However, owing to the volume of operations at National, the company should incorporate the provision for cross-training in its training and development policy in order to inculcate multi-skilling (Armstrong, 2002).At the organisational level, the group dynamics of employees should be assessed to identify behavioural trends that deviate from the company policies. Organisational level TNA being a holistic tool to evaluate the overall efficiency of the company, the customer feedback form should be heavily relied upon and the data must be utilised to locate the areas of weakness. National should also employ cross-functional teams (or problem-solving groups) owing to the fact that “they are valuable sources of information on where training needs may be occurring” (Wilson, 1999). Moreover, employees’ inclination towards smoking and alcohols should be assessed and restricted to an extent that no one should consume liquor when on duty and people may only smoke during stipulated breaks.Absenteeism is one of the problem areas that most of the organisations attempt to eliminate in order to optimise their operational efficiency and well as profitability. However, studies have revealed that “employee absenteeism is strongly related to employee satisfaction & motivation and especially the cooperation and compensation parts of employee satisfaction” (Jonker & Eskildsen, 2009). Hence, National must ensure that its employees are sufficiently motivated, in order to reduce the phenomenon of absenteeism. While training and development will be helpful in building competence among employees, financial compensation will add further fillip to their morale as well as commitment.It has been observed that “when an employee is recognised as an equal contributor to a business’s growth – generated through clear objectives, communication, appraisal, and personal development – the impact will often largely reduce absenteeism and lateness” (Belanger, 2009). Being primarily a service provider, the most important assets of National – apart from its cars – are its employees. Hence, the company should make serious attempts to enhance the personal development of its employees through processes such as individual competency analysis and individual development planning (Holbeche, 2009). Personal development also augments employee motivation and in turn enhances their job satisfaction as well as performance.The nature of National’s business necessitates its
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