Getting Your Employees on Board: Automotive Brand
The proper employee training and the work related development can happen when the organization can to focus to the perfect way. Several understanding and acknowledgement can able to access with the better prospect that caters a perfect market related orientation. With the better suggestion of employee training and their different work criteria the purposes will match with the future scope. Meeting with the different objectives of the organization and organizing the planning along with the implementation basis can structure the entire prospect in a suitable way. The vision and mission of the organization need to process in a suitable manner and it create the foundation for the further implementation structure and the organization deal with the customers in a perfect manner. In this assignment the main focus will be the training and growth purposes so that the entire purposes of the organization can able to continue in a suitable manner. Furthermore, the focus will be in the different planning, organized status and the better communication purposes with the employees so that they can develop their proper acknowledgement about the long term work structure.
Background of the issues
As per the tenets of the case study, it has been found that, over the last few years, the sales and marketing activities of the major automotive brand of Ireland has managed to witness their new vehicle sales. The growth of revenue has also been persistent and employee growth has also increased. Thus, in order to support this growth, the automotive brand has managed to recognize the critical needs for better equipment and preparation of the employees to be effective and efficient (Noe et al. 2014).
However, it has been found that, there have been certain challenges that are being faced by the automotive brand and is affecting their business procedures. Thus, in the context of the case study, the predominant challenges that have been effectively identified are as follows:
- Challenges in bringing new employees to attain speed on job related skills and knowledge
- Employees facing challenges in learning the specific skills
- Need for performance support needed to assist employees in individual roles
- Lack in the understanding of the automotive environment
Furthermore, it is important to note that, these issues acts as a manifestation of the lack of learning, coaching and development processes that were supposed to be conducted within the premises of the company. On the other hand, it is also important to note that, in order to mitigate these issues, it is important to adopt a proper personal development plan as well as an action plan, in order to locate the primary facets of the issue and mitigate them with perfection (Burkeand Noumair, 2015).
Identification of employee needs
It is to be noted that, the key problems that are being faced by the employees of the organisation are namely taking place due to the presence of lack of coaching and learning skills, which needs to be effectively developed within them (Du et al. 2015).
Thus, before proceeding with the analysis of the issues, it is important to identify and understand the predominant employee needs, in the context of the tenets of the case study. However, it is to be noted that, there are certain parameters based on which, employee development can be understood and with the help of the seven stages of psychological development of employee needs, it will be convenient to locate their needs (Goetschand Davis, 2014). They are as follows:
|Levels of development||Employee needs and requirements|
|Making a difference|
|Internal cohesion |
After this proposition it can be effectively said that, with the help of these seven stages of psychological development of employee needs, it can be said that, it is essential and equally significant to propagate the effectiveness of their needs, as they are considered the backbone of a company or an organisation (Brammer et al. 2015). As per the tenets of the case study, it can be effectively stated that, there are certain parameters, based on which, these needs of the employees are extensively identified. They are as follows:
- Designing an effective performance review for the determination of employee position at the company. It includes the skills and abilities that are required for performing the job responsibility.
- Implementation of training regimen for each employees in order to resolve their queries regarding their assigned roles and responsibilities
- Formulation of open door policy in order to discuss employee needs.
Therefore, it can be propagated that, with the propagation and projection of the employee needs and requirements, it will be easy to determine the key areas of rectification required for the automotive brand (Goetschand Davis, 2014).
On the other hand, it is also important to note that, since the employees of the automotive brand is facing issues in their learning process and skill development. Thus, it is evident from the assessment that the training process is equally important and needs to be taken into account. Therefore, the predominant steps that need to be assessed in order to provide effective training to the employees are as follows:
Identification of goals: it is important to conduct brainstorming sessions on the specific goals that need to be formulated by the employees in order to meet up with the expectations of the goals and principles that have been projected by the automotive company. With the proper identification of goals, it will help in the dictating the approach that needs to be present among employees as they perform their job roles and responsibilities (Tracey et al. 2015).
Acquirement of training resources: the predominant training resources those are required for the propagation of the employee processes and procedures needs to be acquired through the training resources. In the context of this case study, it can be said that, the predominant training resources that are required for the employees of the automotive company are namely system integration and effective learning about the automotive environment and business scenario at present. Thus, in order to achieve these facets, it is important to conduct weekly trainings on the current business condition of automotive environment and the key issues that might affect the business activities of the company (Ford, 2014).
Creating schedules: with the creation of proper schedules, it will be easy and convenient to regulate the tasks that are to be adopted for the welfare of the company.
Effective communication: the trainer as well as the senior manager needs to formulate proper communication with the employees so that they can understand the key challenges that are being faced by them. On the other hand, it is also important to look after the definite processes and procedures that need to be taken into account while communicating with the employees (Anithaand Begum, 2016).
Tracking of progress: The training process, which is being conducted for the employees, needs to have a track regarding the progress of the training program. Furthermore, with the implementation of progress report, the extent to which the training has been successful will be easier to assess and analyse (Fraser, 2014).
Encouraging feedback: after the completion of the training, it is important for the employees to provide feedback regarding their experience about the training program, which was conducted for them (Ford, 2014).
Employee learning and development
In accordance with the case study, it can be said that, after the assessment of the action plan, it can be effectively stated that, the employees need to follow the key mitigating issues that are being formulated in the action plan in order to evaluate proper evaluation of the processes and procedures (Fleisheand Bensoussan, 2015). Therefore, the predominant facets those are associated with employee learning and development lies in the fact that, with the proper formulation of training sessions and conferences, it will be easier to conduct the awareness among the employees. Thus, the parameters based on which employee learning and development can be improved are as follows:
- Effective ignition of the passion of the managers in order to coach their employees
- Dealing with the learning and development needs of the employees
- Teaching the employees the features of career development
- Flexibility in attaining learning options
- Organisational leadership and trust (Lejeune et al. 2016).
Analysing Employee needs
As per the tenets of the case study, it has been found that, the major challenge that is being faced by the employees of the automotive company is the lack of motivational activities and skills. On the other hand, it is also important to note that,
Apart from this, it is also important to note that, it is also important to locate the hierarchy of needs of employees in a definite company or organisation. On the other hand, it is also important to note that, the hierarchy of employee needs acts as an epitome of the processes and procedures that needs to be taken into effective consideration. Thus, the parameters based on which, the hierarchy of employee needs can be established and understood is with the help of the assessment of the Hierarchy of needs theory propagated by Maslow. On the other hand, two other theories, with the help of which the analysis of the employee needs and necessities can be addressed are namely the Expectancy Theory and Equity Theory.
Maslow’s Hierarchy of needs: this theory is one of the most effective theories, which helps in the effective demonstration of the motivational facets that are required for the employees so that they can work more efficiently. There are 5 definite needs of an employee towards their workplace, which are depicted as follows:
- Social needs: it refers to the need for love, affection and social acceptance such as cooperation and friendship towards the assigned job responsibilities.
- Self-esteem: positive self respect and self image are the basic tenets of this part of the theory. It also implies the mitigation of the recognition issues, which includes nice work spaces along with prestigious job responsibilities (Anderson, 2014).
- Psychological needs: the predominant psychological needs of the employees are namely the basic aspects that are associated with stable employment and salary (Lee and Hanna, 2015).
- Self-actualisation needs: workplace autonomy, challenging work and achievement of the desired goals are the major characteristics of self actualisation in the theory.
- Safety needs: with the projection of a proper emotional and physical environment, it becomes easier for the employees to attain convenience within their workplace premises (Niemelaand Kim, 2014).
Vroom’s Expectancy Theory: as per the tenets of this theory, it states the fact that, the facet of expectancy refers to the belief that are essentially performed by employees in order to receive a valued outcome. On the other hand, it is also important to note that, the degree to which the first level is achieved naturally shows the extent to which the second degree can be effectively achieved. Therefore, the definite parameters of the theory are as follows:
Expectancy: it refers to the fact that, if the employees of the automotive company give their best efforts, it will ultimately result in the betterment of performance and will lead to instrumentality or achievement of reward (Parijat and Bagga, 2014).
Instrumentality: the facet of instrumentality refers to the clear understanding of the predominant interrelationship between outcomes and performances. On the other hand, it is also important to note that, transparency of workplace scenario among employees is another major feature of instrumentality (Lazaroiu, 2015).
Valence: it refers to the significance of the individuals that is placed upon the expected outcome. In order to attain positive valence, it is important for the employees to attain the preferred outcomes that are relative of their job roles and responsibilities (Miner, 2015).
Adam’s Equity Theory: the theory refers to the striving factors that are required to adopt motivational aspects, processes and procedures that need to be taken into consideration (Olafsen et al. 2015). On the other hand, it also measures the level of improvement that is essentially acquired by the employees. Thus, the in the context of the case study, the predominant inputs and outputs that are derived out from the hard work of employees by applying the theory are as follows:
- Commitment towards work roles and responsibilities
- Ability and flexibility
- Responsibility towards assigned roles at workplace
- Job security
- Stimulus (Bratton and Gold, 2017)
Therefore, after this extensive assessment, it can be effectively propagated that, the predominant issues that are being faced by the employees of the automotive brand are effectively addressed by these theories (Osabiya, 2015). Thus, after this proposition, it can be said that, with the formulation of effective motivation to the employees, the challenges that are being faced by them will be mitigated with the identification of the issues (Sánchez, 2015).
Managing and appraising performance
The facet of managing and appraising performance refers to the ongoing process of employee evaluation, which is directly interrelated with their job performance. On the other hand, it is also important to note that, the managerial authority is responsible to provide effective performance appraisal to their employees in order to locate and denote the primary requirements of the employees. It is thus the responsibility of the organization that they can offer better platform to the employees so that they can able to understand the market efficiency and create the better position for the organization (DeNisiand Smith, 2014).
Overcoming the issues
Therefore, after the detailed assessment of the issues and challenges that are being faced by the automotive company, it has been found that, in order to conduct and effective prepare the action plan, there are certain goals, which have been identified in order to resolve the challenges that are being faced by them (Moneand London, 2014). On the other hand, it is also important to note that, with the implementation of the resolutions, it will be easier and convenient to understand the supposed processes and procedures that need to be undertaken in order to mitigate the challenges. Thus, after proper analysis of the case study, the predominant factors that are derived out in order to mitigate the challenges that are being faced by the employees are as follows:
- Creating a provision for wide range of learning, training and coaching solutions for employees
- Reflection of the company brand and quality in learning and performance support
- Addressing the gaps between the organisational vision for learning the predominant reality of the current condition of corporate training
- Supporting employees so that they can work more effectively and perform their job roles in an effective manner
- Proper documentation of systems in an easily accessible format
Therefore, it can be propagated that, in order to mitigate the issues, these solutions have been put into existence; with the implementation of the action plan, it will be easier to understand the processes and procedures that needs to be undertaken by the employees in order to improve their performance (Bammens et al. 2015).
Action plan addressing the issues
As per the tenets of the case study, it has been found that, the predominant issues that are being faced by the employees in the automotive company can be mitigated with the implementation of the action plan. On the other hand, it is also important to note that, an action plan also helps in the propagation of the objectives that needs to be taken into account while improving the learning and development performance of the employees. Thus, the propagation of the action plan as per the mitigating prospects is as follows:
|SMART goal ||Task ||Success criteria ||Time frame||Resources |
Supporting employees in effective performance of their job roles
|Providing support to the employees who are unable to get support at their workplace ||The employees will be able to effectively perform their job roles ||Monthly tracking of progress ||Effective training, brainstorming sessions on business discussions |
Reflection of the company brand and quality in learning and performance support
|Proper guidance to the employees in achieving their work roles ||Proper recognition of the facets those are associative of the workplace scenarios.||2 months ||Market research, current market scenario, key competencies of the company |
Addressing the gaps between the organisational vision for learning the predominant reality of the current condition of corporate training
|Creating awareness among employees regarding the mission, vision and objectives of the automotive company||Once the gaps are addressed, it will be easier to understand the basic criteria of workplace processes ||3-4 months ||Previous business condition of the company, along with financial statistics.|
Proper documentation of systems in an easily accessible format
|Integration of systems and introduction to the systematic approach of work to the employees ||Effective documentation and proper assessment of the information that is being received by the company ||2-3 months ||Effective training, brainstorming sessions on business discussions|
Creating a provision for wide range of learning, training and coaching solutions for employees
|Daily training process and conferences to introduce the key competencies required||The employees will be able to attain effective information on training, learning and coaching solutions ||1-2 months ||Effective training, brainstorming sessions on business discussions|
Therefore, it can be propagated by stating the fact that, the action plan that has been extensively prepared for the sole purpose of understanding the importance of employee needs, it is important to locate the predominant scenario that has been projected in the case study. It has been found that, the company faced challenges in bringing new employees to attain speed on skills that are associated with their job and knowledge (Cramer, 2017). Thus, in order to mitigate this issue, the company can adopt the process of supporting employees, which will equally help the employees to understand their job roles and responsibilities. On the other hand, it has also been found that, the employees are facing challenges in adopting specific skills, which can be mitigated with the provision of extensive training that will ultimately denote the extent to which the procedure has been successful (Takahashi et al. 2014).
Analysis of the personal development plan
After the assessment of the personal development plan, it can be said that, the personal development plan is designed to look after the requirements and necessities that are essential for the propagation of proper business functions. The strategic planning and their evaluative form generate the best approaches for the training and development structure so that both the internal and external development can able to continue. On the other hand, it can also be said that, with the projection of the personal development plan, it is easy and convenient to denote and effectively demonstrate the learning and development capabilities of employees. However, the predominant significant aspects of personal development plan are as follows:
- Attainment of more self confidence in the process of decision making
- Efficiency in competing with peers for jobs
- Improvement in the decision making skills
- Clarity regarding the job roles and responsibilities (Weber et al. 2017)
The proper engagement of the better action plan and their further decision making prospect help to assist the entire criteria that develop the projected implication in a particular manner. The developed criteria along with the focused implication cater the effective basis that generates the perfect base for the long term work implication. The different processed application and the action related plan need to cater to the employees so that they can able to serve to the organization in a particular way. The organization from their side can apply better processed culture that can cater the employees with the appraisal as per their work and create the perfect basis for the systematic evaluation. The organization while focusing to the employees’ performance can generate more productivity and profitability with time.
Figure: Maslow’s Hierarchy of Needs
(Source: self developed)
Figure: Vroom’s Expectancy Theory
(Source: self developed)
Figure: Adam’s Equity Theory
(Source: Self developed)
(List/Prioritise your main work objectives for the coming year with reference to your area of responsibility in the Team plan). Objectives should be S.M.A.R.T i.e. Specific, Measurable, Achievable, Realistic and Timebound.
(i.e. tasks to be carried out to achieve your objective)
(i.e. outcome/output to be achieved/produced including details of quantity, standard/ specification and timeframe for completion where possible.)
Specific purposes to handle the work based criteria
|Planning and focused implication ||Accessed structure create the best version for the development and their market assistance |
Manage and take better action for the measurement structure
|Cater the achieved statement ||Generate the better knowledge purposes |
Focus to the achievable status and their market implications
|Strategic evaluation ||Usability management and their further projection |
Create the realistic approaches for the different statement and their future implications
|Required facts and their future assessment ||Take care of the productivity approaches and getting best focused results |
|Offer the best processing and the formative implications ||Create both the effective internal and external environment ||Increased productivity and skilled employees |
Figure: Personal Development Plan
(Source: self developed)