Workers are a company’s genuine assets; thus, staff training and development initiatives aid in their advancement and growth. Staff development is crucial if individuals are to improve their performance by upgrading their knowledge and abilities. Staff awareness of the most recent advances is increased via employee planning processes and education. In actuality, this advancement is crucial for workers’ professional and personal progress. For Fresh Direct, an employee development plan can be elaborated using three theoretical and practical human resource conceptions: motivation, employee engagement, and leadership management.
Considering the advantages of training individual personnel members for Fresh Direct, it is initially obligatory to emphasize the importance of human resource management processes regarding staff development. Firms have an obligation to guarantee that their workers are trained and in excellent condition, and to foster the knowledge and skills needed to produce effective workers and proactive individuals who contribute to organizations (Chams & García-Blandón, 2019). In fact, all employees require a corresponding level of training, instruction, and development due to the connection between individual worker level and organization’s performance and output. According to the study findings, providing work engagement improves people’s capacity, drive, and the likelihood of seeking new job tasks (Pak et al., 2019). Additionally, it was shown that employability was mostly associated with developmental methodologies, while job ability was most strongly related to job needs and requirements (Pak et al., 2019). Thus, advancing both individual and group skills and qualities within the paradigm of personnel development and human resource management is essential due to the workers’ influence on company’s results, including the case of Fresh Direct.
One of the major benefits of developing individual staff members for Fresh Direct is considered to be an increase in the level of employee performance. Currently, it is vital to pinpoint the variables that influence employee performance due to the phenomena of greater business competitiveness and the need for organizations to adapt quickly to changing human needs (Diamantidis & Chatzoglou, 2018). The study’s findings show that job culture and supervisory support have the most effects on employee performance, but flexibility and internal motivation additionally have implications (Diamantidis & Chatzoglou, 2018). The function of management in transforming the organizational climate to be more ethical and competent is indistinguishable from the structure of personnel development as a leading element in enhancing employee performance and fulfillment (Paais & Pattiruhu, 2020). Employees who are not entirely informed of how they are intended to do their duties frequently exhibit poor performance. Higher efficiency will emerge from bottom-line investments in staff development, which will flow upstream. Managers might equip staff members with the capabilities they require to fulfill their daily responsibilities and work effectively and achieve greater outcomes by investing in their professional development.
Another essential advantage of developing individual staff members for Fresh Direct can be considered as the feasibility of cost reduction due to employee retention and talent acquisition. To address issues of human resources and individual development nature, a completely integrated employee retention strategy must be developed since replacing important staff requires high turnover (Singh, 2019). Companies are increasingly debating regarding hiring a full-time staff retention expert to assist them in achieving progress and lower turnover since they recognize how crucial it is to keep employees on board (Singh, 2019). For all businesses, maintaining talent is crucial and talent is necessary and is frequently viewed as a fundamental strategy for gaining a competitive edge (Kumar, 2022). The relevance of staff and talent retention is demonstrated by the decrease in employee turnover and the development of tools that enable workers to obtain control of their personal careers (Kumar, 2022). One employee’s replacement can cost between one-half and twice that person’s annual compensation. To put it differently, it requires a new worker roughly a year to become completely productive and perform their responsibilities at the level of a more experienced colleague.
Furthermore, in terms of benefits that can be received from individual worker development, it can be stated that this advancement can lead to a greater ability to handle rapidly changing circumstances and unexpected situations. Unexpected occurrences including external crises, which heighten employee insecurity and represent direct challenges to the productivity and profitability of the firm, compel today’s enterprises to stay vigilant and adaptable (Carnevale & Hatak, 2020). Individual staff development programs aid employees in adjusting to and coping with their recently changed workplace setting (Carnevale & Hatak, 2020). In general, organizations have to build their resilience in order to be able to deal with unforeseen occurrences, recover from catastrophes, and moreover promote continuous improvement in extremely turbulent and unpredictable times (Duchek, 2020). Resilience is distinct from comparable concepts, for instance, flexibility, mobility, or robustness in this context (Duchek, 2020). Employees of Fresh Direct who receive training and are prepared for various scenarios will become more adaptive and, as a result, be better equipped to discover creative solutions when time is of the essence. Less experienced workers would simply remain at the same stage and embrace what was occurring.
Several methodologies connected to training and development can be used to manage an individual’s expectations in respect of personal development at Fresh Direct. Managers can frequently experience difficulties with employee expectations, particularly those who have the traditional belief that workers ought to be comfortable with whatever benefits they receive from their jobs. As a consequence, job satisfaction and organizational morale suffer when unmet expectations are present. Outlining expectations with employees has advantages such as making points straight for both the worker and the supervisor and getting everyone on the identical track (Mule, 2022). Clarifying and managing staff expectations ultimately improves communication and creates a benchmark for measuring company’s outcomes (Mule, 2022). According to research on managing job expectations, all aspects of the expectancy theory, including valance, expectancy, instrumentality, have to be incorporated to enable the development of role ambiguity and other essential factors of excellent performance (Blackman et al., 2019). In reality, by controlling expectations of employees, performance control may promote superior efficiency (Blackman et al., 2019). Hence, Fresh Direct should integrate both theoretical and practical concepts to deal with an individual’s expectation regarding personal development.
The first technique of training that can be used to manage an individual’s expectations at Fresh Direct is identification of the role of each employee and connect workers with the corporate culture. According to the findings of the research, role clarity and subsequent support is positively correlated with perceived vitality at workplace through greater competence and autonomy while role conflict is adversely correlated (Karkkola et al., 2019). The physical and cognitive requirements, the workplace culture, and any possible stresses that workers or recruits should be prepared for should all be thoroughly discussed by managers. The second approach in terms of individual’s expectations at work and methods of coping with them is linked to proposing employees more flexibility and increasing the level of appreciation and recognition. According to the investigation, employee performance is highly influenced by individual resource flexibility, worker competences, and work happiness, while organizational culture adaptability has no discernible impact on staff performance (Sabuhari et al., 2020). It is important to acknowledge team members, notably when they exceed their professional limits for the business or bring a superb performance.
The methods connected to training and development that can be used to manage an individual’s expectations in respect of personal development at Fresh Direct can be additionally linked to theoretical conceptions. Referring to human resource management and employee performance management, it is feasible to emphasize Herzberg two factor theory and Maslow theory. According to Frederick Herzberg, job satisfaction and employee expectation include two components: motivation and cleanliness (Thant & Chang, 2021). Employee unhappiness with the workplace is reduced by hygiene factors including remuneration and monitoring (Thant & Chang, 2021). Employees are more devoted, efficient, and creative when they are motivated by elements such as success and acknowledgment (Thant & Chang, 2021). Considering Maslow’s pyramid theory, this concept can be applied to employee development and employee expectations management since this methodology encompasses self-actualization and personal internal advancement. Employee empowerment may be influenced by the Maslow needs hierarchy as it can assist organizations in comprehending why they should change their management approach in order to maintain personnel (Nguyen et al., 2019). Thus, Herzberg two factor theory and Maslow theory can contribute to the field of individual expectations in human resources.
Concerning the evaluation of the three development plan vehicles available to Fresh Direct and appropriate to the development needs of the individual, it is possible to underline motivation, engagement, and leadership management. Regarding motivation, workers can frequently become more determined and motivated when they recognize the value of their job, and appreciating individuals is considered to be the foundation for fostering self-worth in the organization (Febrianti & Suharto, 2020). When work procedures or efficiency may be improved, employees frequently know what decision to make as well as or greater than executives do. However, in many circumstances, they lack the resources or training necessary to reach their full potential. Moreover, regardless of the fact that motivation is a positive and useful tool, it should be used correctly to avoid drawbacks due to the existence of two types of motivation: personal and corporate (Regen et al., 2020). Nevertheless, if applied attentively and integrating valid theoretical aspects, motivation can serve as a valuable instrument for Fresh Direct in the field of personnel development.
The second development vehicle or approach that can be recommended for Fresh Direct and its corporate human resource management strategy is employee engagement. The most productive employees are frequently those that generally attempt to outperform the standard of duty. Labor productivity rises as a result, and projects are considered to be more successful. In the quest to comprehend and characterize, both subjectively and statistically, the essence of the interaction between a company and its workers, or employee engagement, is a vital notion. Employee efficiency, flexibility, and dedication are some of the major benefits of employee engagement; nevertheless, there are certain drawbacks present, such as potential efficiency losses and coordination and complexity issues (Hameduddin & Fernandez, 2019). Additionally, job instability has a considerable detrimental effect on staff engagement, which is in accordance with the study’s findings, and employee engagement is vulnerable owing to external factors (Yu et al., 2020). Therefore, utilizing and implementing the ideas of employee engagement, it is obligatory to admit the objective and subjective weaknesses of this approach.
Finally, referring to leadership management, the feature of this tool is related to the fact that it is solely linked to the operational field of managers and exclusively them can integrate this method. Job satisfaction is increased via leadership management, which therefore improves an organization’s capacity to fill talent pipeline shortages and lowers the hassles and expenses related to turnover (Hartono, B. & Maksum, 2020). The shortcomings of leadership management include a high emphasis on the long-term strategy, which may have an adverse effect on short-term objectives, and a relationship between perception and the manager rather than the organization (Harris & Jones, 2018). Thus, leadership management methodologies should be only applied in case the conditions are well-organized and the role of human factor is diminished.
To summarize, due to the impact of employees on business outcomes, notably in the case of Fresh Direct, it is critical to advance both individual and group abilities and traits within the paradigm of people development and human resource management. By supporting staff members’ professional development, managers may provide their employees the skills they need to carry out their everyday tasks, collaborate successfully, and produce better results. Employees of Fresh Direct will become more adaptable and, as a consequence, better able to find original solutions when time is of the importance if they undergo training and are prepared for diverse circumstances. In fact, less experienced employees would merely maintain their actual condition and accept what was occurring.
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