Employee Retention and Commitment †Free Samples to Students

Question: Discuss about the Employee Retention and Commitment. Answer: Introduction Employee development is one of the critical human resource aspects of every organization that needs consideration. This research paper examines the development of employees and meeting the training needs of employees. It commences with analysis the questions on the article based on merit and impact on the development of employee skills and knowledge. Further, the paper discusses ideal steps and direction to arrive at a practical and efficient training needs analysis program that seeks to address gaps in performances. The research later highlights and addresses additional questions that potential employee of an organization can be asked to shape their expectations and determine their worthiness to the company. Finally, the article closes with a conclusion. Thus, it is critical for unveiling valuable information regarding the employee development. Organizations need to have right staff with relevant skills and experience for them to achieve their goals and objectives. Achievement of these requirements propels companies to the realization of corporate goals and objectives. This, therefore, calls for gap analysis of the organization's employees and plans initiated to commence training needs exercise. Training requirements program is of importance to address the gaps identified in workers and resolve them for the company to achieve optimum performance (Bidisha Mukulesh, 2013. The human resource personnel needs to prioritize training needs basing on the connection and impact on employees responsibilities and duties. This will also give weight to training requirements and focus and necessary interests directed from the employees. Additionally, prioritizing the needs will save the company response time to an issue affecting the core operation so the business than focusing on trivial matters (Noe, Alena Howard, 2014). Due to this, organization's resources are adequately spent on this area. Process and Steps to Consider in Achieving an Adequate Training Need Program The process of designing training needs is important to capture entirely and satisfactorily the areas the employees of the organization need improvement and additional training. The process needs to be friendly and employee-centered so that the management get it right in regards to the realities on the ground. This, therefore, calls for best practices which include involving all the stakeholders in this process (Gandel, 2015). Ideally, training assessment should be rolled out to the employees in procedurally considering their corporate levels and time coincidence. Consequently, feedback from the training assessment will help guide the whole organizations on areas to relook and major when designing the training needs program. Further, the steps involved in forming training needs plan is as important as the final product. The roadmap to this effective program will ensure that all factors are considered and factored in the final program. Training needs plan seeks to address different gaps as viewed in various employees. Due to the disparity in levels of the employees, the human resource personnel needs to have different and customized communication done to their employees basing on their positions in the organizations. This will save incidences of embarrassment and also information passed to irrelevant people (Buller McEvoy, 2012. Further, the human resource personnel will achieve sufficient communication by targeting specifics in a separate flow of information. Matters of remuneration..and compensation in an organization is very crucial to the team morale and future productivity. Employees will be productive when they are satisfied that what they earn is equivalent to their labors, skills, and experience. Further, the employees should be accorded benefits equal to their job levels and factor the departmental budgets. Otherwise, they will perform their duties with de-motivation and frustrations. It is important for the organization to review the employees' salaries to reflect competitiveness in the industry (Kossivi, Xu Kalgora, 2016). Training Needs Program With the feedback from training needs analysis, the human resource personnel can undertake comfortably to draft the training need program. To put in consideration is the different status and levels of employees in the organization. The corporate levels are at the helm of organization characterized by an abundance of experience, knowledge, and skills. Their purpose is to formulate the strategies and goals of their departments and cascade to their juniors to operationalize. The retail levels are simply operators and people who actualize the strategies through tactics in their daily responsibilities and duties (Allen Shanock, 2013). Because of the disparity in the organizational levels, the human resource personnel will be prudent to draft separate training needs based on the feedback of the assessment. This will also preserve the element of respect (Nikpour, 2017). The training needs process and exercise needs to be of the required standards and interesting to have a durable and significant impact on the trainees. Multi-media systems can be added to provide for both visual and audio format of the training. Another characteristic of multi-media channels is its interactivity nature. The systems can facilitate high interactivity despite geographical disparity saving both time and money to the organization undertaking the training need exercise. It is, therefore, the mandate of the human resource managers to design and operationalize the rightful training needs programme that will be effective and efficient to the organization (Rohan Madhumita, 2012. Training is a major factor to the reputation and operational health of an organization. Lack of it will eventually result in reduced productivity from the employees, lost of customers and reputation dent to the organization. Performance of employees needs to be optimal for the organization to realize set objectives and goals. This, therefore, inform the decision for the human resource managers in collaboration with departmental managers to evaluate and monitor the performance of the team (Hassan, 2016). Further, by assessing the performance of employees, the organization will be able to rate its efficiency and determine the levels of input to achieve targeted performances.How will the organization help you achieve your goals and objectives? It is important for the organization to recognize the needs and suggestion from their employees meant to improve their performances. This pro-activeness from the employee's side will fasten the realization of improvement and the gap filling process. How often and why should the company review your performance? Should the report be connected to compensation benefits? This question will explore the determination of the candidate to perform and live to and above the organization expectations. Pausing the issue will set the potential employee to a path of achievement and self-appraisal to ensure consistent improvement in their performance. Further, employee review ought to be tied to compensation benefits as a motivational aspect. This will guarantee the realization of consistently high performance (Mita, Aarti Ravneeta, 2014). Organizations have to invest in training their staffs. It means training needs ought to be factored in the departmental budget to guarantee its efficiency and effectiveness. The leadership of an organization needs to strike a balance between insufficient and excess spending of their budget with other organizational needs. Employees need to be all-rounded to perform well in their duties and responsibilities. Because of this, there are several vital skills and knowledge employees need to possess or to be acquired through several pieces of training. These are highlighted below; Technical training:- The technical training entails training the employees on the technological aspects of their duties and responsibilities. Example, training employees on how to use a computer system (Rama Nagurvali, 2012. Skills Training:- The skills training majors on the proficiencies needed by the employee to perform their job. It is important to test the employees on this aspect and ensure they are competent. Soft Skills Training:- The soft skills training on communication and other interactive skills. Examples, personality traits, social graces, communication. Conclusion In conclusion, the development of employees should be at the core of organizational strategies. It reveals employees need to be assessed based on their performances and gaps identified for addressing further, training requirements programme should be initiated by human resource personnel that will seek to improve employees performance and leads to the eventual attainment of organizational goals and objectives. References Allen, D. Shanock, L. (2013) Perceived Organizational Support and Embeddedness as Key Mechanisms Connecting Socialization Tactics to Commitment and Turnover among New Employees. Journal of Organizational Behavior, 34, pp. 350-369. Bidisha, L. Mukulesh, B. (2013) Employee Retention: A Review of Literature. Journal of Business and Management, 14, pp. 8-16. Buller, P., McEvoy, G. (2012). Strategy, Human Resource Management, and Performance: Gandel, S. (2015). Here's What It Would Cost Uber Company to Pay Its Drivers as Employees. Fortune. Retrieved Sep. 25, 2017, from https://fortune.com/2015/09/17/ubernomics/ Hassan, S. (2016). Impact of HRM Practices on Employees Performance. International Journal of the Academic Research in Accounting, Finance and Management Sciences, 6(1), pp. 15-22. Kossivi, B., Xu, M., Kalgora, B. (2016). Study on determining factors of employee retention. Open Journal of Social Sciences, 4(05), pp. 261. Mita, M., Aarti, K. Ravneeta, D. (2014). Study on Employee Retention and Commitment. International Journal of the Advance Research in Computer Science and Management Studies, 2, pp. 154-164. Nikpour, A. (2017). The impact of organizational culture on organizational performance: The mediating role of employee's organizational commitment. International Journal of Organizational Leadership, 6(1), pp. 65. Noe, R., Alena D. Howard, J. (2014). Learning in the Twenty-first-century Workplace. Annual Review of the Organizational Psychology and Organizational Behavior Rama, V. Nagurvali, S. (2012). "Training Development A Jump Starter For Employee Performance And Organizational Effectiveness." International Journal Of the Social Science Interdisciplinary Research Vol.1 Issue 7, July 2012, ISBN 2277 3630. Rohan, S. Madhumita, M. (2012). "Impact of the Training Practices on Employee Productivity: A Comparative Study." Inter Science Management Review (IMR) ISSN: 2231-1513 Volume-2. Sharpening Line of Sight. Human Resource Management Review, 22, pp. 43-56