An employee who is an effective communicator knows how to handle his/her peers and his/her superiors. Coaching by peers or managers enables an employee to build a specific skill or even change a pattern of behavior. It does also help an employee to adapt to a new process or practice. Coaching improves an employee's working relationship or performance and productivity. It can make them overcome problems that come their way. Coaching can enhance performance of an employee especially when they are coached to perform better. This helps in enhancement of organizational effectiveness (Noe, 2005).
Coaches have to motivate employees, help them develop their skills, and provide reinforcement and feedback. The reason behind managers' reluctance to coach their employees is that the employees may not be so open to them. Some employees may find it difficult honestly answering questions that relate to their career aspirations, and job satisfaction. Some managers fear…...

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References

Noe, R.A. (2006). Employee training and development (4th ed.). New York: McGraw-Hill/Irwin.

Noe, R.A. (2005). Employee training and development (3rd ed.). New York: McGraw-

Hill/Irwin.

Dutkowsky, S. (2012). Trends in Training and Development - the New Economy, Training in

Employee development is crucial for the success of a company or institution. Employee development provides for a work environment of educated, informed and like-minded individuals, all working to serve the greater purpose of the company for which they are employed. Employee development is a vital aspect in the success of any business, be it big or small, and it is more of an intellectual investment than a monetary one. With the implementation of an employee development program within a company, owners and investors will see that the benefits of employing such a program far outweigh the costs of implementation, providing for a more focused, driven and goal-oriented staff which serves its employer to the best of its ability.
Introduction

The University of Minnesota (2010) defines employee development as a "joint, on-going effort on the part of an employee and the organization for which he or she works to upgrade the employee's knowledge,…...

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References

Athey, R. (2008). Do you know where your talent is? Connecting people to what matters.

Journal of Business Strategy. 29, 4, 4-14.

Heslin, A., Latham, P. And Vandewalle, P. (2006) Keen to help? Managers' implicit person theories and their subsequent employee coaching. Personnel Psychology. 59, 871-902.

University of Minnesota. (2010). Human resources: employee development. Accessed from:   on 31 May 2011.http://www1.umn.edu/ohr/toolkit/development/index.html 

Employee Development
In a recent trade magazine an article appeared that states "the training and development world remains largely stuck in dated thinking practices and programs that are increasingly ineffective and often irrelevant" (Bell, Majer, 2011, p. 62). According to the article work in America is no longer just focused on manufacturing goods, with the new global economy, work is also about "coordinating with others both inside and outside of a business to mobilize resources that enable the effective and efficient production of customer satisfaction" (p. 62). If that is true then employee development, which is already gathering steam in today's corporate world becomes more important not only to the major corporations, but to small and medium-sized enterprises as well.

Many managers have finally come to the realization that helping their employees develop additional skills and leadership traits not only benefits the employee, but benefits the employee's co-workers and the company as…...

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References

Cardon, M.S. & Stevens, C.E.; (2004) Managing human resources in small organizations: What do we know? Human Resource Management Review, Vol. 14, Issue 3, pp. 295-323

Majer, C. & Bell, C.; (2011) The silent killers of productivity and profit, T&D, Vol. 65, Issue 2, pp. 62-67

Mayson, S. & Barrett (2006) The science and practice of HRM in 298 Journal of Small Business Management small firms, Human Resource Management Review, Vol. 16, Issue 4, pp. 447 -- 455

Johnson, S. (2002) Lifelong learning and SME's: Issues for research and policy, Journal of Small Business and Enterprise Development, Vol. 9, Issue 3, pp. 285-295

Another example of a company thinking in advance of a possible skills gap is Southwest Airlines. This offers internships to elected students who are provided on-the-job training. Thus, if the company finds itself at a loss in terms of skills, it can anytime resort to the fresh new trainees (http://www.southwest.com/careers/interns/intern.html).

5. Employee Relations Program

An employee relation program should be made up of several major components like: rules that must be obeyed at the workplace (no smoking, attention paid to vocabulary, no discrimination), recognition (e.g. Southwest Airlines designates an employee as Star of the Month for best luggage handling or for the lowest number of complaints (http://www.southwest.com/careers/stars/stars.html),the procedure for solving potential conflicts, an assistance program providing advice on both professional and personal matters, work-life balance (implying holidays, maternity and paternity leaves), a participative management style which makes each employee feel he/she is part of a team (http://www.cipd.co.uk/subjects/wrkgtime/wrktmewrklfbal/worklifeba.htm?IsSrchRes=1).

In order to evaluate the effectiveness…...

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Bibliography

L'Allier J.J., Fuhs, C. (2002). Training your teams in downsized environments. On the Internet at   June 26, 2007.http://clomedia.com/content/templates/clo_article.asp?articleid=13&zoneid=67.Retrieved 

Thomas R.J., Cheese P., Benton J.M (2003). Human Capital Development. On the Internet at: www.accenture.com/Global/Research_and_Insights/Institute_For_High_Performance_Business/By_Publication_Type/Research_Notes/HumanCapitalDevelopment.htm. RetrievedJune 26.

Wright, P.M., Snell, S.A. (2005). Partner or guardian? HR's challenge in balancing value and values. On the Internet at June 26, 2007.http://72.14.205.104/search?q=cache:IS7j_sEtuNcJ:www.shrm.org/hrresources/articles/hrmj/partnerorguardian.pdf+Human+Resource+Challenges+low+cost+airlines+Delta&hl=ro&ct=clnk&cd=1&gl=ro.Retrieved

Career development eManual (2007). On the Internet at: www.cdm.uwaterloo.ca/step1.asp.Retrieved June 26.

The Little Tokyo Service Center (LTSC) is a human services organization based in Los Angeles, and primarily serving the Asian and Pacific Islander community. Services range from language translation to transportation. The executive director of LTSC is Bill Watanabe, whose three month sabbatical helped to refresh his leadership strategies and encourage employee development throughout the organization. This case study is about the potential benefits of a paid sabbatical for both the individual and for the benefit of the entire organization, particularly with regards to strengthening and empowering second-tier management. Questions
1. The development planning process as it is described in figure 9.1 refers to both employee responsibilities and the responsibilities of the company to its employees and stakeholders. The three core components of development planning include self-assessment, reality check, goal setting, and action planning. This case study shows that LTSC did a good job applying all of the features of development planning,…...

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References

Carraher, S.M., Crocitto, M.M. & Sullivan, S. (2014). A kaleidoscope career perspective on faculty sabbaticals. Career Development International 19(3: 295-313,

Maurer, T.J. & Chapman, E.F. (2013). Ten years of career success in relation to individual and situational variables from the employee development literature. Journal of Vocational Behavior 83(3): 450-465.https://doi.org/10.1108/CDI-04-2013-0051

 

Learning Process in an Organization
Learning processes are the steps an individual goes through while gaining skills or knowledge by experiencing something, being taught, practicing, and studying. The processes are important in my current job; I participate in various activities in my field enabling me to acquire new skills, knowledge, and experiences that I can apply in handlings various activities (French & Bell, 1973). Learning is acquired in the process of performing daily duties in the workplace, and I will execute the same activities much better in future. It is because I learned from the previous processes and I can perform the activities in a short time. The knowledge and skills acquired in the workplace can be applied in other places outside the workplace. For example, skills and knowledge I acquire from the workplace through various learning processes are applicable even at home when accomplishing other activities.

In the workplace, the management…...

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References

Burke, W. W., & Noumair, D. A. (2015). Organization Development: A Process of Learning and Changing. FT Press.

Dlouha, J., & Burandt, S. (2015). Design and Evaluation of Learning Processes in an International Sustainability-Oriented Study Program. In Search of a New Educational Quality and Assessment Method. Journal of Cleaner Production, 106, 247-258.

French, W. L., & Bell, C. H. (1973). Organization Development: Behavioral Science Interventions for Organization Improvement. Englewood Cliffs, NJ: Prentice-Hall.

Employee Individual Training at Brewton Enterprises A Schedule of Activities for Training and to Conduct The Training
Most businesses make a common mistake of assuming that ERP implementation is just one of those projects meant for the IT department. The truth is that an ERP implementation is a major change that affects the entire business organization and the key to this transition is proper preparation. Before the roll-out phase, Brewton Enterprises, Inc. must engage in several critical activities to prepare the people for the system overhaul. The following schedule of activities will help prepare for successful training and implementation of the ERP solution.
Firstly, Brewton Enterprises’ management should create internal project ownership. The new software is expected to affect nearly all functional business areas. In essence, all the employees from top leadership to management to lower level staff will be involved in the implementation process (Brady Monk & Wagner, 2011). For this reason,…...

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References

Brady, J. A., Monk, E. F., & Wagner, B. J. (2011). Concepts in enterprise resource planning. Boston: Course Technology.

Sankar, C. S., & Rau, K.-H. (2006). Implementation strategies for SAP R/3 in a multinational organization: Lessons from a real-world case study. Norwood Mass: Books24x7.com.

 

Chapter 1: Why is shared information so important in a learning organization in comparison to an efficient performance organization? Discuss how an organizations approach to sharing information may be related to other elements of organization design such as: structure, tasks, strategy, and culture.One of the most notable aspects of Chapter 1 is the ways in which it illustrates the failures of organizations like Xerox and Kodak, which struggled to learn organizationally (Daft, 2016). During their heyday, both organizations performed efficiently, but they were unable to be sufficiently responsive in terms of altering their organizational offerings to suit the needs of the new marketplace, after their core product lines became obsolete. This failure to re-strategize can be traced back to an inflexible organizational structure: Xeroxs was described as slow to adapt and almost totally paralyzed by politics (Daft, 2016, p.6). At some organizations individual departments or entities may attempt to hoard…...

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ReferencesDaft, R. L. (2016). Organizational theory & design (12th ed.). Boston, MA: Cengage Learning.Hussein, N., Mohamad, A., Noordin, F., & Ishak, N. A. (2014). Learning organization and its effect on organizational performance and organizational innovativeness: A proposed framework for Malaysian public institutions of higher education. Procedia- Social and Behavioral Sciences, 130(1), 299-304.

However, it has been a struggle to make employees view that these employee feedback programs are not just a tool for the companies to comply with has been a losing battle eports 12.
The good news of the matter is that these employee feedback programs provide duly needed positive and negative feedback which helps the management re-strategize their decision making process.

Organizational culture and employee feedback programs

The culture of the organization must at the same time reflect these employee feedback programs Gupta, Govindarajan and Malhotra 206.

Organizational culture is the personality that is exhibited by an organization through its employees. Members of the organization slowly come to sense this culture and try their best to express it in their actions in various situations. There are several effects of an organization's culture. These include influencing the technologies applied, image of the organization to the public, strategies, services and products of the company and…...

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References

Bogardus, A. Phr / Sphr Professional in Human Resources Certification Study Guide. New York: John Wiley & Sons, 2009. Print.

Earl, Joanne, Melissa Dunn Lampe, and Andrew Buksin. "What to Do with Employee Survey Results." Gallup Management Journal (2008). Print.

Gomez-Mejia, L.R., D.B. Balkin, and R.L. Cardy. Managing Human Resources. London: Pearson/Prentice Hall, 2009. Print.

Gupta, Anil K., Vijay Govindarajan, and Ayesha Malhotra. "Feedback-Seeking Behavior within Multinational Corporations." Strategic Management Journal 20.3 (1999): 205-22. Print.

Introduction
The identification, development, and retention of high-potential employees is one of the most important areas of research in industrial-organizational (I-O) psychology. Whereas the vast majority of the workforce will perform in ways that do promote organizational goals, the top performers in any organization are those that provide the firm with its competitive advantage. On the contrary, organizations that do not actively seek to identify, develop, and retain high-potential employees stand to lose a lot as top talent may seek opportunities to maximize potential elsewhere—often a competitor. Moreover, the high potential employees are those with the greatest potential to lead the firm in the future, paving the way for effective succession training and management.
Research on the identification, development, and retention of high-potential employees is burgeoning, but there are significant gaps in the literature. Filling those gaps would help organizations create and implement evidence-based practices to ensure the success of the organization,…...

Employee Privacy Torts
Issues relating to employee privacy have been at the forefront of businesses for many years. This has been fuelled by the dynamic workplace which changes constantly and also by employees and employers being more litigation-conscious. Technology has also spurred on employee privacy issues with e-mail and the internet being related to heightened concerns about vulnerability of employers to litigation. Many employers have thus exacerbated their concerns relating to employee privacy and especially monitoring of employee behavior. Employee privacy is respected in many of the large corporations. However, there still exist some breaches in employee privacy. Small business owners are at most risk as a result of their increased monitoring practices and close employer-employee interaction.

Historical background

oberson v. ochester Folding Box Company

One of the major cases that brought employee privacy to the limelight was oberson v. ochester Folding Box Company

Franklin Mills Co. decided to appeal the decision. The appellate found…...

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References

Anderson v. City of Philadelphia, 845 F. 2d 1216 (1988).

Borse v. Piece Goods Shop, 963 F.2d 611 (1991).

Burlington Industries, Inc. v. Ellerth, 524 U.S. 742 (1988).

City of Ontario v. Quon, 130 S.Ct. 2619, 560 U.S. (2010).

Employee Privacy Torts
History of Employee Privacy

Changing Trends of Employee Privacy

Impact of Innovative Technology on Employee Privacy

ole of Social Media towards Employee Privacy

Impact of Changing Community/Society on Employee Privacy

Adaptation to the new Environment pertaining to Employee Privacy

Employee Monitoring and Surveillance

Laws and Employer Policies for Text Messaging and Social Media

Electronic Communication Privacy Act

Monitoring of Employee Conversations over Telephone & Email

ecommendations for creating Effective Policies

Future Implications of Employee Privacy

As years have passed and the human race has penetrated into the epoch of twenty first century, the technological advancements have conquered almost every facet of human life, especially the workplace. The widespread platform of the internet has become the integral part of a person's life, in the same manner as businesses are employing technological advancements to perform numerous activities like internet infrastructure, maintenance of computers and so on. It means that the human race is residing in a magnificent era where the flow of…...

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References

Baker, D., Buoni, N., Fee, M. & Vitale, C. (2011). Social Networking and Its Effects on Companies and Their Employees. Retrieved from:  http://www.neumann.edu/academics/divisions/business/journal/Review2011/SocialNetworking.pdf 

Bergh, N.V.D. (2000). Emerging Trends for Eaps in the 21st Century. Haworth Press, Incorporated.

Campbell, D. (2007). The Internet 2007: Laws and Regulatory Regimes. USA: Lulu.com.

Cate, F.H. (1997). Privacy in the Information Age. USA: Brookings Institution Press.

Employee esistance
In the economy today change is inevitable in any organization in the world. This is because each and every organization strives to remain strong in the market as well as being relevant. The only way the organizations can achieve this is through evolving so as to ensure that they are at the same level with the rest of the world. Changes occur even in big organizations like Samsung electronics. Samsung electronics is among the largest phone makers in the world and change is inevitable for them. This is because there is a lot of evolution in the world of electronics and Samsung has to undergo changes within the organization that will ensure what they produce is exactly what the world wants. It is very difficult for Samsung to avoid change as it is the new ideas that promote its growth as an organization.

There are many reasons that can lead…...

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References

Anderson A., (2013). The Five Top Qualities Needed for an Effective Leader to Facilitate Change in an Organization.  http://smallbusiness.chron.com/five-top-qualities-needed-effective-leader-facilitate-change-organization-5.html 

Miranda B., (2013). What Causes Resistance to Change Within an Organization. Retrieved May 2, 2013 from  http://smallbusiness.chron.com/causes-resistance-change-organization-347.html 

Nadler & Tushman, (1995).What Changes in Organization. Retrieved May 2, 2013 from  http://highered.mcgraw-hill.com/sites/dl/free/0073404993/579428/Sample_Chapter.pdf

Employee Customer Service Training
New Employee Customer Service Training Plan

Justify the use of a needs assessment of your company's proposed employee customer service training, stressing five (5) ways in which such an assessment would expose any existing performance deficiencies.

The employees of an organization act like the 'driving force' which can either lead the organization towards success or can turn out to be the cause of its failure. A company's progress not only depends on an employee's individual performance but the way these employees communicate with the customers has its own significance. Thus, in order to run a successful organization, it is quite essential to monitor the correlation between the outcomes and the employees' input on a regular basis. To ensure employees' effectiveness, organizations usually remain concerned about training their employees.

Training means a methodical intentional process of changing behavior of organizational members in a direction which contributes to organizational effectiveness. (Hinrichs, 1976).

However,…...

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Bibliography

Eisenberger, R., Rhoades, L. & Cameron, J. (1999). Does pay for performance increase or decrease perceived self-determination and intrinsic motivation? Journal of Personality and Social Psychology, 77, 1026-1040.

Gerow, J.R. (1997). Psychology -- An Introduction. 5th Edition. New York: Longman.

Hinrichs, J.R. (1976). Personnel training. In M. Dunnette (Ed.), Handbook of industrial and organizational psychology. Skokie, IL: Rand MsNally.

Miller & Osinski (1996). Training Needs Assessment. Retrieved November 18,

Employee E-Mail and Internet Privacy Policies
The increased usage of the Internet and e-mail has changed the way companies do business. Nearly instantaneous communication can take place globally. Information on a countless number of topics can now be accessed from anywhere around the world. These technological developments have not only helped employees increase their efficiencies, but also has given them a new means of distraction from their duties. For this reason, many companies have developed e-mail and Internet policies.

At my job, our e-mail policy states that e-mails should not include illegal or libelous statements. E-mail is to be used for business purposes only and e-mail communications are the property of the company. For this reason, the company may access sent and received from work computers at any time, this includes deleted e-mails that are stored on the company's servers. The Internet policy is similar in that the Internet is also to…...

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References

Fact sheet 7: Workplace privacy and employee monitoring. (2010). Retrieved 6 Dec 2010, from  http://www.privacyrights.org/fs/fs7-work.htm#4a .

Privacy rights of employees using workplace computers in California. (2010). Retrieved 6 Dec 2010, from  http://www.privacyrights.org/ar/employees-rights.htm .

Onboarding and employee retention management are two of the primary concerns of HR professionals because retaining qualified and competent employees should be HR’s main objective.  In fact, the ability to find competent employees, welcome them to the company in a way that encourages them to continue to pursue their career goals with the company, and provide incentives and opportunities for them in a way that increases employee loyalty actually helps reduce the potential problems that you could have from other HR issues that develop from people being unhappy in the workplace and high turnover rates.

Some....