Employee Development Case Study

Employee suppuration Case StudyCompanies of the 21st deoxycytidine monophosphate have to engage in Employee Development, in order for the organisation to strive its goals. It has to develop its main core of the company which is the employees which ar the assets that drives the company to its goals. and so it is serious to place employee phylogeny in the context of the business st rankgies.Employee reading includes teach and skill study of the employee, an emphasis on the internal fulfillion of the entry-level or suffering-skilled workers (Insight 2009). Encouraging employees to acquire new or advanced skills, familiarity and viewpoints by providing larn and cultivation facilities and avenues where new ideas can be applied.Development is a specific state of exploitation or advancement. Employee developing or c areer festering is an on-going refinement of channel mastery and professional development coupled with career planning activities. handicraft mastery is nec essary skills to successfully come virtuoso line. (Guide to military man Managing imaginations)Learning is the acquisition of familiarity or skills through study experience or taught. Information is familiarity and knowledge requires learning. In this era of the century, there is a fortified emphasis on human capital despite financial and physical assets.Training actor giving new and current employees the skill they need to perform their jobs (Human Resource way Text Book) Training are able to improve employees force and motivation leading the nerve to gain productivity and job satisfaction.Chapter both(prenominal)Company backgroundDutch brothel stayer Milk Industries Berhad (Dutch peeress Malaysia) the drawing card in branded pure t unitary dairy business in Malaysia. embodied in 1963, Dutch Lady was the first milk company in Malaysia to be listed on Bursa Malaysia, the local Stock Exchange in 1968. Its holding company is Royal Friesland Campina, a Dutch multinat ional corporation and one of the largest milk companies in the world. Permodalan Nasional Berhad is the second largest shareholder in the Company. (Figure 1)Dutch Lady Malaysia manufactures and sells a variety dairy products and fruit juices for the home and export merchandise much(prenominal) as Infant Formula, Growing-up Milk, Powdered Milk, Condensed Milk, UHT Milk, Sterilised Milk, Pasteurised Milk, gracious Milk, Yoghurt and Fruit Juice Drinks. The Companys dairy products have a strong consumer following and are represented by strong brands such as Dutch Lady, Frisolac, Friso, Completa, Omela and Joy.Dutch Lady motto is Great ready for living as it applies to the products that they carry is as well as applies to the employees of Dutch as they office employee development to build the employees. At Dutch Lady Office in Malaysia, the 600 employees stay fresh to discover ideal environment for lively, approachable team players who combine scuttle with a genuine enthusiasm to learn.In Dutch Lady Human Resource faces challenges from all levels from executives to draw awayrs, and these employees are being challenged daily by queer employees. Human resource challenges is costing the company time, money, resources, lost opportunities, and reduced productivity,(taken from www.dutchlady.com.my)Chapter tercetLiterature ReviewIn order for the boldness to perform effectively training ask abstract (TNA) needs to assist in identifying the needs of the employee that needs to be trained is it at departmental or organisational level. Training needs analysis need to look into that training addresses subsisting problems, and is tailored to organisational objectives, delivered in an effective and cost efficient manner. (Chartered centering lend 2005)Training is one of the well-nigh important strategies for organizations to help employees gain graceful knowledge and skills needed to meet the environmental challenges. (European diary of Social science 2010)E mployee development program and activities can be pricy in ground of time and resources that organizations devote to them. Often such programs and activities must be confirm by demonstrating their potential drop for adding value to the organization. (Employee Perceived Cost, 2008)This give help fortify the organization by increasing motivation and current information virtually the organization, helps employees makes their career development goals more realistic. Opportunities for promotion and/or lateral moves can to the employees career satisfaction and attention to career development helps you attract go by round and retain valued employee (Guide to Human Managing Resources). It can also be looked into another(prenominal) direction whereby the organization forget create a consideration where employees believe that their organization value their contri scarceion and care ab aside their employment. It creates an liability by the employees towards the organization and in turn impartingness by employees to work unverbalised to increase the organizations effectiveness (International journal of Human Resource oversight). (Arthur 1994 Woods and de Menezes 1998). fit to Grawitch, et al. (2006), the practices that contribute to employee development have been linked to employee commitment to the organization, increased productivity and decreased absenteeism and turnover. Skill development contributes to learning opportunities. (Guide to Human Managing Resources)The disadvantage of development is performance pay which is establish on individual performance rating, and not the group coordination or organizational productivity (Kerr, 1995 Kohn, 1993) Journal of Human Resources pedagogy Performance Appraisal Reappraised Its Not All Positive 2007The challenge that is ceaselessly encountered is retaining employees. In order to in still commitment the employees, organizations have resorted to promoting enormous term career path through development programs. (SAM Advanced Management Journal 2001)Previously, it was common to have in-house training or reimbursing employees for the cost of winning classes at the school. But such general skills acquired were not enough for employees to perform specific jobs or rising jobs in the future. By General Motors and McDonalds pioneering the university excogitation take into accounts employees to access their skills and compare them against organization and industry standards. This encourages the employees to cultivate skills in both their current employment and future employment. With this employees appreciate the ability to improve their skill, but for much discipline are difficult to maintain. (SAM Advanced Management Journal 2001)Knowledge is regarded as let on asset of employees and ability to acquire and use it as a core competence. (New Zealand applied business journal) (Argyris, 1991 Drucker 1992Ulrich, 1998) A learning organization works in an environment in which people continually e xpand their capacity to create the results they truly desire, where new and expansive patterns of thinking are nurtured, where collective aspiration is set free, and where people are continually learning how to learn in concert. (Journal of Workplace Learning 2008) Peter Senge (1990, p. 3), the learning organization concept in his book, The Fifth Discipline,Those who are learning oriented result find great value in activities that give assist them in developing and improving their skills. (Journal of Management Development 2008) (Dweck and Leggett, 1988The negative employees with a low learning-orientation do not value this kind of emphasis on growth and learning, and as a result are not elevatedly act to the organization. (Journal of Management Development 2008)Challenges that were encountered with learning are that computer found training programs tend to be entirely self-directed. The program results to have low rate of success. Experts believe that the human element needs to be leadd. (SAM Advanced Management Journal 2001)In technology-based training several companies, like Honeywell, and QUALCOMM employees tend to stretch emerge technology based training as the employees do not generalize the method it is conducted and fair returns pull up stakes not be possible. Example, some employees are hand-on learners and do not adapt to computer-based training, when developing a training program, nourish in mind that the workforce has many different types of learners. (SAM Advanced Management Journal 2001)In a relationship between commitment and training a sample of the numerous possiblebackgrounds that have been explored include perception, and benefits such as career, job related, soulnel (Mathieu and Martineau,1997), satisfaction (Tannenbaum et al,1991), self-efficacy (Saks,1995), individual variables, such as age, education level , and gender (Meyer and Allen ,1984 Collarelli et al,1987Mathieu and Zajac,1990) European Journal of Social acquiremen t Vol 14 No 1 2010Training can also be considered as employee turnover. If the new skills that have been acquired by the employee and the skill are of naughty value to other organization, the organisation exit risk losing their trained employee. (European Journal of Social Science Vol 14 No 1 2010)The ability to manage the cost of training and keep within the budget of the organization proves to be a challenge. Trying to prove to the management that training is part of the organization even when organization is not into training. (European Journal of Social Science Vol 13 2010)In like a shot fast pace technology era, technology is changing the way the organization is operated. Technology devices that employees are trained to use today will be obsolete tomorrow. The organization has to train the staff to keep abreast with the changing technology. (European Journal of Social Science Vol 13 2010)In order for training to be a success in the strategic human resource management litera ture, training is an important factor for grievous turnover and improving organizational performance (Richard Devinney, Yip, and Johnson, 2009). One way in which this can be achieved in the provision of training and fostering high organizational commitment to enhance the retention of employees and customers.Schlesinger and Heskett (1991) views high employee turnover as a factor of cycle of failure. The result of it is that discourages management from investing in hiring, training, which leads to ineffective performance and it, will also affect service quality and customer loyalty.Chapter FourProposed Employees Development PlanThe reason for conducting a TNA is to ensure the training effectiveness (Blanchard and Thacker, 2003 Goldstein and Ford, 2002 and Noe, 2005), ensure return of enthronisation in the training, belittle errors made in the training programs (Elbadri, 2001)., try to solve performance problems and in the absence of TNA the training program will have little or no co ntribution to the achievement of the organization objectives. (International Review of Business look into Papers 2007)The governing bodyatic method of conducting needs analysis is that the process is based on specific method of information gathering technique whereby it is conducted in stages with one affecting (Directory Journal 2007) another and helping to shape the contiguous stage, there is no short-cut is available to carry out the process because every situation requires observing, probing, analysing and deducting. When completed, needs analysis would be a wise investment for the organization by saving time, finance and resources on solving the dear problems. Organizations that do not support needs analysis make costly mistakes training is either employ in an effective, non-effective manner or alike little or there is no follow up. (Directory Journal 2007)The data collection method can be divided into two categories decimal and qualitative. Quantitative will be the usi ng of survey questionnaire where else qualitative will involve interviews. (Wagonhurst 2002).Questionnaire is an interview on paper (Figure 2). Advantages of conducting a questionnaire is that every person input can be included. Employees can complete the questionnaires as and when they lease to. The data that is compiled and analyse is easily done because every employee are asked the alike(p) question (Directory Journal 2007)Interviews (Figure 3) are able to ensure that the types of data accumulate from all sources are consistent and this information can be one persons opinion, or the entire organization. Questions that are selected help the organization to understand what they are trying to learn (Directory Journal 2007).In order to obtain a full understanding of the performance deficiencies it is important to obtain the employees comments. By request intelligent questions and listening to them will build credibility from your interviewees. Personal mesh and commitment would b e able to establish personal relationship with potential flight simulators that will be important to succeed as an analyst and trainer (Directory Journal 2007).This will be a four blackguard process using Task Analysis (Figure 4)The analysis stage which is the first step involves accessing new employees training needs. The aim is to give new employees the skill and knowledge to do the job. Job description and job specification are important here as it will list the specific duties and skill which will be the reference points in determining the training required. By discovery the training needs by reviewing the existing performance standards, performing the job and question the current job holders.The instructional Design, second step will consist of the duration which will take 4-12 weeks depending on size of the department. battle will be HR executives and manger conducting the ground work together with HR director at the final stage before scat back to the management on the res ult of each department. Cost will be minimal as the process of the data collection will conducted by the Human Resources department.The third step, program Implementation method that I would recommend for the different types of training methods isOn the job training is the close to popular or widely used method in todays organizations, it is the most familiar method whereby the experienced worker or trainee supervisor trains the employee. Job Instruction trainingInformal training, covers 80% of what employees learn on the job is not through formal training but informal core on a daily means while in collaboration with their colleaguesLecturers, lectures can be boring but it is a quick and childly way to present knowledge to a large group of trainees or when the sales force is being introduced to a new product.Computer based training, trainers use interactive computer systems to increase the knowledge or skills. By using an interactive multimedia training which uses text, video, graphics, photos, animation and sound to allow the employee to interact.Evaluation is the final or fourth step. This process will involve determining the participant reaction to training program, how much participants have larn and transfer of the training back to the job. This information gathered is then used in the next cycle of training needs assessment.Ranking, the approach is relatively sincere and if there are few jobs involved it tends to work. Identify the key jobs and interpolate where each is in ranking order. Job ranking will be difficult in large organizations because of unfamiliarity of the job.Grading is another form of ranking. Defined as a predetermined classification system in rising order of importance. It is widely used, simple to understand and simple to administer and implement.Point assessment developed to evaluate managerial and adept jobs. Popular and wide used because of its points factor, whereby enables inter-company job and pay comparison. Job analys is also identifies the expertise and experience required, accountabilities, freedom to decide and act, number of staff supervised and position within the organization (Managing People Manual)Chapter Five small Success FactorsAs Dutch Lady reach out to create consciousness as a collective responsibility, that its employees will persist to practice legal profession of injuries and occupational health hazard as an assurance to the public when carrying out business activities.Talent Assessment Programme continues to identify and develop future leaders, therefore results obtained from TNA will assist to identify and develop young employees into Dutch Lady Graduate Trainee Programme that will have excellent leading and managerial qualities.Long term service appreciation will continue to be practised at Dutch Lady for employees that served for 10 to 25 years. Moreover special retirement awards are also handed out to retiring employees.As an organization with diversity in its employees Dutch Lady believes in strengthening bonds of friendship and relationship creating a sense of be among the employees. Annual Dinner, Family Day and Sports Club are some of the many ways of bringing families of all hierarchy in the organization to commune together as a family are some of the objectives that are achieved.ConclusionEmployee development will always be an on-going process for the organization. In order to continue to retain employees, the organization has to make employee development part of its core objectives and also to keep ahead of the business environment. A learning organization is always a fruitful and ever evolving in its industry and worldwide.