Analysis Of Performa, Inc.

Andres Construction Services is a family-owned construction company which employs about one hundred employees. The company focuses on negotiated work on multi-family apartments, retirement communities, adaptive re-use complexes, private schools and universities, office buildings, and churches. During Mr. Whittle’s lecture, he focused on a handful of projects Andres Construction has worked on in the Dallas/Fort Worth area. These buildings include the SO.7 Shops and Lofts, The

* Set developmental goals with each employee. These goals focus on building the employee’s expertise, skills, and abilities. The idea is to make strengths even stronger, as well as to develop the areas in which the employee’s knowledge and skills are deficient. As you provide your team members with these developmental goals and support them to attain them you will be building the company’s future and displaying to your team that you are there to support and develop their career.

Investing in the continued professional development of people is beneficial, for employee morale and for the company’s bottom line

Training and development are categorized into several classes. The sponsors of training and development are senior managers. The clients of training and development are business planners. Line managers are responsible for coaching, resources, and performance. The participants are those who actually undergo the processes. The facilitators are Human Resource Management staff. And the providers are specialists in the field. Each of these groups has its own agenda and motivations, which sometimes conflict with the agendas and motivations of the others. The conflicts that are the best part of career consequences are those that take place between employees and their bosses. Tempting as it is, nobody ever enhanced their career by making the boss look stupid. Training an employee to get along well with authority and with people who entertain diverse points of view is one of the best guarantees of long-term success. Talent, knowledge, and skill alone won 't compensate for a sour relationship with a superior, peer, or customer. Typical roles in the field

In conjunction with my first strength, my second strength has been identified as the capacity to help subordinates grow and develop within their career. I have demonstrated this by mentoring employees. This has included helping them grow within their current position as well as aiding them in moving up from their current level within the organization. This aid is often in the form of teaching, listening, and giving them my insight to what I have observed within the organization in concern to both reviews of work and job promotions. Development of employees has to be a quality that is purposefully demonstrated consistently and not just when an employee asks for help. This requires a regular effort on the part of the leader of a team. In order to help an employee in this aspect a leader has to know employees on a basic fundamental level. The leadership practice of aiding in an employees’ career growth cannot be effectively engaged without the insight gained by the understanding and communication

Today’s corporations are highly advanced in communication, operations, and productions. The need for highly educated people is in great demand for both white and blue collar workers. With the continuing evolution of technology, companies will need to train and educate their employees to upgrade their level of knowledge. This is being accomplished through company training or

Training is an important facet of developing and managing human resources at any organization. Training should improve not only organizational efficiency and employee productivity but it must also improve employee skills and make employees feel valued. At Clapton Commercial Construction (“CCC”) Company’s Arizona location, it is important for the company to hire and retain good employees. To that end training and development should be essential and consistently provided to employees at all levels of the organization. Training program should be designed so that it is tailored to the particular function the employees perform in the company, and also so that the company as a whole works as a

2011). When EasiYo’s sales and operations continued to expand and grow its local and unqualified workers cannot respond to the company’s changing need and demands. This placed pressure on the employees to perform, causing O’Brien to adapt to changes in EasiYo’s technologies and exploit opportunities to improve (Grant 2012). O’Brien focused on up skilling it’s workers with a government-subsidised literacy program that improved the employee literacy and numeracy skills (Clement 2011). With the improvement of EasiYo’s employee’s it ensured quality control and stimulated greater loyalty and incentive, which produces a stronger workplace atmosphere (Jones & George 2013). Creating goals and a controlled environment motivated employees to perform efficiently; this creates opportunities to gain competitive advantages in a global market.

Many companies are very keen and ready to clinch Work Base Learning in an organization, not mainly because it provide you with lifelong learning, but also it is an important ingredient of what Senge (1990) has termed as the ‘learning organization’. A learning organization is a place in which the learning and flair of persons is backed and promoted so that the organization itself be able to form its future and it also very important to gain competitive advantage.

Oper-ational experience provides the workforce the opportunity to use, hone, and build on what they learned through the formal training and education process. Experience gain through on-the-job training in a variety of challenging assignments and additional duties prepares employees to lead and further develop others. The leader plays a significant and instrumental role in this area. Leaders are particularly responsible for mentoring that is vital to the development of junior members. They explain both area and individ-ual performance standards, and provide periodic assessments and continual feedback to develop the employee. Beyond accomplishing the mission on a daily basis, develop-ing subordinate leaders is a professional responsibility which must be carried out to guarantee the quality of our future leaders. Similarly, periodic assignments to broaden-ing positions throughout the career timeline provides FPS employees with exposure to a different environments, presents them with opportunities to work complex problems, and ultimately helps the organization grow strategic, adaptive, and innovative execu-tive-e level leaders capable of performing above and beyond the tactical and opera-tional

In fact, aligning training and education assistance to the mission and vision of the company will continue to improve the product and service it can offer its customers (Blanchard & Thacker, 2013). Companies such as UTC, Lockheed Martin, and Boeing realize they can gain a competitive advantage by offering education assistance; consequently, the cost is considered an investment into the future of the business. Competence to perform laser welding and helium leak testing is a requirement to build a myriad of

Abstract: Second in command of multi-million dollar construction company specializing in GaNatt required jobs for Municipal to State Funded Projects; directly responsible for identifying strategy and communicating to stakeholders; adjusting to project changing needs while improving quality, developing and growing team members; increasing return on investment and client retainability.

Since the crew at HCI has been focused on commercial projects up until recently, they tend to often cut corners and “get away” with not following the specifications to a “T”. This has become a problem in the residential business, directly affecting the residential division profitability. When workers have to go back to fix things that should have been done correctly in the first place, it costs the company their time and the extra materials needed. Moreover, customers are disappointed to find problems in the project, which decreases goodwill and HCI’s ability to build strong customer relationships.

Dedicated professional offers expertise defining, executing, and monitoring strategies to build value and achieve project objectives. Skilled and versatile with a proven record providing reliable managerial metrics and controls to support design and construction team efforts. Applies proficiency acquired through relevant academia and broad based, twenty-plus year background on complex and capital intensive programs. Also excels in team collaboration, proactive approach, and meeting deliverables in quick-turnaround

Another practice that helps to achieve career growth and development is offering training opportunities for the employees. The employees are offered benefits that help them to further their education and achieve higher qualifications. This is a strategy which helps to increase the skills, qualifications and competence of the employees. In this way, the staff are at a better position to gain promotions within the organization as education qualification is not a barrier for them. The employees become motivated as they become more competitive in the market which is good for their career (Branham, 2012).