This article discusses the forces that influence learning and working processes in the workplace, with a focus on the importance of attracting and retaining talent. It also explores the benefits of training employees on teamwork and provides an overview of the project phases for successful project completion.
Contribute Materials
Your contribution can guide someone’s learning journey. Share your
documents today.
Running Head: HUMAN RESOURCE Human Resource Management Name Institution Affiliation Date
Secure Best Marks with AI Grader
Need help grading? Try our AI Grader for instant feedback on your assignments.
HUMAN RESOURCE Human Resource Management Workplace Forces The workplace needs are crucial in determining the overall outcomes for every project undertaken within the organization. Every employee gets to learn their significance in the firm through achieving the set goals and receiving a go-ahead on their activities by the management. Every managing team observes the forces that contribute towards improving the learning and working processes. Although they are several, some of them retain more significance in all situations while others remain partially important. The essential step is to capitalize on the areas which have higher importance while anticipating to have higher returns thus benefiting the firm. From the analysis by Noe and Winkler (2012), they established a list of various forces that influence the processes of learning and working. Among the identified factors, my take is that attracting and retaining talent holds a higher relevance and significance for this workplace. A personal encounter with various employees has proven that they are always ready to provide quality, especially where their input and ideas are recognized. Such a feeling indicates the hidden and unspoken feelings which are crucial for personal performance. The aspect of attracting talent happens in various ways. First, it will involve bringing on board the best employees who are equipped with the necessary skills for the tasks. This category requires minimum training before they can begin working. The second way is through identifying the hidden talent in an employee and encouraging them to
HUMAN RESOURCE cultivate it, primarily through learning. Such an approach makes the person more confident and ready to give their best. The other component is retaining talent. The most significant function of a company is to ensure that they maintain their skilled employees at all costs. Withdrawal by any number of such a category causes a significant draw-back on the process of production. Talent retention involves acts such as promotions, salary increment, and similar functions that create motivation for the employee. Therefore, these factors are necessary to maintain and improve the status of the firm. In consideration of the forces, I am confident that every firm would improve significantly through a slight twisting in their current approach on the way they handle and approach their workers. Many of the firms operate below their capabilities due to the lack of proper management skills, especially when dealing with the employees. A change in this approach can increase the confidence in the employees as well as encourage them to give their best. Therefore, there is a need to consider the aspect of attracting and retaining talent. Considerations in Training Development The need for a training surpasses other requirements in the organization. The training session will involve strategies that help in improving the teamwork skills for the process area. Firm management always engages in finding the best workers in town and employing them. The challenge comes in when these employees start providing different qualities due to their diversity of expertise(Lundberg, 2018). Training sessions should be sufficient platforms for bringing together such abilities and consolidating them into
HUMAN RESOURCE productive forces within the firm. Such efforts would lead to the formation of a stronger team that is ready to work together to achieve the common goals of the firm. The training program will include some changes in the management team. Firm managers determine the nature of working that the employees portray. For instance, providing employees with a flexible schedule for work makes them more responsible and productive. A report by Cassy Parker, (2019), most company managers fails to recognize the impact of proving their employees to be accountable for minimizing inspections and allowing remote operations. The same analysis relates the desire for the employees to be granted the opportunity for flexible working which would make them more productive. The management ought to take such information as a starting point and develop a better environment for their workers. The choice of improvement in teamwork skills follows the benefits that a company is bound to reap from such a process. Consequently, every firm desire to be the most competent and productive within the industry. Our company has frequently engaged in the hiring of new workers and assigning them various tasks as per their qualities. This function is at times expensive due to the resources used by the human resource department. Therefore, any effort to maintain such workers should be worth a try as long as it will reduce the burden(Scott Keller, 2017).This section will evaluate some of the benefits of training employees on teamwork. First, the level of commitment by the workforce increases when they work together. When people operate as a team, they always remain motivated to fulfil their task.
Paraphrase This Document
Need a fresh take? Get an instant paraphrase of this document with our AI Paraphraser
HUMAN RESOURCE Low morale makes the workplace look gloomy and promote the chances of employees quitting their jobs. That becomes a challenge to the firm as new workers have to be brought in. The alternative situation is where the workers have a happy and motivated environment(Bossart, 2017). They will always strive to produce the best as they operate on the same ground. Employee retention is an aspect that is promoted by teamwork thus increasing the rate at which the company attracts and retains talents. Secondly, there is an increased rate of innovative skills promoted by teamwork. Employees are always open to each other to the extent of planning and organizing undesirable activities within the firm. But under positive motivation, the same team can pull through challenging projects through combined use of personal skills and knowledge. Teamwork creates a connection between the workers. The link allows them to use their different perceptions and openness to each other to provide the best solution for a given situation(Marquis, 2019).Therefore, this activity is crucial for promoting comfortable working conditions within the company and between the workers. Finally, the level of substantial production increases within little time. Practical solutions to various problems problem are one way of increasing the productivity of the workers. Teamwork helps in bringing together similar minds and enhancing quality outcomes through cohesive working. The value of collaboration is seen when the company receives different and consistent results over a short period of operation(Bossart, 2017). Therefore, the management is challenged to critically identify every employee's weaknesses and abilities for a better formation of teams.
HUMAN RESOURCE Project Plan Project PhaseDescription of Contents 1.ConceptThis stage will present the details of how the project came to being. It is a stage of idea conception guided by various stimuli within the firm. The milestone involves identifying the idea, exploring it, and determining its benefit to the firm. It is the initiation phase of the main project and a crucial point of assessing the viability of the venture. Therefore, it is an informative stage for the focus area/idea for the project and its specific needs. 2.PlanningThe best way to handle this stage is to have the whole plan for writing. The phase involves a close concentration on the project scope through a clear outline of the target needs and activities that are to be performed. Every task is categorized according to its priority level and the budget consolidated. These details are put down in writing as project estimates and not full figures. 3.Project launchThe process of project launch will commence through the resource allocation process and task distribution to the selected project teams. The initial step after allocation is informing on the responsibilities of every team member. This makes it easier for the team leaders as the project
HUMAN RESOURCE begins to get serious and take shape. Actual working starts as per the project schedule. The project leader should make adjustments to the program where necessary. 4.PerformanceThis phase involves close monitoring of the processes and timelines. The estimated schedule informs on the need to reallocate resources to various sections for a complete transformation into actual progress. Project control is necessary to prevent situations of exceeded timelines and overuse of resources. The initial plan should help in determining which areas need to be adjusted either through more allocations or time extensions. Accuracy is a crucial factor for the successful completion of this project phase. 5.Close pointThe final stages of the project are crucial before the complete closure of the process. The management needs to check with the identified clients and get approval on the delivery. Also, there is paperwork that needs signing off to indicate completion. Every participant in the project including the contractors and vendors has to receive their payments on time. Only after that does the project process get closed. References
Secure Best Marks with AI Grader
Need help grading? Try our AI Grader for instant feedback on your assignments.
HUMAN RESOURCE Bossart, M. (2017). How Connection Fosters Better Teamwork in an Organization.Patriot Software: Small Business. Retrieved from https://smallbusiness.patriotsoftware.com/importance-teamwork-organization- motivation-connection/ Lundberg, I. (2018). Three Keys To Attracting And Retaining Top Talent.Forbes. Retrieved from https://www.forbes.com/sites/forbescoachescouncil/2018/05/21/three-keys-to- attracting-and-retaining-top-talent/#7e8c4c0bbe22 Marquis, A. (2019). Importance of Teamwork in Organizations.Chron: Small Business. Retrieved from https://smallbusiness.chron.com/importance-teamwork- organizations-14209.html Parker, C. (2019). 5 Ways to Attract and Retain Talent in Your Business.B Plans. Retrieved from https://articles.bplans.com/5-ways-to-attract-and-retain-talent-in- your-business/ Scott Keller, M. M. (2017). Attracting and retaining the right talent.McKinsey & Company. Retrieved from https://www.mckinsey.com/business-functions/organization/our-insights/attracting- and-retaining-the-right-talent Winkler, R. N. (2012).Training and Development: Learning for sustainable management (2nd ed.).North Ride: McGraw Hill.