Refining Solutions Paper

Training and Development is imperative to the organization’s progress. Training helps addressing employee weaknesses and builds a reliable and skilled workforce. This will improve the employees’ performance and boost their self confidence, and innovation. By acquiring the needed knowledge and skills, employees can perform more efficiently and increase the overall productivity of the organization.

carefully planned out and considered, the total closure or failure of the organization could be at hand in the near future. In our modern age, employers know that salary is not the only factor that should be considered and that salary alone will not lead to better or more highly profitable workers alone. This is why compensation planning is important and why pay should have some connection between performance and compensation. This is why the human resources department should consider many monetary and non-monetary factors when considering how to properly compensate and motivate employees (Dessler, 2013).

With every job, comes a task or responsibility to accomplish. Every employee has a particular duty to fulfill on a day-to-day basis – it’s what he/she constantly thinks about during the workday. What about the operations of a business that most employees do not think about all time? How does the company run efficiently? How is a worker’s worth determined based on compensation? What criteria did management utilize to choose the employees that work for them? In order to effectively answer these questions, that is where people like Dr. Kathy Hanisch come into play.

Employees are asked to work long hours and take on more duties, yet pay continues to decrease. Many employees opt to replace established employees with new workers, in an effort to save money, and this is only one way in which a person may be penalized for doing nothing wrong.

The challenges of an organization can influence the performance of an organization from a satisfaction with pay (Gomez-Mejia, Balkin, & Cardy, 2016, p. 296). The employee salary within an organization is a huge cause for turnover of employees (p. 296). First, the topic of employee salary is of great importance for the current and potential workforce (Lee & Lin, 2014, p. 1577). In addition, employees that have the perception on receiving lower compensation that others within their market will lack in performance and have a desire to leave the organization (p. 1577). In retrospect, the regular evaluation of compensation within the organization is vital to the reduction of employee turnover (p. 1577).

1. Cross training will allow more employees to be able to do the same job and reduce the amount of boredom and accidents.

The first lesson we learnt was the importance of treating employees fairly, especially in terms of wages. Employees who are content and treated fairly are productive and will evidently drive the bottom line of the company. Their productivity will be high, knowing their wage is reflective of their work and they feel valued in the company. Not only did employees experience pay dissatisfaction if they perceived their pay as unfair, they were also less motivated to achieve the organization’s goals. (HRM 212) In Quarter 6, we increased the wages for Level 3,4, and 5 workers. However, we received feedback that notified us that our Level 1 workers

In this paper, I am going to talk about hourly and salaried employees. As we all know, a company or business cannot run without both of these employees especially if it is a large organization. Working together these employees make a company successful. In a business it is important to employ the right candidates to fill these positions. Some require a higher educational background while other positions do not. It depends on the needs of the person applying with or without a degree. Some places offer promotions in lieu of education, but do not pay very well. Speaking for myself, when moving from a hourly to salary position, they offer a ten percent increase only if you make less than what they are offering. Sometimes, it does not benefit to take a salary position.

* Refining solutions is the final step used in creative problem solving. During the refinement process, the creative thinker is required to work out the details that surround the issue, by checking for imperfections, and comparing the solution against other possible solutions (Ruggiero, 2009). When the thinker arrives at a solution, and has worked through the solution’s imperfections the creative thinker should consider what changes the solution will cause and how the solution affects other people. In week three of the creative minds and critical thinking class, given through University of Phoenix, I completed an assignment that addressed solving a

Training was also seen to enhance job motivation under certain conditions: there was a practical use to the training and this had been clearly depicted to them (Heyes, Stuart). Alternatives to T&D are to poach employees from other rivals, or acquire employees through the expensive recruitment and selection process who has the requisite skills required- premium must be paid. The former is a large barrier to the T&D initiative as the benefits accrue to the company and the employee. The rival can potentially poach your trained employees.

Great, discussion thread this week. I agree, with your statement about becoming indispensable to you employer. Cross-training is important especially in a small or moderate size offices. The willingness to take on new job duties and assist where ever you are needed is rare. I can not tell you how many time I heard people say "that's not in my job description." The employer notices a person who can multitask and is willing to work outside his or her normal job. Cross training also increases productivity in the office. A person, who is cross-trained shows flexibility in their career.

Through the need of a change within the management of the Australian Human Resource institute this report has outlined efficient ways in improving the success rate of the Australian manufacturing sectors. However, in discovering the right way to dealt the management different theories have been looked upon. The classical 1909 theory was proposed by Frederick Winslow Taylor, which explained that improving management is based on the efficiency and productivity of the employees. This is deemed in Taylor believing that all workers were motivated by the external reward. That being money, so he promoted the idea of "a fair day 's pay for a fair day 's work. In context meaning, “if a worker didn 't achieve enough in a day, he

Similarly, Longenecker and Fink (2005) assert that the benefits derived from training are manifold, and these include; exposure to new and better practices and ideas for application, leads to reflection, self-appraisal and retrospection, motivates employees to improve performance, encourages career development planning, helps identify specific performance problems and challenges an employee to think differently, to name a few. Other benefits are a more flexible workforce, improved performance of existing employees, decreased supervision, higher skill levels and reduced learning time, thus reducing learning costs, improved organisation morale, and to ensure for succession (Molander 1989).

As part of operational workforce efficiency, XYZ Construction Inc. will provide additional skill sets training to its workforce. This can be in the form of cross-functional training where employees will get to learn other additional skill sets than the core requirements. Such arrangement will ensure higher level of efficiency among its workforce, while increasing company's capability to better meet project delivery timeline.

Training and development provide employees the skills and knowledge to keep up with the company’s changes and growth. It can also help to develop and improve the corporate culture, its efficiency and its effectiveness; and helps in creating the learning culture within the company.