HRM indicidual assignment

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1. Problems 
 The promotion of Suan who is a newcomer to the branch creates stress for her due to the disagreement of other employees. There are several problems preventing her form accomplishing her tasks, which are listed as follows:
– Jealous attitude of colleague:  Suan has difficulty with jealous attitude of Hie, a senior staff at the branch. Although Suan has 5 years of experience in tour operations, Hie gets better understanding of the existing tourism markets and has a good relationship with other team members. Hie often claims that it is him who deserves to occupy the position, not Suan. 
– Not receiving appropriate respect from staff: As being a newcomer in the branch, Suan has not received appropriate respect from her staff, so her managerial decisions have not been supported by her team members. 
– Challenges in job execution: Just being promoted to a branch manager of her tourism company, Suan has faced pressure in job execution. Even though she is a newcomer in the branch and has little understanding of the existing tourism market, Suan has to perform many challenging tasks, including create development strategies for the branch, develop new procedures to train existing staff and improve the quality of customer services. 
2. Solutions
In order to accomplish the challenging tasks and have support from the staff, Suan should provide motivations for employees at work. Training program, performance appraisal and reward system are the most effective tools which not only develop employees performance but also improve the quality of customer services for her branch. Moreover, Suan should also cooperating with Hie who has thorough knowledge of current market to create a successful development strategies for the branch. 
Specific solutions for Suan are demonstrated as follows:
2.1. Applying training programs
There are many types of training programs that need to be applied in Suan’s branch in developing employees’ performance at work.
– Induction training: Also known as orientation training given for the new recruits in order to make them familiarize with the internal environment of an organization. It helps the employees to understand the procedures, code of conduct, policies existing in that organization.
– Job instruction training: This training provides an overview about the job and experienced trainers demonstrates the entire job. Addition training is offered to employees after evaluating their performance if necessary.
– Vestibule training: It is the training on actual work to be done by an employee but conducted away from the work place.
– Refresher training: This type of training is offered in order to incorporate the latest development in a particular field. This training is imparted to upgrade the skills of employees. This training can also be used for promoting an employee.
– Apprenticeship training: Apprentice is a worker who spends a prescribed period of time under supervisor.
In this case, Suan can organize training programs for her employees by both on-the-job training and off-the-job training methods to improve employees’ attitude and service quality.
 Some on-the-job training methods that can be helpful to Suan include: Job instruction technique, coaching, mentoring and job rotation. 
– Job Instructional Technique: It is a Step by step d on the job training method in which a suitable trainer prepares a trainee with an overview of the job, its purpose, and the results desired, demonstrates the task or the skill to the trainee, allows the trainee to show the demonstration on his or her own, and follows up to provide feedback and help. The trainees are presented the learning material in written or by learning machines through a series called ‘frames’. This method is a valuable tool for all educators.
– Coaching: Coaching is a one-to-one training. It helps in quickly identifying the weak areas and tries to focus on them. It also offers the benefit of transferring theory learning to practice. The biggest problem is that it perpetrates the existing practices and styles. In India most of the scooter mechanics are trained only through this method.
– Mentoring: The focus in this training is on the development of attitude. It is used for managerial employees. Mentoring is always done by a senior inside person. It is also one-to- one interaction, like coaching.
– Job Rotation: It is the process of training employees by rotating them through a series of related jobs. Rotation not only makes a person well acquainted with different jobs, but it also alleviates boredom and allows to develop rapport with a number of people. Rotation must be logical.
 Some off-the-job training methods that can be helpful to Suan include: Lectures and conferences, vestibule training, simulation exercises and sensitivity training.
– Lectures and Conferences: Lectures and conferences are the traditional and direct method of instruction. Every training programme starts with lecture and conference. It’s a verbal presentation for a large audience. However, the lectures have to be motivating and creating interest among trainees. The speaker must have considerable depth in the subject. In the colleges and universities, lectures and seminars are the most common methods used for training.
– Vestibule Training: Vestibule Training is a term for near-the-job training, as it offers access to something new (learning). In vestibule training, the workers are trained in a prototype environment on specific jobs in a special part of the plant. An attempt is made to create working condition similar to the actual workshop conditions. After training workers in such condition, the trained workers may be put on similar jobs in the actual workshop.
– Simulation Exercises: Simulation is any artificial environment exactly similar to the actual situation. There are four basic simulation techniques used for imparting training: management games, case study, role playing, and in-basket training.
– Sensitivity Training: Sensitivity training is also known as laboratory or T-group training. This training is about making people understand about themselves and others reasonably, which is done by developing in them social sensitivity and behavioral flexibility. It is ability of an individual to sense what others feel and think from their own point of view. It reveals information about his or her own personal qualities, concerns, emotional issues, and things that he or she has in common with other members of the group. It is the ability to behave suitably in light of understanding. A group’s trainer refrains from acting as a group leader or lecturer, attempting instead to clarify the group processes using incidents as examples to clarify general points or provide feedback. The group action, overall, is the goal as well as the process.
2.2. Applying performance appraisal 
Performance appraisals are a part of career development and consist of regular reviews of employee performance within organizations.
A performance appraisal is a systematic general and periodic process that assesses an individual employee’s job performance and productivity in relation to certain pre-established criteria and organizational objectives. Other aspects of individual employees are considered as well, such as organizational citizenship behavior, accomplishments, potential for future improvement, strengths and weaknesses, etc. 
To collect performance appraisal data, there are three main methods: objective production, personnel, and judgmental evaluation. Judgmental evaluations are the most commonly used with a large variety of evaluation methods
A performance appraisal is a systematic general and periodic process that assesses an individual employee’s job performance and productivity in relation to certain pre-established criteria and organizational objectives. Other aspects of individual employees are considered as well, such as organizational citizenship behavior, accomplishments, potential for future improvement, strengths and weaknesses, etc. 
To collect performance appraisal data, there are three main methods: objective production, personnel, and judgmental evaluation. Judgmental evaluations are the most commonly used with a large variety of evaluation methods.
In the case of Suan, a specific performance appraisal will help employees in Suan’s branch know clearly what are they expected to perform and how to do to meet employer’s expectations, otherwise, they will get low assessment in performance appraisal if they don’t perform the task well or do not follow managerial guide.
2.3. Improving reward management
Reward  management  is  concerned with the formulation  and
implementation of strategies and policies that aim to reward people fairly, equitably and consistently in accordance with their value to the organization. Reward management consists of analyzing and controlling employee remuneration, compensation and all of the other benefits for the employees. Reward management aims to create and efficiently operate a reward structure for an organization. 
  Reward management deals with processes, policies and strategies which are required to guarantee that the contribution of employees to the business is recognized by all means. Objective of reward management is to reward employees fairly, equitably and consistently in correlation to the value of these individuals to the organization. Reward system exists in order to motivate employees to work towards achieving strategic goals which are set by entities. Reward management is not only concerned with pay and employee benefits. It is equally concerned with non-financial rewards such as recognition, training, development and increased job responsibility. 
There are two kinds of rewards: Extrinsic rewards and intrinsic rewards
– Intrinsic rewards: Tend to give personal satisfaction to individual, including Information / feedback, recognition, trust/empowerment
– Extrinsic rewards: Concrete rewards that employee receive, including bonuses, salary raise, gifts, promotion and other kinds of tangible rewards.
2.4. Cooperating with Hie
  Even though Hie has jealous attitude with Suan, he gets better understanding of the existing tourism markets and has a good relationship with other team members. Therefore, in stead of having hostile attitude with Hie, Suan should cooperate with him and motivate him at work. To do so, Suan should promote Hie as a leader of a group being in charge of market research to develop strategies for the brand. Hie can receive some extra benefits such as salary increase or some authority at work. However, Suan should also supervise his work carefully and she must be the one who makes final decisions. Compliments and feedbacks should be used to inspire his effort. 
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