Final Project Reflection

6

STAFF TRAINING PROCESS

Staff Training Process

Heather R. Johnson

Grand Canyon University: HRM 635

April 2, 2018

Running head: ASSIGNMENT TITLE HERE

1

Running head: STAFF TRAINING PROCESS

Staff Training Process

Question one

The organization under review is aiming at improving the spirit of communication and information sharing among the staffers. The firm believes that by improving communication, it will be able to meet its long-term goals.

Question two

After this training, several factors are expected to change. One, the organization plans to loosen the necessity for employees to follow hierarchy whenever they want to share critical information with the top managers (Elnaga, 2013). This will reduce the amount of time lost following the lengthy bureaucratic procedures. As a result, it will enable the employees to share useful, timely information that could help the organization to meet its goals.

Two, the organization will be holding open dialogues on a monthly basis. The session will incorporate everybody from junior staffers to the middle managers to the top managers. Every member in the meeting will be given equal opportunity to share any information that is relevant to the achievement of the organization’s goal. This will enable the top managers to get helpful information from employees, which it couldn’t access without convening such meetings.

Three, the organization will announce the possible rewards that each employee will get should his or her idea enable the firm to make significant steps towards achieving its goals. This will encourage every employee to speak out any information that he or she thinks could help the organization to prosper (Elnaga, 2013). Consequently, the organization is more likely to meet its goals with a reasonable time as it will be receiving a lot of useful information.

Four, the organization will be availing the most vital information to the junior employees. This will not only convince the staffers that the organizations believes and trusts them with highly classified information but also inform them about what exactly the organization aims at achieving (Elnaga, 2013). Consequently, the employees will be able to conduct themselves in accordance with the organization’s goals and expectations. On top of that, the top managers will be sharing, with the junior staffers, the information about every change made in the firm.

Question three

During the training process, the following strategies should be employed. First, the training manager should start by telling the employees the goals of the organization as well as how far the firm is from meeting those goals (Khan, 2012). This will help the employees to understand why the training is necessary, and also figure out important contributions that they can bring to the table to ensure that the organization meets its goals. Eventually, employee performance will increase since they will be having all information pertaining the firm’s plans, goals, and expectations from the employees.

This also will help to enlighten the employees of what they are expected to do to promote the information sharing culture. Ultimately, employees will end up applying the tips they get from the training to their respective jobs. Consequently, the organization will realize its goals on time (Keep, 2014). The training manager should also provide some statistics to prove to the staffers that indeed adopting information sharing culture will play a vital role in ensuring that their organization meets its objectives.

Thirdly, the training manager should give employees an opportunity to tell their opinions about adopting information sharing culture. They should also be allowed to give opinions about whether or not the proposed measures, to improve communication, will negatively affect their personal lives and performance. This will help the training manager to understand whether or not the employees will be able to apply the knowledge which they gain from the training. For example, if part of the proposed strategies to improve communication requires that employees share their personal information with every other employee, then there are high chances of some employees not complying with it. As a result, this will jeopardize the chances of the organization to meet its goals on stipulated time. Simply put, for staffers to apply what they are thought, they should be comfortable with the proposed changes so as to enhance a teamwork spirit. Otherwise, they won’t comply fully with the changes (Khan, 2012).

Question four

To support the employee, the organization will have to employ several techniques. One, it should punish those middle-level managers who try to prevent the junior staffers from accessing the top managers to share vital information (Keep, 2014). This will be a vital move by the organization as it will reduce the chances of junior employees with useful information failing to share it. Consequently, the firm will get a lot of new useful ideas that will enable it to meet its goals within the shortest time possible.

Two, the organization should hire an expert to teach the employees how to improve their communication skills (Batool, 2012). By doing so, the organization will help the employees who are willing to share information, yet they are poor in presenting their views and argument, to share their ideas. Three, the organizations should provide and highlight all avenues that the employees can use to share their information. This can include installing electronic systems in the offices and disclosing email and phone numbers of each employee. This will not only make communication possible but also convenient.

As for new employees, the organization can begin a program that trains every to communicate properly, as well as explain to them about the goals of the company (Batool, 2012). This will familiarize them with the expectations of the organization; as a result, they won’t find it hard to conduct themselves in accordance with the company’s expectations. Ultimately, they promote the spirit of information sharing.

The support strategies mentioned above are considering both the weakness and strength of this organization. On the weakness part, there is a tendency of some middle-level managers to block junior employees who want to meet the senior managers without going through them. So punishing such managers will discourage them from preventing junior employees from sharing their useful ideas with the top management. As for the strength, there are very many employees in the organization who have incredibly useful ideas, yet they lack confidence and skills to share them. So teaching them good communication skills will enable them to share those useful ideas with senior managers. Consequently, the organization will be able to meet objectives in time.

References

Batool, A. &. (2012). Effects of employees training on the organizational competitive advantage: Empiricial study of Private Sector of Islamabad, Pakistan. Far East Journal of Psychology and Business, 59-72. Elnaga, A. &. (2013). The effect of training on employee performance. European Journal of Business and Management, 137-147. Keep, E. (2014). Corporate training strategies: the vital component? New Perspectives, 109-125. Khan, M. (2012). The impact of training and motivation on performance of employees.