Whatever the size or nature of the National Lewis and Clark Corporation, having a skilled and motivated team is very important for the future success of the company. Having and finding the right employees in this organization can lead to an enhancement of team work, lower worker turnover, and business effectiveness and ultimately in meeting the company’s objectives. With so much at risk, employee training and development should not be left to chance or ignored at all means (Cardy, R. L., & Dobbins, G.H., pp 78-95).
Therefore as the human resource manager, one will need strategic and conscious management and the control factor of determinant factors such as worker selection and recruitment. Employees also need rigorous periodic training activities, which are forums to enable the staff members to explore their potentiality, put it into practice, and share it amongst themselves. Training also avails the goal of the company to the staff in order for them to identify the various areas in which they need training and development so that they can be able to improve their task performance. The employees should also be taught and culture in them the cost of poor decision making within the company and the reason why it very important for them to have training of the highest order in their areas of work within the different determent.
Since National Lewis and Clark Corporation is a young company, many employees and managers who were just promoted to their various positions due to fast growth do not really understand the benefits of the company recruiting the right employees and then retaining the best group of employees, it is then calls for human resource manager to explain it out to the company and make the entire corporation get the agency of this exercise.
Then as a human resource manager, it is important to ask the employees depending with departments to consider team work by forming groups in bonding exercise so as to be able to appreciate how their own skills and experiences can lead to the growth of the company and act as a stepping stone for the company towards achieving its objectives.The human resource manager should then ask the employees to feedback their thoughts and ideas before working together with them to identify those workable responses which they can be able to work out according to the companies objectives. Last but not least, the human resource should complete the exercise by summarizing the various dangers the company faces when employees are not rightly qualified to perform the work in which they are in, or to be in a position they are occupying. Next, the HR should ask the employees to be in a group so that they can identify various methods should the HR department use during the recruitment of new employees to the organization. The HR should follow this by recording employee’s thoughts before going through the list of various methods with them. You then take the employees through the many costs of poor recruitment decisions.
In addition to the training the employees it is very important to make the follow up to see if what have been talked about is in place, after the training event, employees always come back to their workplace with the vigor and clear diving force towards putting into practice whatever they have get to learn during training. In most cases, however, no firm action is taken and most important aspect and lessons elements which are learnt during the training sessions can be lost easily. Many motivational advocates acknowledge the usefulness of personal growth, goals and rising the economic ladder as important factors of worker motivation. Having a feedback mechanism in the organization is one of the clear ways of getting information which can be used to develop a personal plan. It is very necessary for the HR to draw some connections between the effectiveness of personal development and work performance of that individual in his work station. The employees should be introduced to a personal development plan according to their requested needs and their areas of weaknesses; this is designed to make them even more productive in their work and in their life.
The human resource department should give the employees a chance to look at their evaluation so that it can serve as a concise aid aimed at making personal plans for future personal development. The employees from a lower rank to the highest then gets a chance to find out their personal economic growth goals and come up with an effective work plan through a series of leading discussions with a colleague their departments.
As a growing organization National Lewis and Clark Corporation have the challenge of coming up with influential solutions, staff confidence in the company, conflict solving, and taking initiatives and expertise among its staff. National Lewis and Clark Corporation require the employees at all level to have individual sufficiency, resourcefulness, innovativeness and autonomy. This strategy will enable all staff, thus low, middle and higher management to always work at a higher level of initiatives which will then make their organization to be more reputable, competitive, and productive. Hard working staff members will always produce magnificent outcome, which is the main thing which almost all organizations look forward to achieve.
However, while modern skills learning among the employees give the employees new techniques and methods to use in their work areas, it doesn’t follow up that it will also lead to the development of their growth, courage or belief, which are essential factors towards the development of strategic and management potentiality (Farrell, D., & Rusbult, C. E., pp.64-91). Therefore there is a great need to develop the employees; the human resource department should provide learning and experiences that will go a long way to develop benefit to all the employees. The way an employee Performs in his area of work is dependent of his or her attitude emotional maturity. However, the human resource department can be able to help the employees to realize their personal objectives and also give them a platform for satisfaction within the organization, and subsequent skills, knowledge development which is needed to managing higher responsibilities, roles and teams.
Works Cited
Cardy, R. L., & Dobbins, G.H. Performance appraisal: alternative perspectives. Cincinnati: south-western, 1994.
Farrell, D., & Robert, C. E. Switch over Variables as a factor of work satisfaction, Worker commitment and revenue: organization Behavior and Human Performance. Management journal 28 (1991): 78-95.