Executive Summary
Employee performance is critical to business success and can be improved by training. Some of the most widely used methods to do so include on-the-job training (OJT), case studies, e-learning, and instructor-led training (Kraiger et al., 2020). OJT allows individuals to learn the basics of their job by performing it on the site. It is typically reserved for new members of the workforce. Case studies help generate and emulate a real-life situation, with the employees learning to deal with it in a safe environment. E-learning involves the use of computers and the Internet to improve one’s skills without leaving the premises of one’s own home (Kraiger et al., 2020). Finally, instructor-led training is what one imagines when thinking about training in general – it involves practicing and training under the supervision of a skilled instructor.
Business and Ethical Perspectives on the Company’s Problem
The issue in the presented case study is that the company is losing new hires (those who work under a year) due to the extensive hours they are forced to work. The average workload for these people is 60 hours, which is way above the 40-hour standard workday. As a result, the company loses employees and suffers from delays and quality drops. That is the business perspective on the matter. It is mostly concerned with the ability of the company to generate profit and fulfill its obligations. The ethical dimension here, from a utilitarian perspective, is that the balance of happiness was not achieved (“Ethical Approaches,” n.d.). The company leadership derives its profits in the form of work done and money earned at the cost of employees working extra hours instead of going home and spending those hours with their families.
Ethical Approach for Employee Development and Its Justification
It is best to approach the described dilemma from a utilitarian perspective. Utilitarianism is a consequentialist ethical framework that concerns itself with generating the most happiness for all intended parties (“Ethical Approaches,” n.d.). The reason why this tool was chosen is because it allows for ensuring that whatever moves the company makes, the employees are adequately compensated for their effort, both in time and money. The balance of happiness is in many ways related to work-life balance, and employee development should be aimed to achieve that balance.
Training and Development Methods to Improve Employee Morale and Reduce Attrition
The training and development methods that could be used to improve morale and motivation and reduce attrition would have to be aimed at reducing the time required to complete tasks and objectives set up by the company. Right now, it requires employees to work for 60 hours a week to finish the work the organization places upon them. If these engagements can be completed while working 40 hours a day, then there would be more time for employees to achieve a better work-life balance. From an ethical perspective, both sides are happy, thus increasing the total amount of collective joy (“Ethical Approaches,” n.d.).
Examples of Specific Strategies to Enhance Morale and Motivation
The first example of training to improve morale and motivation and reduce attrition is to optimize the working process and implement new technologies to cut down the time necessary to accomplish specific tasks (Kraiger et al., 2020). Employees would be taught to use said technologies, and the time saved would increase the aforementioned metrics.
The second training routine would involve teamwork. Successful cooperation between different team members could reduce the workload on individual participants and hasten the completion of orders. This would result in greater rewards, with fewer hours spent at work. The training regimen would include workshops and theory classes as well as case studies and practice drills, which shall then be implemented at the workplace (Kraiger et al., 2020). As a result, employee morale and motivation would increase, leading to lower attrition rates. Thus, the company would accomplish the goals placed upon the HR department.
References
Ethical approaches. (n.d.). Web.
Kraiger, K., Passmore, J., dos Santos, N. R., & Malvezzi, S. (2020). The Wiley Blackwell handbook of the psychology of training, development, and performance improvement. John Wiley & Sons.