Employee Relations

This paper will develop a strategy specific to my organization for integrating job performance & training, discuss the most significant performance management challenges the organization I have researched has faced, outline basics of a performance management initiative that would significantly improve employee performance across the organization as well as encourage employee retention, and create a set of best practices specific to the organization for improving employee relations. Develop A Strategy Specific To Your Organization For Integrating Job Performance And Training

Training and development in an organization requires implementation to achieve success. Therefore, the strategy will require vision, focus, direction and an action planning document. A training strategy is a mechanism that establishes what competencies an organization requires in the future and a means to achieve it. There are many important aspects to consider here. To create strategy you will need employee training, team building & development, leadership development, executive coaching, competency requirements & skills , objectives & action plans, and vision.

According to Chase (1998), “You send your employees to training to teach them new behaviors. But if you don’t make the effort to encourage the transfer of those behaviors back to the workplace, you may as well be throwing your training dollars out the window. ” Gill (1996) indicates that performance is measured in terms of progress toward specific goals. In order to claim that performance has improved, there must be some sort of measurable change according to the standards or indicators that have been established.

In discussing performance deterioration, Rosenberg (1998), says that performance will never improve by itself, and that once deteriorated, performance becomes increasingly resistant to improvement. It will only stay improved if there is support from the performance improvement system (e. g. , supervisor support). The implication for a performance improvement strategy is that there must be clearly established goals and an evaluation component to determine how successful specific interventions have been to attain those goals.

Discuss The Most Significant Performance Management Challenges The Organization You Have Researched Has Faced Performance management is a process by which managers and employees work together to plan, monitor and review an employee’s work objectives and overall contribution to the organization. More than just an annual performance review, performance management is the continuous process of setting objectives, assessing progress and providing on-going coaching and feedback to ensure that employees are meeting their objectives and career goals.

According to Flynn, Mathis, & Jackson (2007), “healthcare organizations develop performance management systems to define expectations for employees and to manage their performance” (pg. 185). The challenge in assessing performance is identifying indicators that directly measure results, while at the same time measuring progress toward high-level strategic objectives. Measures that are not linked to the strategic objectives will not provide a meaningful assessment of performance for the organization, department or employee.

Furthermore, employees need to understand the indicators, and have the ability to directly influence the outcome. If the ability to influence the indicators is affected by outside factors, employees will become frustrated and unmotivated. Key elements of performance management are employee development and process improvement. A further challenge is to ensure feedback flows in both directions. Managers require timely feedback to monitor organizational results. Employees require feedback to validate, or to improve individual performance. Leadership training could be one of the major challenges in a performance management.

Leadership training objectives include topics such as how to be fair and objective, what types of employee behavioral issues can be addressed effectively during a performance appraisal and how to help employees establish realistic and attainable goals for the next evaluation period. Outline The Basics Of A Performance Management Initiative That Would Significantly Improve Employee Performance Across The Organization As Well As Encourage Employee Retention According to Flynn, Mathis, & Jackson (2007), retention of employees have becoming a growing concern of many healthcare providers. Every healthcare worker who is retained means one less worker to have to recruit, select, and train” (Flynn, Mathis, ;amp; Jackson, 2007, pg. 140). The fundamental goal of performance management is to promote and improve employee effectiveness. It is a continuous process where managers and employees work together to plan, monitor and review an employee’s work objectives or goals and his or her overall contribution to the organization. The establishment of an effective performance management system requires time and resources and therefore, the support of the board, the executive director and other senior managers.

When developing a new performance management process, an organization can strike up a committee made up of employees, managers and board members to increase buy-in, understanding and support for the process. Management support to act upon the outcomes of the performance management process is also necessary to ensure that good performance is recognized, inadequate performance results in the necessary support and/or training to improve performance and consistently poor performance results in a change of responsibilities or termination, as appropriate.

Whether you are introducing a new performance management system or if you are modifying an existing process, it is critical that you communicate the purpose and the steps in the performance management process to employees before it is implemented. Also remember to review your new performance management system after the first year and make adjustments as necessary. Often the most difficult part of the planning phase is finding appropriate and clear language to describe the performance objectives and easures or indicators of success. Managers need to ensure that the objectives are a good representation of the full range of duties carried out by the employee, especially those everyday tasks that can take time but are often overlooked as significant accomplishments. Create A Set Of Best Practices Specific To Your Organization For Improving Employee Relations An effective employee development plan boosts the value of an organization’s human capital while achieving your organizational goals.

A vital element in turning out to be a victorious leader is using best practices. Any feedback that our employees can provide regarding best practices previously in use is welcomed. The guidelines of this company, backing permitted, is to allow for sufficient staff training. “As higher education has learned over the years, investing money in development yields results such as improved performance, higher morale, and an employee base that is educated on current trends and issues. ” (Hopkins ;amp; Hampton, 1995).

Communication skills are necessary, not just intended for management but for all other employees the same. In an organization, details should be recognized and comprehended, as poor communication skills donate to disappointment. Individuals open up regarding pertinent issues because they understand and ask questions. The fuzzier the goals, the more chaos in an organization; the more clearly goals are communicated the easier it is for employees to decide what needs to be accomplished. If employees are part of the process, they will understand more clearly.

If they know there is no employee participation, it does not matter how good the plan, it will not work. Throughout the orientation and training procedure, employees are shaped into becoming the finest employees a company has representing them. A company has a better chance at their employees being happy and remaining with the company, once all information is made upfront to the employees. “Employees will be happier and morale will be higher when development opportunities are provided and encouraged. ” (Hopkins ;amp; Hampton, 1995).

There are numerous methods a supervisor can make use of when striving in enhancing employee relations; this is an issue of finding what works best for each individual. An organizations moral and ethic system play an enormous role. When employees examine a supervisor who is trustworthy and fair in all judgments, the bar has been set for all to emulate. Employees need to be comfortable working for the company he, or she is representing. Displaying respect, interest, empathy, patience for each individual will allow for reciprocation.

In the event an employee starts displaying performance management issues, one needs to initiate immediately a one-on-one meeting with that employee to discuss the problem. Not resolving issues from the start can have severe blows to the organization, such as a decline in productivity, higher employee turnover, low confidence, and needless permissible disagreements. By involving employees in brainstorming regarding personal opinions and concerns sends a positive message. A principle component of employee relations is to value the knowledge, skills, and abilities of one’s team.

Promote equality and diversity in the workplace, so every employee can participate and has the opportunity to fulfill his or her potential. Conclusion A supervisor’s everyday jobs are tremendously vital for all to be familiar with, comprehend, and value when executing in an affirmative method. Communication is a key to being a successful supervisor. An employee who pretends to hear what was being said will find that actively listening and retaining what is being communicated.