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I
have talked about the topic I further researched on and that is developing employees.
This topic goes over the key factors in training, development, and career
management. The points that I talked about in training are the types of
trainings. On the job training, mentoring, web based training, job shadowing,
job swapping, vestibule training and international assignment training. For
development, the points are relationships and setting performance expectations.
The third and final key factor is career management. The points in this are assessments,
problems, and goals. I have also gone over why I chose this topic. I have also
stated the practical applications for employee development and what potential
research can be done.

Practical
applications for employee development would be to better see that a company is
successful by having and keeping its employees. This is overall achieved by
enthusiastic and lively employees. Potential future research would be
conducting annual surveys about employee awareness to monitor employee’s thoughts
and attitudes about their work and their work place.

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The
reason I picked this topic is because it was interesting to me. I want to own
my own business one day. I do not want to be a hire and fire company. I want to
be able to have a company who is loyal to the employees and I want the
employees to be loyal to the company. With that being said, establish good and
healthy relationships with the employees who are happy to work for me is
important. The ways to do that are with developing employees in training, development,
and career management. I am not sure of the type of business I want, but I do
know that I want it to make a positive impact on people’s lives. Furthering
this specific topic, I believe can help me achieve those goals. It gave me the
insight and knowledge on how to do that.

Goal
setting is important for career management because it helps you to better
achieve career management. It is an organized way for setting a pace in getting
to where you want or need to be. Personal or professional goals create
innovative and creative ways to achieve dreams, wants, or needs. I try to
create and achieve one small goal a day. Whether it is doing homework, spend
more time with my kids, or get laundry done. I then reward myself after I have
done accomplished the goal. That extra incentive gives me a little bit more of
reason to make sure I finish or achieve the goal I set. This can also be done
in the work place. With that being said and going over our focuses as far as
developing employees with training, development, and career management we will
move on to why I picked this topic.

Lastly,
for career management is goals. Making goals, you do things like position ambition.
This is when you set goals that will aid you in acquiring your desired
employment position. Setting goals for proficiency level. This when you set
goals to aim for new skills or improve your current levels. Another goal is
surroundings. This should improve your work setting or aid you in your working environment.

For
example, another company doing the same line of work as your company is
starting close to you, they are competition. Knowing how to keep your employees
and your customers can be difficult in this situation. When there is an
increase in selection, product, and completion, the battle of perception,
marketing, and focus begin. Knowing how to attack this problem is beneficial.

The
second point in career management is problems. They are inevitable and
constant. They will always arise. This also helps evolve the company and
improve or advance. I feel it is important to always list or think of ways a
company or person could have problems in the future. When a problem does arise,
you have already been proactive and taken the initiative to quickly resolve and
overcome the situation. Being prepared for the worst or problems in general is
always good. Again, it is being proactive and taking control of situations that
come to hand.

This
is a great form of communication. Everyone can be heard and feel appreciated or
important. Having a voice or say so is important in a job. If the employee
feels their voice does not matter, they will feel unappreciated which can potentially
lead to the employee searching for employee elsewhere. It is constructive
criticism, but it does not seem like a threat or negative in this way. Some
people cannot take constructive criticism. People mistake it for being rude,
mean, or disrespectful.

I
had a job where we would do assessments at the end of every week. We would go
over calls that got listened to or recorded during the week. We would talk
about mistakes that I had done or things that I could have done better. We
would then formulate a plan to achieve that goal. The manager and I would both
get a copy. The reason a copy was given to me, was to look at it during the
week to remind myself of what I am supposed to be working on.

Another
example is when an employee does not always meet goals or expectations like
they are instructed to do. They are late all the time, do not make goals, or
have trouble with authority. The constant assessments created a record of the
steps that have been taken to try to assist the employee in being less
combative and more cooperative with company expectations. The constant failure
to do so, means they need to be terminated.

Examples
of this would be when an employee is doing everything they are supposed to do
at work. Their assessments are always meeting expectations and they do so more
than most employees. This record of assessments, let the company know that
maybe this person has the potential to move higher up in the company, so they
tell the employee how they can go above and beyond what they already do. If they
do this then maybe they get a promotion.

Now
that we are done with development, the last factor is career management. The
first point in career management is assessment. These are important in order to
rate the ethic of everyone. This also allows for feedback in a respectable and
professional way. The employee and employer can express concerns or give and
advice if changes need to be made. It is a creative way to gain understanding,
feedback, or insight of where the company or employee needs to be when meeting expectations.
It is a form of measurement of goals.

 All of these examples allow employees to know
as much about the company and how it functions. What this does is make it
easier for career advancement. The more they know, they higher up they go,
which ultimately makes a great leader. No one wants to follow another person
who is supposed to be a leader who has no background knowledge. Benefits of
this, is they are invested in the company, which means they will be more likely
to remain with the company. This challenges and stimulates learning, which is
something that every company needs to implement. These are the key factors in
development.

Next,
in development is experience. When I say this, I mean within the company.
Things like promotions for example. This is when someone is accepted in a
further development in a higher position within the company. Another example is
a job transfer. This happens when you continue to work for the same company,
but you are relocating. My last example is coaching. This is when someone helps
a person learn by assisting them and guiding them with the necessary tools to
achieve a specific goal.

When
I worked a place called Sitel, which is a third part for DirecTV. I was among
the top five of the three hundred people who worked in the call center. We
would have things where if we sold so many customers premiums like HBO, Starz,
or Cinemax by a certain date we would get bonuses. I won a 55” Samsung 4k
television and one thousand dollars. They also had incentives for an all-expense
paid trip to somewhere in the world with spending money. You were allowed to
take a plus one and they were paid for as well. It makes them feel appreciated.
When problems or concerns happen, it is in the company’s best interest to tend
to them immediately so it can be fixed. If this does not happen it can cause
more or bigger problems if not taken care of.

Rewarding
work quickly and addressing problems immediately in a timely manner is another
example. If someone goes above and beyond, acknowledging them the same day or
even week is acceptable. In many of my jobs, we would have drawings for gift
card or some sort of gift if we were doing what we were supposed to be doing
and meeting goals.

In
my previous job, we would meet by the supervisors’ desk and after we did our
daily stretch, we would go over the stats that we did the previous work day.
After that, we would go over the expected goals as well. We would also say the
company goal or statement. No matter if we knew it or not, we did this every
single work day before work. It was implemented as a requirement in our daily
process. They instilled and reminded us the goal and expectations that we were
responsible for. If you were late to this, you were penalized by accruing a
point to your attendance.  

Setting
high performances and communicating group expectations is another form of
development. This can be achieved by having group meetings before or after work
and going over numbers or goals.

Other
ways to build relationships, is to have interns. An intern is someone who may
or may not work or train for financial benefit in order to get work experience.
Mentors like we discussed in the training portion, where someone consults,
advise, train, and even guides another. Some form of one on one employee –
employer contact is a great way to build relationships.

When
I worked for Taco Bell as a freshman in college, I was very close to the
assistant manager. We were like best friends. She was such a good manager that
she ended up getting her own store and becoming the store manager. By this time
I had moved back to Illinois temporarily and I was no longer with the company.
When I came back to Omaha, she gave me an immediate job. She even gave me a
management position. I finished my management training, but did not officially
take the job. We planned the schedule, even potlucks, and how to reward the other
employees when they were meeting goals. She is still one on of my contacts and
references, because we had such a good work relationship that eventually turned
into a great friendship.

Even
though one has moved up in the company, reaching back and helping others make a
better leader. This also helps keeps a business successful because it creates
loyalty. When employees are loyal to the company, they will do to the best of
their ability for the company. Ways to build relationships with employees is to
encourage teamwork with formal and informal team building activities. An
example of this would be bowling, have a cookout, or a potluck.

The
second key factor is development. With development you have things that are
important like relationships. These are important because you have people who
can further guide and teach you. With that being said, this helps one invest in
themselves. This is mutually beneficial and rewarding. It allows room for
prosperity, value, and creating mutual success. This has an end result of
eventually taking business to the next level so you can grow. Employer employee
relationships is a form of leadership.

For
me specifically, I learn the best with specific visuals and hands on training.
If I am not practicing it myself with my hands, then seeing someone else do it
works for me as well. I cannot listen to someone talk about something or sit in
a classroom setting and watch power points. Reading things on a computer all
day will not work for me either. I am very easily distracted and it can be hard
for me to get engaged sometimes. If I am not interested in the topic or if the
instructor does not seem to like their job and do not seem enthusiastic or
passionate about what they are talking about, then I will lose interest
quickly.

The
most effective type of training depends on a numerous amount of things. It
depends on the audience, budget, skills, and goals. This is important to take into
account, because not everyone learns the same way. You cannot expect to throw a
bunch of people in a classroom and show them power points all day and expect to
them all to learn the way you want them to. The best type of training or
learning is to try to incorporate as many techniques using as many senses as
possible. When I say this I mean using visuals, hands on, and even listening
activities. This raises the chances of everyone in training not only learning
the material, but they will be engaged in it more as well.

International
assignment training is another form of training which this is high potential
employees receive executive order to go overseas. This allows them to use the
work forces existing skills to lead or develop a local branch or oversee
international project. With training you also need things like retention, this
is basically increased job satisfaction and morale among employees. Increased
employee motivation, increase efficiencies, and processes this results in
financial gain. It also increases capacity to adopt innovative technologies and
methods. It increases innovation, strategies, and products. It reduces employee
turnover, enhances company image and things like that. With that, retention is
also very important when it comes to training.

Job
shadowing, this is a type of on the job employee job training in which a new
employee or an employee desiring to become familiar with a different job follows
and observes a trained and experienced employee. This experience allows an
employee or trainee to observe perform the work duties at their place of employment.
The experience provides realistic career information that will aid the employer
or trainee in making career choices. Job swapping is when two employees in different
departments swaps or change jobs for a defined period. This uses training in
development opportunities to ensure employees have the skills necessary to
perform various job functions within an organization. Vestibule training is a
situation used by a manufacturing business less than ten trainees who would be supervised
by one skilled trainer. This is used in corporate situations to improve
business awareness and management skills without compromising production speed
or quality.

First
we have training.  On the job training is
basically teaching the skills, knowledge, and competencies that are needed for employees
to perform a specific job in the work pace and work environment. The employee
who receives the necessary training is more able to perform in their job.
Mentoring training is another form of training. This provides an employee with
an experienced coach to oversee his or her learning experience. Mentoring
provides professional socialization and personal support to facilitate their
success in a mentored area. Web based training is anywhere anytime instruction delivered
over the internet or corporate intranet to browse or equip earners. This allows
for people to learn for personal accomplishment or to earn a professional
degree without physically attending a university or traditional setting or
academic setting.

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