Developing an Organization-Specific Strategy for Integrating Job Performance and Training

There is usually a multitude of different positions within an organization. The different positions are determined by the size of the organization. While many positions may have similar characteristics when it comes to performance and compensation many are also at opposite ends of the spectrum. Based on the position, companies may choose different methods of evaluating performance. Companies also choose different pay scales and incentives based on each position. Two positions that may be compared would be a triage nurse and an admission

Baderman Island has been dedicated to providing guests and visitors with unique and great experiences since opening to the public in 2004. “The Board of Directors and operational leaders in the organization, empowers its staff to offer unsurpassed quality of customer service, through individual acts of random kindness and specialty services” (University of Phoenix, 2012). Exceptional customer service is a top priority of the management and staff at Baderman Island. The resort offers numerous accommodations at prices that are affordable for every budget. Each individual position within this company adds

Working in nonprofit is gratifying and at the same time challenging for those employees who are interested in the organization’s impact, competitive wages, and career progression. As an administrator for a major nonprofit organization, lack of staff retention and excessive turnover affects the quality of service provided to clients and increase the employee choice, recruitment and training costs.

Department- “a specialized functional area within an organization or a division, such as accounting, marketing, and they have their own manager” (“What is department” 2016).

The goal for any business or organization should be to see that their employees feel their needs are met. This leads to job satisfaction and ownership of their responsibilities. Organizations which do this have a workforce with fewer absences, less tardiness; performance at higher levels, and fewer turnovers. In short, the organization gains accountability, commitment and loyalty. The contrast to this approach and the negative returns thereof are very costly.

After thoroughly researching and understanding the cause of a problem, organizations can subsequently decide on a plan to resolve the issue. To effectively implement the plan and new change, it is important for organizations to take the necessary steps to combat resistance to change. This can be accomplished through accurately timing the change and communicating throughout the process. Merrell (2012) stated that “setting clear measurable goals up front will help an organization head in the right direction, use resources efficiently, make corrections along the way and assess whether the change program achieved what is set out to do” (p. 21). Moreover, by providing employees with training and incentives, the entire problem solving process will encourage a smooth transition. Through training individuals on the new policies and procedures of the change, employee can become directly involved with the change, thereby giving them the knowledge and skills they need to adapt. In addition, providing both monetary and nonmonetary incentives, organizations can reduce resistance and motivate individuals to help in the organization success throughout the change process. Thus, by properly analyzing problems and correctly implementing solutions, organizations can effectively change to address the needs of the company.

Job training is not only beneficial for increasing productivity, but it can also be a tool that help change people’s behavior and inspire them to know how to perform their job more proficiently and effectively. The key when it comes to training is to identify the issues that can be helped from training, then carry out the correct training to gain better results. Most of the time employees come to a company with academic abilities and not have the skills or knowledge to carry out their duties. When leaders train correctly, it can be a company’s biggest asset. In order for managers make training count, they must organize it directly to the needs of the people and to the organization. Training is not a simple tasks, it requires a substantial amount of money in human capital. But the ending results can be advantages to a company.

The environment in which most organizations operate today is continuously changing, and the rate of change is increasing. Almost most organizations are now involving in tremendous increase in international business and foreign assignments. Training and developing the workforce offer an interesting case of change for any organization in light of uncertain and rapidly changing environment. Many researches argue that training and development programs increase the organizations' performance and effectiveness. Toward a better understanding of the effects of training and development in the workplace, this research points out the importance of training and development the workforce, determines the major types of training and development

When seeking approaches to improve business outcomes, training has long been an exceptional method, granting managers many significant advantages towards organizational improvement. The following will explain those advantages, the reduction of organizational disadvantages, as well as a clarification as to how this approach is able to offer such enhancements. Finally, consideration will be offered which helps describe how the desired outcomes that related to the training approach can be managed through measurement and reward based systems.

An Examination of how Training and Development Initiatives in an Organization can Impact on Employees’ Performance and Work Morale.

The MICI is definitely at crossroads; however the company should be commended for their efforts to move the company forward. Ms. Cook seems to have been inspired by several tactics from the text, Tactics such as the application of the JIT to the claim process at MICI. The use of JIT will help the company increase their efficiency by cut down on wait time and processing, all of which will translate into increased productivity and profitability.

By focusing on training and development efforts help employees to think, act and behave in the proper way. HR can impact the culture. Training programs can be intentionally planned to help employees show and present the behaviors coveted by the corporate culture. Also, those who are flourishing and booming in the corporate ladder, within a culture should be given additional development opportunities so that they can assume positions of greater responsibility. By advance growing and establishing the company to promote those that support the corporate culture, HR again is again having an impact. Also, organizational systems that promote changes and evolution in employee development as part of their corporate culture should ensure that enough resources are apportioned to HR 's training and development budget. The allocation of scarce resources is another sign that an employees look for when determining if an organization is serious about creating the culture they espouse.

Training and development are activities organizations use to increase the performance of its employees. Organizations use new techniques and knowledge to improve the attitudes, skills, and techniques of the employees in order to improve daily responsibilities. Training and development are essential to every field in the business industry. Training and development are required to be successful in the business environment. Employees are able to keep up with trends and technology as they change. Training and development has positive effects that impact the success of organizations. Employees adapt to new technologies, employee morale and motivation is increased, productivity and efficiency is increased, and decreases liability.

It encourages the productivity of an organization as employees are hired based on their skills and knowledge not because of favoritisms or luck. It gives way to division of labor and encourages specialization. It brings orderliness at work places as there are procedural devices in the work place and rules governing the behavior of individuals in each position in the structure. It leads to responsibility, charity, predictability, neutrality and consistency. It offers identity and security to the staff demarcates and sets up a career ladder. It is highly efficient. Although it inhibits innovation, creates irrational resistance to change.

Training is an event of planning a learning process in order to improve the person’s knowledge, ability and skills. According to Raymond (2010) “Planned effort by a company to facilitate to employees’ learning of job competencies. These competencies include knowledge, skills or behaviors that are critical for successful job performance”. This means that any organizations or institutions which want to improve job performance must provide trainings to their employees. Globalizations have forced organizations to own competitive advantages which will enhance their level of competition with other global competitors.