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Getting Your Employees on Board: Automotive Brand

Cast Study: Getting your employees on board

The Situation

Over the last several years, the sales and marketing organization of a major automotive brand has seen their new vehicle sales volume and parts and accessories revenue grow significantly with exciting new vehicles being introduced - all while their employee population has increased only slightly. To support this growth, they recognized the critical need to better equip and prepare their employees to be efficient and effective, and to onboard new employees faster.

The Challenge

The company’s learning academy is charged with providing a wide range of learning, coaching, and training solutions for dealership employees as well as brand training for its own corporate employees. The academy’s vision is to reflect the company brand and quality in each learning and performance support offering.

Approximately three years ago, the academy launched an initiative to address gaps between the organization’s vision for learning and the reality of the current state of corporate training. They recognized that the company faced major challenges in bringing new employees up to speed on job-related skills and knowledge. Although Human Resources handled standard onboarding to the company, employees were challenged in learning the specific skills needed to be successful in their job assignments. While some departments and regions had developed their own job-related training solutions and resources, there were few standardized resources and tools.

Both new and current employees noted that performance support was needed to assist them in becoming skilled in individual roles. The learning curve was perceived as being too steep, and learners complained that it took too much time for an individual to get up to speed. Employees also asked for support to work more effectively and smarter rather than harder. Information on processes, systems, resources, etc. was either not available, not well documented, or not in an easily

accessible format for every employee in the organization. Also, many employees working in the corporate office and making decisions on programs or policies impacting their dealers lacked a full understanding of the retail automotive environment and what goes on in a dealership.


Answer

Introduction 

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
Transformation 
  • Satisfying the need o autonomy, independence   and freedom
  • Effective improvement and development of the   assigned roles and responsibilities 

Self esteem
  • Satisfaction of emotional need that needs to   be recognized by others
  • Understanding and evaluation of self skills,   talents and qualities

Survival 
  • Psychological needs for security
  • Staying alive and leading a healthy life 

Making a difference
  • Effective satisfaction of the needs in order   to actualize the purpose
  • Influencing and impacting the work scenario   and work surroundings 

Relationship
  • Satisfying emotional need for belonging
  • Protection and connection with the self as   well as with the fellow colleagues

Internal cohesion 
  • Satisfying the need of authenticity towards   work
  • Finding meaning and purpose in life 

Service 
  • Effective service tenure worth remembering 
  • Satisfying enough to leave a legacy and become   an instance of hard work and dedication 


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:

Input:

  • Effort
  • Loyalty
  • Commitment towards work roles and responsibilities 
  • Ability and flexibility
  • Enthusiasm 

Output:

  • Responsibility towards assigned roles at workplace
  • Appraisal
  • 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 
Specific:
 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 
Measurable:
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 
Achievable: 
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.
Realistic:
 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
Time: 
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)

Conclusion 

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. 

Appendices 

Appendix 1


Figure: Maslow’s Hierarchy of Needs

(Source: self developed)

Appendix 2

Figure: Vroom’s Expectancy Theory 

(Source: self developed)

Appendix 3

Figure: Adam’s Equity Theory 

(Source: Self developed)

Appendix 4


KEY OBJECTIVES
(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.
Actions
(i.e. tasks to be carried out to   achieve your objective)
Timelines/Target
(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)

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