Client Problem Report

Reassessment and Adjustments

Nicholas J Ceo

American Military University

January 2017

Introduction

The reassessment and adjustment phase evaluates all the processes to ensure that there is a continuous effective management and also make sure that there is no process that should be changed for the continuity or objective of having a sustainable public value (Bondarouk & Ruel, 2009). This stage requires a strategic analysis of the management process and it is often associated with replacing, updating, changing as well as terminating strategies and processes that are not working. The process evaluation reviewed the problem statement as well as the organizational needs and this included the proposed solutions together with the identified impacts and risks. It was determined that sound recommendations and practices be laid out for effective implementation of the system. Hence the recommended resolutions were very effective and they can have a significant and lasting impact for the organization. This paper will focus on reassessing and adjusting the various solutions that were proposed and provides reasons and solutions for the organization to continue implementing its strategic plan.

In every organization, change can be seen but progress may be hard to see. Progress describes the process where an organization heads to the right direction with the intention of making its vision or goal a reality (Large-Scale, Real-Time Organizational Change, 2017). Therefore, it is significant to stress that leadership plays an essential role in making progress to be effective and thus operations in the organization have to be restricted to situations that need change. The main solution to the problem of employee retention in the organization includes retraining of employees in every section of personnel processing or training.

Firms that train their employees often reap the rewards mainly because well trained staff helps in increasing profits and productivity. Investments that are made by business firms in employee training are beneficial because they help in enhancing customer satisfaction, employee retention rate, improve creativity for new ideas and products. Effectively training employees’ saves labor cost through reducing the time that is spent on solving issues or problems and in the long run it saves money because of the production of a better workforce.

A company’s financial standing can be improved through training investments. There is always poor performance in an organization where employees do not know how to do their jobs, what they are supposed to do or even why they require working in a specific way. Training effectively can assist in solving these issues through explaining the job details. This reduces duplication of the efforts made in the workplace as well as the time that is spent in correcting mistakes. It also helps in problem solving and in correcting poor performance. Also, improved performance from employee training can minimize employee turnover, reduce maintenance costs through reducing equipment breakdowns and hence lead to less customer complains (Van Aken & Berends, 2017). Effective employee performance generally develops less need for supervision and it also ensures there is an increased work output.

Training employees plays a fundamental role in their commitment to the organization. Programs involving employee training have to meet the requirements as well as employee expectations(Hendry, 2012). Employees are more likely to be retained in a company where they receive training that is more relevant to their job and thus have a positive commitment to the organization. The best training program comprises of management giving employees the best and accurate information and communicating concerning the training as well as ensuring the program is relevant to the work that employees do.

For a firm that has lost workers, there are several factors that determine whether a specific training program will be effective. This depends on the number of workers that are leaving a firm. For instance, employing temporary workers in places that were initially held by former employees can save employment costs. The management can identify if a training program will work out by evaluating the increasing employee workload that may be caused by vacancies. They can also evaluate the tension and stress from turnover and the reducing employee turnover and morale. This in the end affects their productivity and quality of production.

Conclusion

The reassessment process has found that Job satisfaction in general increases when employees are trained and training them also enhances their self-esteem because they are able to understand how the firm works. Training staff improves morale when doing a job and increases loyalty to the job. Employees that have a belief that their organization provides the best opportunities for training are less likely to leave the firm within a year of training compared to employees that receive poor training opportunities.

References

Bondarouk, T. V., & Ruel, H. J. M. (2009). Electronic Human Resource Management: challenges in the digital era. The International Journal of Human Resource Management, 20(3), 505-514.

Hendry, C. (2012). Human resource management. Routledge.

Large-Scale, Real-Time Organizational Change. (2017). Alumnus.caltech.edu. Retrieved 23 December 2017, from http://alumnus.caltech.edu/~rouda/T5_LSRTOD.html

Van Aken, J. E., & Berends, H. (2017). Problem-solving in organizations. Cambridge University Press.