Managing Employee Development

The assignment explains the identification of skills required by managers, importance of managing and developing employees, work situations calling for managerial competency, employee development theories, and proposing solutions for organizational and individual employee development needs.

Managing Employee
Development
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Executive Summary
The assignment has been framed in such manner that it has been explaining the
identification of skills required by managers. Along with this, importance of managing and
developing employees within management has also been described. Work situation calling for
managerial competency, recognizing problems, and solutions has also been proposed. Some of
theories have been applied for employee development for practice within Dutch – British
Financial Services Consultancy so that employees like Seema do not face issues like harassment
as mentioned in case study provided. Organizational and employee development skills with
proper solutions have been described. And lastly, recommendations have been provided.
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Table of contents
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
Skills required for managers to effectively manage their workforce..........................................3
Importance of effectively managing and developing employees and the issues.........................4
Evaluating work situations calling for managerial competency, recognise problems and
propose realistic solutions............................................................................................................5
Applying knowledge of employee development theories to practice..........................................6
Various organizational and individual employee development needs and proposing solutions. 7
CONCLUSION................................................................................................................................8
REFERENCES..............................................................................................................................10
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INTRODUCTION
Employee development is the process where employee undergoes training programs to
upgrade their skills and learning (Jangbahadur and et.al., 2018).
The assignment will analyse identification of skills required by managers. Importance of
managing and developing employees within management will also be described. Work situation
calling for managerial competency, recognizing problems, and solutions will be proposed. Some
of theories will be applied for employee development for practice within Dutch – British
Financial Services Consultancy so that employees like Seema do not face issues like harassment
as mentioned in case study provided. Organizational and employee development skills with
proper solutions will be described. And lastly, recommendations will be provided.
MAIN BODY
Skills required for managers to effectively manage their workforce
There are various skills which are required for managers to effectively manage their
workforce so that there are no situations like harassing or mistreating any of the employees who
are working within the organization. This will help the company in gaining more of the
reputation and this will also help Seema in this case as she was facing and back lashed by the
manager (Cletus and et.al., 2018). Also, there are cross cultural issues which are being addressed
in the case and this becomes an issue which creates problem for both Jack and Seema as there
was a situation in which Seema could not understand Jack’s humour. This created much problem
and due to this the effects were very high and considerate at large scale as there were clashes
which created problem for both Seem and Jack and affected their relationship.
Skills required for managers to effectively manage the workforce are described as follows –
 The main skill which in this case of Seema facing the harassment the managers should
incur is that of how to manage the formal relationships within the working environment.
This would have helped Seema and Jack in assuring and analyzing what are the ways of
communication within which all the perspectives of behaving normally and working
cordially within the organization is useful at all scales.
 No such humours should be presented or create a conversation between the employees as
this also created confusion and made Seema insecure of what Jack said and
communicated to her (Tajpour, 2018).
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 Decision – making skills is one of the most important skills which should be taken into
conisation and this should create the probability of how the managers are working well
and creating their positive impact within the organization.
These are most of the very concerned and important skills which are to be presented at large
scale so that everything which is in consideration of how organization is managed properly is
known at large scale in effective and efficient manner as being managed properly.
Importance of effectively managing and developing employees and the issues
There can be management problems and issues when they are not taken into observation
and this may impact the organization and the employees work which may also affect their
productivity. It is very important to effectively manage and develop employees and the issues
which have been created either on small scale and large scale within the organization. Effective
management should be taken into account so that there are no such problems such as Seema
facing them within the organization due to the poor management skills which the Dutch – British
Financial Services Consultancy had (Goswami, 2019). The problem and the issue were also
regarding the gender and organizational culture which arose within the employees’ at large scale.
It is very important therefore to manage and develop employees according to the situation and
make them feel that they are comfortable while working within any situation. Positive
environment should have been provided to Seema so that she could not have faced such
harassment issues and problems.
Managers like Jack in this case should have taken care of the issues and problems rather
creating more for Seema. This also affected the progress and the growth of the organization at
large scale. Apart from this the main issue which Dutch – British Financial Services Consultancy
was facing was how the employees were being treated (Rodriguez and et.al., 2017). It is very
important and concerned topic for the mangers and the high positioned individuals who are part
of the organization to take initiative and solve the problems and manage work of employees so
that they are more concerned about how effectively and in appropriate manner they can seek
development and growth by solving such minor issues related to gender or organizational culture
problems. Along with this, management skills should be framed in such manner that they provide
positive working environment to the employees such as should be provided to Seema so that she
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would not have faced such harassment and bad behaviour of the manager and the vice president
Jack in bad manner.
Evaluating work situations calling for managerial competency, recognise problems and propose
realistic solutions
Work situations calling are the most significant part of concern both for the employees and the
managers of the organization as this helps in evaluating and managing the skill through which
the purpose of growth and development of the Dutch – British Financial Services Consultancy is
being served at large scale. For managerial competency to be managed effectively within the
organization so that problem which Seema was facing within the company could have been
managed and this could have not created issue of gender disparity cultural diversity. The office
humours along with resilience and sexism became the main issue within organization and this
created major problem and issues for Seema (Barão and et.al., 2017). The problem which Seema
was facing within Dutch – British Financial Services Consultancy is that she faced some harsh
comments which were related to her body and some of other sexism remarks along with gender
disparity being taken as major issue within organization. Seema faced these problems where she
was being bullied for her gender and some of the sexist remarks which were thrown to Seema in
the form of humour which later on became a case of harassment to which Seema had to take
some major decisions regarding the situation.
Some of the realistic solutions to what the problems and issues which Seema faced are –
 Proper way of making and initiating a conversation and so with the communication
should be taken into action such that the employees especially Seema would not have
faced the problems and issues regarding the sexist remarks and gender disparity 9 Para-
González and et.al., 2018).
 Appreciation of the differences and similarities between benevolent sexism and hostile
sexism should be understood in a better way.
 Gina is the vice president of human resource therefore Seema should have talked to her
concerning the issues she is facing with Jack and other senior individuals within the
organization.
 Seema should have been little more resilient and should have reacted less negatively to
Jack’s humour as this would have solved more the issue.
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Applying knowledge of employee development theories to practice
There are three main theories which are to be compared for the employee development
within Dutch – British Financial Services Consultancy and it is very important to be considered
for the employee development and how to improve it at large scale within the organization. The
theories are linked together as follows –
Maslow’s Hierarchy of Needs – The hierarchy of needs are explained for the employee
development within Dutch – British Financial Services Consultancy which are –
Physiological Needs – These are the basic requirements of the employees within organization.
For eg – drink, food, air, clothing, warmth, sleep, shelter etc (Hopper, 2020).
Safety Needs – It is important to take the concern of how the employees are provided safety and
security within the organization so that they can develop their working scale effectively.
Love and Belongingness Needs – Human and social concerns of employees within Dutch –
British Financial Services Consultancy are concerning the emotional and belongingness feelings.
Esteem Needs – This concentrates on the employees self – worth and accomplishments which
the organization is taking into account (Fallatah and et.al., 2018).
Self – Actualization Needs – It is the realization of employees potential as how they are being
able to serve the organization.
Alderfer’s ERG Theory – For employee development for the case of Dutch – British Financial
Services Consultancy, this theory is beneficial and is linked with the Maslow’s Hierarchy of
Needs. This is described as follows –
The Existence factor of ERG theory is directly linked to the physiological and safety
needs for existence at priority of Maslow’s Theory which helps in analyzing how the employees
are developing within the organizational structure (Acquah and et.al., 2021).
The Relatedness factor of ERG theory concerns the love and belongingness and self –
esteem needs which are helpful for the employee development process when linked significantly
with the Maslow’s theory.
The Growth factor of ERG theory is helpful for the employee development process to
take place for the self – actualization needs which will help in seeking growth and development
of the employees within Dutch – British Financial Consultancy Services (Mansaray, 2019).
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Herzberg’s Two – Factor Theory – This theory is linked both with the Maslow and Alderfer’s
Theory which helps in explaining the employee development within Dutch – British Financial
Services Consultancy effectively.
Hygiene Factors – Hygiene factors are related with the safety and security along with the
physiological needs of Maslow’s and Alderfer’s Existence factor theory (Alshmemri and et.al.,
2017). For employee development, these factors are important as they serve the health and
hygiene factor to be considered as important.
Motivators – These factors encourage the employees to work harder and then finally help in
development of the employees within organization (Bevins, 2018). This factor is linked with the
Maslow and Alderfer’s theory for the aspects such as Growth factor and Self – actualization
needs.
Various organizational and individual employee development needs and proposing solutions
Organizational and individual employee development needs are very important for the
organization to take considerate actions and focus on how the employees are working within the
organizational culture. The organizational needs are – good teamwork, best training
opportunities, handling poor performance, significantly sharing of goals etc (Dachner and et.al.,
2021). The individual employee development needs are – effective communication skills,
creativity skills, great leadership skills, flexibility in working etc.
The proposing solutions to the organizational and employee development needs are as
follows –
 Providing recognition and reward to the employees.
 Providing positive working environment rather than making them face sexists and gender
remarks which are bad for employees such as Seema faced.
 Providing feed back in real – time to employees (Nerstad and et.al., 2018).
 Creating and communicating effectively the values of the organization.
 Improving the on boarding and orientation programs.
 Empowering the employees by changing some old patterns and framing them into new.
 Changing of policies and practices of the organization.
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 Conducting the selection of anything beneficial related to organization in proper manner
(Dachner and et.al., 2021).
These are some of the needs which are helpful in taking concern of improving and providing
solutions for organizational and employee needs as much in requirement to Dutch – British
Financial Services Consultancy as well in case. This will help Seema and organization in better
analyzing what are actual needs which are to be paid attention to.
Recommendations – There are various recommendations which are in reference to the case
study and in general. These recommendations are as follows –
 Seema should have taken major steps in taking a strong decision over the harassment she
faced within Dutch – British Financial Services Consultancy (Carvalho and et.al., 2021).
 The managers and the senior positioned individual should have maintained the decorum
and not initiate the issues by making sexist remarks and gender disparity.
 Dutch – British Financial Services Consultancy should change its patterns of
communication with the employees.
 Proper and effective communications skills and ways should be flowed between the
employees and the higher positioned people.
 Different patterns and ways of providing positive working environment should be made
so that the employees are more concerned in proving their competencies and providing
the best with their performances significantly (Asatiani and et.al., 2019).
These are some of the important recommendations which an organization should follow at large
scale.
CONCLUSION
Thus, it is analyzed from the above assignment that identification of the skills required by
managers was mentioned effectively. Importance of managing and developing the employees
within management was also described significantly. Work situation calling for managerial
competency, recognizing problems, and solutions were proposed effectively. Some of the
theories were applied for the employee development for the practice within Dutch – British
Financial Services Consultancy so that employees like Seema do not face issues like harassment
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as mentioned in the case study provided. Organizational and employee development skills with
proper solutions were described. And lastly, recommendations were provided in proper way.
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REFERENCES
Books and journals
Acquah, A. and et.al., 2021. LITERATURE REVIEW ON THEORIES OF
MOTIVATION. EPRA International Journal of Economic and Business
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Alshmemri, M. and et.al., 2017. Herzberg’s two-factor theory. Life Science Journal.14(5).pp.12-
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Asatiani, A. and et.al., 2019, December. Implementation of automation as distributed cognition
in knowledge work organizations: Six recommendations for managers. In 40th
international conference on information systems (pp. 1-16).
Barão, A. and et.al., 2017. A knowledge management approach to capture organizational
learning networks. International Journal of Information Management.37(6).pp.735-740.
Bevins, D.T., 2018. Herzberg's two factor theory of motivation: A generational study.
Carvalho, S. and et.al., 2021. Challenging experiences: recommendations for promoting
individual development. International Journal of Productivity and Performance
Management.
Cletus, H.E. and et.al., 2018. Prospects and challenges of workplace diversity in modern day
organizations: A critical review. HOLISTICA–Journal of Business and Public
Administration.9(2).pp.35-52.
Dachner, A.M. and et.al., 2021. The future of employee development. Human Resource
Management Review.31(2).p.100732.
Fallatah, R.H.M. and et.al., 2018. A critical review of Maslow’s hierarchy of needs. employee
motivation in Saudi Arabia.pp.19-59.
Goswami, M., 2019. Developing social intelligence among employees for effectively managing
organizational change. Development and Learning in Organizations: An International
Journal.
Hopper, E., 2020. Maslow’s Hierarchy of Needs Explained. ThoughtCo, ThoughtCo.24.
Jangbahadur, U. and et.al., 2018. Measuring employee development. Global Business
Review.19(2).pp.455-476.
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Mansaray, H.E., 2019. The Role of Human Resource Management in Employee Motivation and
Performance-An Overview. Budapest International Research and Critics Institute
(BIRCI) Journal.pp.183-194.
Nerstad, C.G. and et.al., 2018. Negative and positive synergies: On employee development
practices, motivational climate, and employee outcomes. Human Resource
Management.57(5).pp.1285-1302.
Para-González, L. and et.al., 2018. Exploring the mediating effects between transformational
leadership and organizational performance. Employee Relations.
Rodriguez, J. and et.al., 2017. The importance of training and development in employee
performance and evaluation. World Wide Journal of Multidisciplinary Research and
Development.3(10).pp.206-212.`
Tajpour, M., 2018. Investigating the knowledge management effect on managers’ skills
improvement. Sabokro, M., Tajpour, M., Hosseini, E.(2018). Investigating the
knowledge management effect on managers’ skills improvement. International Journal
of Human Capital in Urban Management.3(2).pp.125-132.
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