on the implementation of training and development strategy, which focuses on improving the knowledge and skills of the current employees to meet the market standards. The strategy is applicable when businesses aim to meet the current market demands.

Recommendation

Based on the association between employee training and development strategy and organizational performance, the strategy offers the business competitive advantage and assist in propelling the business into the future. it is recommended that the business understands that the key to inciting the employees to greatness is aligning talent management practices with the company’s training and development strategy through definition of consistent leadership criteria in various functional organs and specifying the competencies.

CHAPTER 11

Policy and Practices

Theory and Concepts

Organizations use various methods, considered of high validity in selecting employees. These methods are assessment analysis, assessment centres, biodata analysis, ability tests, and personality tests

(2), 122-145. 4, Contributions to Management Science Bhaird, C. (2010). Resourcing Small and Medium Sized Enterprises. Textbook:

Align Individual Goals with Corporate Strategy:

Employees are important organizational assets. Management often focus on basic talent management; they need to focus on optimal success level, engaging business leaders, and high performing worker.

Training and development strategy:

Business are experiencing reduction in employee performance which affects both profitability and the level of customer base. The businesses are considersing retaining and training its current employees since the method is cost effective compared to hiring new employees.

Analysis of efforts and impact:

To achieve the best of the training and development strategy, the business needs to communicate the company’s strategic plan

The strategy strengthens employees’ leadership skills and develop business agility through allowing the management to focus on the efforts of the employees on the business’ critical goals

Analysis

Businesses lack the expertise and experience to train the employees to meet the required standards. As a result, it is likely to outsource human resource manager with the ability to train its employees.

Effective and reliable training and development strategy occurs when the management identifies the training needs and make comparison between organizational goals and human resource needs. Moreover, there is need to develop a training plan for narrowing performance gap, acquire the management support, schedule, and implement the plan after identifying the required resources.

Recommendation

Business need to be prepared than the competitors to enable it capitalize quickly on the emerging opportunities. Employing new employees is always costly. Besides, it is easier to deal with employee that the management understands rather than sourcing from other institutions or the job market. With the changing market dynamics, it is recommended that the business assess the prevailing market conditions and the state of its employee; therefore, the business needs to undertake training and development among the employees to meet the ever-changing market and consumer demands (Jones, 2012).

CHAPTER 12

Policy and Practices

Theory and Concepts

There are different induction activities that improve the experience of the new employees. It involves regularly updating the procedures and makes use of various communication methods.

Textbook: Jones, R. (2012). Social Capital: Bridging the Link Between Talent Management and Knowledge Management. Smart Talent Management, 4(2), 108-114.

Align Individual Goals with Corporate Strategy:

In building employment relationship, the employee and employer often create a contract of employment. The contract needs to be accepted by both parties; however, it is important that it is line with organizational objective.

Training and development strategy:

Effective training and development strategy is important for organizational success which can serve as a means of developing the employees and become an effective tool for recruiting and retaining employees

Analysis of efforts and impact:

The strategy enables both the management and employees to understand clearly all the roles associated with specific goals and strengthening accountability through assigning measurable and properly articulate the company goals

Analysis

By focusing on training and development, it is evident that the business lacks qualified employees to meet the current market and organizational demands (Bhaird, 2010). Business commitment to create and sustain a corporate culture that is engaging and where the employees feel part of the business is the major value proposition and differentiation factor within the competitive marketplace. However, most research do not recommend involvement of the employees in developing the training and development plans which in the current complex market is inevitable.

Recommendation

Training and development strategy is one of the methods of motivating the employees and making them feel part of the organizational success. This provides them with opportunity to improve on their performances and view the business as their own investment