Customer Driven Organization Essay

Empowerment is a contested concept which can be defined in many ways depending on peoples understanding and ideas. Adams (2003)

External customers are anyone that the service is provided to, for example the organisation I work for provides a certification service for home improvement companies (that apply energy friendly measures- Wall insulation, solar panels etc.). These are classed as our external customers and are the people that purchase our services.

Training and Development is imperative to the organization’s progress. Training helps addressing employee weaknesses and builds a reliable and skilled workforce. This will improve the employees’ performance and boost their self confidence, and innovation. By acquiring the needed knowledge and skills, employees can perform more efficiently and increase the overall productivity of the organization.

Try to stop all the employees from leaving the company because when staff retention is poor when we also higher new employees they are taking time to learn about the company and whenever a new staff comes in must get proper training before they start doing the

Training is a process to develop skills in the employees that can help in achieving desired organizational objectives by providing them necessary skill developing activities. Training is used as an important tool in an organization as it has the ability to change the organizational culture and value. Training involves providing opportunities to employees so that they can develop their skills that are required to perform well. Even though employee training shows that management has implemented human resource strategies successfully but it doesn’t guarantee success.

Employee training not only contributes towards benefiting individual, but also to the organization, allowing it to continue operating effectively. Improved profitability and service delivery (Morrison et al.2010)

The first step to devising an effective training program is to perform a training needs assessment. "A needs assessment is a systematic process for determining and addressing needs, or "gaps" between current conditions and desired conditions or "wants". The discrepancy between the current condition and wanted condition must be measured to appropriately identify the need." (Messmer) This is normally a four step process, identify a clear business goal, determine the tasks the workers need to perform so the company can reach that goal, determine the training activities, determine the learning characteristics. When starting to work on a training program you should ask several questions. Do we need really need a training program or would a well written communication suffice? If training is needs it, who needs it? What do we want the employees to learn? Business goals typically include increasing revenue and efficiency

To summarise the informal interviews with trainers it has become apparent that these individuals also need a level of training to better the departmental training in which they provide to others. To be able to cater for different needs and change plans in order to meet deadlines. To work with other trainer and provide a consistent program that is both effective and efficient.

2, strengthen the training. The training can improve the performance of employees, thereby improving the performance of the whole organization and department. It should be noticed that, when the company work with training, the company believes that they can make the full preperation on what they are good at.

In regards to training a strong, educated, and high-performance workforce, an up-to-date training plan that will equip employees with the tools necessary to meet organizational goals. Learning plans will need to be technical, as well as practical. Managerial level employees will have access to a tuition assistance program that will encourage higher education for use within the organization and their field of expertise. Employees will not only be equipped to perform the core tasks of their profession, but will also be well versed in teamwork, sensitivity, leadership, and recognizing various personality types, and how to better interact with them. They will be offered monthly internal training sessions, hosted by their co-workers, and will alternatively host them as well. This allows for fiscally sound cross-training opportunities, and well-rounded individuals to advance within the organization. This will also serve as a measure of the effectiveness of the training program, by allowing the employees to demonstrate their knowledge to their peers and leadership.

If employees are going to achieve their goals and develop their skills, knowledge and delivery within their role they must have access to the appropriate training and coaching. Whether employees require development because they do not meet their current performance requirements or in order to progress to the next level, training and coaching are also key elements within a comprehensive performance management process.

What is the most important way the small business you have chosen meets customer needs?

Most organizations do not follow-up on the benefits of training as regards staff performance. As a result of this they don’t take training and development as an important factor in organizational growth and survival. Most manages do not know how to assess the return on investment in training, nor are they equipped with the necessary management tools to monitor the decision making process of such investment. It has been discovered that training and development budget is the first cut when the organization is faced with difficulties because most of them are of the opinion that investment in the area of training and development is not linked to the bottom line of the business. Globalization and rapid technological development has changed the conditions for companies and increased competition in the world markets. The quality of a company’s human resources is the key driver for sustained top-level performance. It has become crucial to continually invest in human resource development in order to guarantee success in the global market. As earlier said, managers engage in minimal training thereby not giving quality training to their employees, this in turn affects the overall outcome of the training and the performance of the staff. Most organizations that have a competitive image see more reasons to train their workers than those who are on the lower rung of the ladder of recognition, but training and development is still needed to create a niche. In the light of the above,

The terms and conditions of employment like the payment terms, designation and other obligations are understood with the contract which is signed as a part of the contract between the IT worker and employer. There are different types of employment, few as permanent role, few in contract roles, few in semi contract, few in role of the organisation but deployed in client place for specific period. There are many other new types of employment named as L1, H4, H1, B1 visa which is provided exclusively in IT industry. This process is based on the skill set, projects, clients supply and requirement matching with the lot a group of tech savvy group. The hiring of such employees are through the process of recruitment which involves multiple steps; unique recruiting process matches candidates not just on technology but on actual project implementations of technology and culture. Recruitment be more of customer centric consulting and should be delivering superior business solutions with best breed of people, knowledge and technology. Delivery of the most comprehensive and competitive solutions using innovative methodologies with commitment to excellence and teamwork. To bring the persons with require competencies and skills to select the appropriate persons and plan/facilitate their joining the organization, identity and decide the job/positon vacancies (given out by the human resources planning or manpower planning process) Communicate these requirements of human resources to the

Training & Development: Your employees are your greatest asset. Continual development of your team is important, whether succession planning or planning for growth. Use your people management strategy to identify high potential leaders and employees identifying training opportunities to enhance their performance. You should also incorporate annual compliance training, tuition reimbursement options, and a company reading list.