Introduction
The most common reaction of the corporate leaders in increasing the capabilities of the employees is by providing them good training and development exercises. Aside from the basic approach on their skills and knowledge, the leaders are also targeting the employees’ motivational indicators that might increase the performances towards their responsibilities and improve their work. The question on how to improve employee performances were already answered by some of the experts in the business world, and thus, it indicates that achieving the optimal performance may not be enough to respond in various challenges.
Background and Problem Statement
The continuous evolution of organization towards the changes creates a great impact in the life of the business. From the various technologies and innovation, and application of information system, there is an assurance of the product and service development. Still, the business leaders are relying on the capacity of the people and their performances towards their job and roles in the organization. Whether a profitable or for non-profit organization, the people has been an essential resources in the organization. Various strategies had been effectively used for the employee according to their different needs and areas that needs to sustain. However, there is a little attention given in enhancing the employee performance by improving their morale.
Research Aim and Objectives
The aim of the study is to provide a better view on the various strategies on how to enhance the employee performance, specifically in an organization named PeaceNet in Kenya. To provide the adequate answer, there are three objectives that can serve as the guide of the study in achieving its aim. First is to describe the nature and environment of the organization in the country. Second is to determine the roles, responsibilities, and work loads of the employees within the organization. And the last is to measure the capabilities and competencies of the employees regarding the challenges that are ahead in the entire organization.
Literature Review
Because of the continuous cycle of economic uncertainties and issues on competitive advantage, the organization expects much on the efforts and performances of the employees. Much of it, the organizations formulated different kind of practices to boost the competencies within the workforce, even if most of the strategies failed due to different circumstances. The competitiveness of an employee based on the performance of an individual according to his role in the organization. The human resource’s (HR’s) practices about the training and development are still essential to improve the ability of the workforce. In addition, it centers on strengthening the talents and discovering the other potentials of the employees toward their proficiency. In order to answer the need of the organization in terms of proficiency and competency, HR organizes some methods that can bring back the enthusiasm in the workforce. At some point, the leaders and other managers believe in the power of motivational approaches and the morale of an employee toward their work (Thachappilly, 2009). Performance can be earned through the aggressive employee morale and the HR and managers are working together to increase the competencies in the workforce through disseminating the right and useful information, skills, leadership, and corporate culture and objectives (McNamara, 2008). People, as the key for the organization, needs to increase their performances of the people creates an impact in the organization towards the performance. Therefore, it is important that the strategies that can deliver the essential performance is through the training according to their roles and understanding the important of their role in the organization, thus increasing the working morale of the employees (Johnson, 2001; Farvaque, et al., 2009). The involvement of employees can bring the corporate objectives right down to their system and the continuous practice might contribute on achieving the desirable performance.
Methodology
The suggested method that can be very effective in the study is the use of survey and interview. The survey will firstly handed on the managers or supervisors of the organization which composed of the questions regarding the problems that they recently noticed on their employees. The survey proceeds with the determination to decipher the different expectancies of the managers towards their work force. On the other hand, the interview will pay attention on the employees. The focus of the interview is to organize the thoughts and perception of the employees on how to improve, or rather enhance their performance in the organization. References:
Farvaque, N., Voss, E., Lefebvre, M., and Schütze, K., 2009. Guide for Training in SMEs. ORSEU Wilke, Maack and Partner [Online] Available at: http://www.refernet.cz/dokumenty/guide_training_SMEs.pdf [Accessed 10 June 2010].
Johnson, B., 2001. Company Officer Development Program Needs for the Reedy Creek Emergency Services. [Online] Available at: http://www.usfa.dhs.gov/pdf/efop/efo33103.pdf [Accessed 10 June 2010].
McNamara, C., 2008. Employee Training and Development: Reasons and Benefits [Online] Available at: http://www.managementhelp.org/trng_dev/basics/reasons.htm [Accessed 10 June 2010].
Thachappilly, G., 2009. Training Employees for Their Roles is one of the Best Investments. Employee Training Goals, Relevance and Process [Online] Available at: http://human-resourcesmanagement.suite101.com/article.cfm/employee_training_goals_relevance_and_process#ixzz0OURe7gTy [Accessed 10 June 2010].
No comments:
Post a Comment