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Growing Your Staff Essay Example

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Growing Your Staff

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They need to understand the different perspectives and standpoints of various issues affecting the organization and also to acquire skills to appreciate diversity in terms of gender, racial, religious and cultural backgrounds. Customer service skills are also necessary to enable the employees to understand and satisfy customer needs for the company to cope with the high level of competition in the market (Schrader & Lawless, 2004).The growth of Home Depot is attributed to high ethical and moral standards, which are entrenched in the organization’s corporate culture. It is important that the new personnel be trained on ethical and moral issues to help them act in line with the societal expectations with regards to corporate social responsibility and to enhance workplace relations for great productivity. Training on human relations will help the employees to cope with the inevitable workplace stress that may result from misunderstanding and disagreements (Sangvai et al. Moreover, they will be empowered to accomplish a work-life balance that is necessary for employee satisfaction.This performance improvement plan is significant to the success of the organization since it gives the management an opportunity to initiate career development among employees through sponsoring them for short courses that empower them to adapt to the new changes. Moreover, the plan allows further reinforcement if employees are unable to cope with the changes through the initial support offered. It presents a significant benefit to the organization over some standard performance improvement plans that involve reprimanding employees who are slow learners. A second chance helps in maintaining experienced employees hence the avoidance of repeated recruitment process that might be costly to the organization (Schrader & Lawless, (2004).The plan also allows open communication between the management and the employees, which allows them to address the drawbacks that might hinder successful accomplishment of the desired change. Employees are allowed to suggest the support they need from the management. Many standard performance improvement plans involve the management imposing changes and incentives that may not be accepted by employees, thereby acting as barriers to change (Viswesvaran & Ones, 2000).This performance improvement plan should be applied to employees in groups of 50 employees per retail store. It will be applied

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References

Castka, P. Bamber, C. J. Sharp, J. M. (2004), “Benchmarking Intangible Assets: Enhancing

Teamwork Performance using self-assessment” Benchmarking: An International Journal, Vol. 11(6) pp 571-583

Sangvai, D. Lyn, M. & Michener, L. (2008), “Teamwok: Defining High-Performance Teams and

Physician Leadership”. The Physician Executive, pp 44-51

Sanwong, K. (2008), “The Development of a 360-Degree Performance Appraisal System: A

University Case Study”. International Journal of Management, Vol. 25(1) pp. 16-22

Schrader, P. G., & Lawless, K. A. (2004), “The Knowledge, Attitudes and Behaviors Approach:

How to Evaluate Performance and Learning in Complex Environments”, Performance Improvement, 43(9), 8-15.

Shields, J. (2007), Managing Employee Performance and Reward: Concepts, Practices,

Strategies, Cambridge University Press.

Viswesvaran, C., & Ones, D. S. (2000), “Perspectives on models of Job Performance”,

International Journal of Selection and Assessment, 8(4), 216-226.

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