Large Organization Case Study

These volunteers can be motivated by highlighting to them that, this is an opportunity for them to sharpen their skills and knowledge through experience of this

Supply of labour needs to be taken into consideration by human resources on a local, national and international scale. Different types of labour have become obsolete, some more scarce and others have become more saturated because of its demand for example service industries have become more demanded whilst mining has become a more scarce trait. This means training has become more of an issue because its important employees has the correct skills especially in an organisation that is not as common locally because employee will not have the appropriate skills. Regionally some industries more popular depending on the area therefore training may not be as demanded. Some industries have products/services that are trends whether its long term/ short term meaning training required either way but may not apply to the industry for long if the trend ceases.

Due to the ever changing landscape of the business world many employers often send their employees to attend trainings and seminars. Though this specialized training sessions are costly the return a company gets from it is worth the investment. A company that constantly sends its employees to school to acquire a fresh and new ideas has a greater advantage than a company that do not offer such benefit.

I would advise Shania that an LLC would be the best form of business to accomplish her goals. Shania wants to open a Christian coffeehouse and already has a name in mind. Colorado LLC laws allow LLCs to be formed with one or more members, taxes them at a lower rate like partnerships and sole proprietorships, and provides the members with lower liability that protects them from the company’s debt (Scrofano, n.d.). This form of business will give Shania the ability to name her company what she wants and run it how she wants. The limited liability is also desirable.

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

Organizational analysis “involves determining the appropriateness of training, given the company’s business strategy, its resources available for training, and support by managers and peers for training activities” (Noe, 2013, p. 114). Organizational analysis has determined that retraining needs to occur in several key areas. Training will be given to managers, on improving communication, motivating and retaining employees through coaching and individual pathway development, with a

Within todays ever-changing working society, training and development is a key part within any organisation. Employees are the main capital within organisations which suggests

This small organization has helped improve the lives of many people. HOPE has managed to help restart many people's lives and let those people start a new. HOPE specifically will search and find all of the people in need who are homeless, hungry, or in a bad state and HOPE will continue to try to make their lives better by giving them food, transporting them to a shelter or HOPE will just lift their spirits up by helping them out. Through HOPE’s Emergency Assistance program the organization can provide medical treatment, motel vouchers, bridge rent, fills prescriptions, gas for cars, bus passes, and laundry vouchers. HOPE is not just a group that deal with only homelessness and hungry, they can help with many more things and these actions

Perhaps, organizations should apply the classical practices of human resource management (HRM) to the volunteer work environment (Studer, 2015). Initially, these activities start with an orientation that allows the volunteer to gain a sense of the organization and its mission, as well as to expose the volunteers to the organization’s culture and method of operation (Brudney, 1999). Moreover, more extensive use of orientation, training and support practices generates fewer problems had by volunteers, which is associated with fewer problems in the retention of volunteers (Cuskelly et al., 2006). It is important, however, for volunteer coordinators to refer back to the preliminary volunteer interest form. Referring back to the form allows the coordinator to grasp a more comprehensive understanding of the volunteer’s motivations as well as their expertise. With this knowledge, further trainings and development opportunities can be catered more to the various job-specific tasks volunteers are assigned to complete. Job-specific trainings and developmental opportunities make for the best use of volunteer energy as a natural resource (Brudney & Meijs, 2009). Because volunteers donate their time and energy, the more an organization is able to better use the a volunteer’s time and energy, the more beneficial the volunteer is to the organization and the organization

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,

According to the case by Pavelek (2012) (as cited in Tiem, Mosley, & Dessinger, 2012, p.111), a time when organizations frequently outsource their training rather than maintain it as an internal department function, the training team of

·     Training - Employees want to increase their skills, knowledge, and abilities to remain marketable. It gives them a sense of job security. In today's workplace, the more training employees get, the more likely the employer will retain them. "According to a 1999 Emerging Workforce Study conducted by Interim Services and Louis Harris and Associates: Among employees who say their company offers poor training, 41 percent plan to leave within a year, versus only 12 percent of those who rate training opportunities as excellent. (Business Week, March 1, 1999)"

Employee training programs are important in a business' success. Without an effective training program implemented the business could suffer from confused employees, ill direction and incompetence. The new employee can only excel further when taken through a properly planned training program.

Organizational analysis deals with organizational factors. “Organization Analysis determines whether organization factors either facilitate or inhibit training effectiveness” (p. 285). If an organization believes that training is important, but they don’t have the funding to supply the training, they may be able to afford or may not want to spend money on training since employees tend to leave in short periods of time anyway. In order to get the most out of an organizational analysis, employers should make clear goals of the organization. It is important to do surveys to see the employee “readiness for training.” When employees “aren’t in the mood” for training there are usually many lay off and not as many salary increases. For training to be effective, organizations should provide a supportive climate for training and goals that are consistent with the organization.