This week, you will design a basic training and development intervention for individuals that includes at least two different intervention methods. An intervention is a specific action or series of actions taken to address a specific problem that you have identified.
Planning and Execution:
What needs emerged from your data gathering and analysis that connect to individuals in the organization (rather than teams or the organization as a whole unit. You will also be looking at leader development issues later in the project, so focus on other individual concerns where possible this week.).
What evidence can you provide to support your conclusions?
Are there any pieces of evidence that might contradict your conclusion?
Are there specific individuals with performance issues that need addressed?
What evidence can you provide to support your conclusions?
Are there any pieces of evidence that might contradict your conclusion?
Are there factors or issues related to several individuals, categories of individuals, or individuals in general that need addressed?
What evidence can you provide to support your conclusions?
Are there any pieces of evidence that might contradict your conclusion?
What are the specific action steps (intervention plan) that are needed to address the concerns?
Who needs to be involved in the plan for it to be a success?
What is the time frame for implementing your plan?
Deliverable:
Prepare a one to two page (500 to 1000 words, singlespaced) individual that addresses the following issues.that addresses the following issues.
What is the organization you are working with (to remind your readers)?
What are the needs you should address?
What are the intervention methods (e.g., roleplaying, etc.) that you will use?
Who will need to participate (at any level) in the training and development initiative?
When will the initiative take place?
What is the basic schedule for rolling out your initiative?
Remember, your focus for this week’s development initiative (interventions) should be on the individuals in the organization. Next week, you will apply interventions for your team or the teams in your organization. The following week, you will apply interventions for leader development and succession.
memo1- for reference
To: CEO
CC: Staff Members
From: Data Analysis
Date: 08/29/2019
Subject: Organizational Development
Alibaba Company is one of the online merchandise companies in the world that offers its services through the use of modern technology to meet its customers. The company has been boosted with the advances made in the world in terms of technology. As a result, it’s always updated on the most current technology that would ensure there is effective communication, sharing of data and satisfaction of the needs of the consumers in the market.
The success of this organization is driven by various factors. One such factor is the ability of the organization to offer opportunities for the development of the employees. It works under a system in which the employees have the freedom to develop their career whenever an opportunity arises (Yahaya & Ebrahim, 2016). Besides that, the management team also encourages delegation of duties which makes it easier for the employees to sharpen their skills and always turn up when called into action. Therefore, these practices have often made it easier for the employees of this organization to advance their careers both internally and externally whenever opportunities are found.
The development of the employees is evidence among any individual that associates himself with this company. This is seen through the way the employees execute their duties, satisfaction with their work and the flexibility exhibited in execution of the assigned duties. Besides that, through promotions and raise in ranks that are seen at the company it’s clear that this company supports and develops her employees.
However, there various reasons that make this company develop her employees. These are such as highlighted below:
a) To discover hidden potentials among the employees
b) It usually builds commitment and engagement between employees and the employer
c) This supports succession planning and makes it easier when changing leadership
d) Helps to develop new skills for the future
e) This also attracts new skills and talent for the company
Therefore, the empowerment of the employees comes with various benefits for the company. However, the challenge sets in with whom within the organization has to support the development policy. In this case, I think the human resources manager must ensure that employees are empowered and given opportunities to develop (Nikpour, 2017).
Implementation of a more robust development philosophy and practices within the organization is likely to come with numerous benefits to the employees. This is because of the impact that empowering and developing of employees will have on them. Therefore, some of these benefits are such as listed below:
a) Increased job satisfaction
b) Increased morale to execute assigned duties
c) Increased efficiency
d) Increased motivation among the employees
e) Increased loyalty and overall performance of the employees
Finally, the development of these employees requires a plan, a plan that ensures that the needs of these employees are identified, their weak areas identified, and then effective professional development needs of these employees are taken care of by the use of an effective organizational development plan (Dhar, 2015). Therefore, the following issues have to be considered when taking care of the professional needs of the employees.
a) Create and identify personal development of the employees. This is initiated by consideration of the emotional balance, intellectual growth, and physical health of the employees.
b) Initiate development of the soft skills that have been de-emphasized among corporates
c) Conducting of a cross-departmental training to all employees
d) Initiation of coaching and mentoring of the employees
e) Finally, conduct professional training for the employees and remove any obstacle that might be hindering their progress.
References
Dhar, R. L. (2015). Service quality and the training of employees: The mediating role of organizational commitment. Tourism Management, 46, 419-430.
Nikpour, A. (2017). The impact of organizational culture on organizational performance: The mediating role of employee’s organizational commitment. International Journal of Organizational Leadership, 6, 65-72.
Yahaya, R., & Ebrahim, F. (2016). Leadership styles and organizational commitment: literature review. Journal of Management Development, 35(2), 190-216.
