MANAGEMENT

Management

Name of the Writer

Name of the Institution

Management

Q1 #

Training and development must always be implemented and evaluated in a planned and orderly manner. There are three major components of a systematic approach to training and development; namely, assessment (training needs determination and training objectives identification); implementation (training methods selection and conduct training); and evaluation (compare training results adjacent to standards).

Introducing a systematic approach to training and development facilitates to make sure that the organization is getting most out of their employees. Here, Herzberg's Two-Factor Theory of Motivation is appropriate because training and development acts as a motivator that leads to satisfaction resulted in good employee relations. If systematic training is provided to employees, it might be perceived as career progression that facilitates in gaining their commitment resulted in establishing good relationship (Bratton & Gold, 2007).

According to Maslow's hierarchy of needs, every individual has five types of needs and moves from one stage to another. In this case, through satisfying employees' needs such as physiological, security and social needs, employers strive to gauge employee commitment via satisfaction. Effective training and development of an employee provide an impression that the organization is concerned about employees' growth and career progression; it will eventually increases morale and commitment of an employee towards its organization. On the other hand, improves employee relationship and employee commitment leads employee to own its work results in improving products and services (Rainbird, 2000: 8-120).

Q2#

Job competence is the employees' ability to perform a job properly. It is a defined set of behaviors that offer a planned guide facilitating the process of employees' behavior identification, evaluation and development (Dreyfus & Dreyfus, 1980: 51-220).

In the recruitment process, employers give preference to those who meet the basic competency requires, even job competency identification is essential in designing job description. Job competence helps in identifying performance gap that is the gap between current performance and desired performance of an employee. Nowadays, many organizations are engaged in competency based appraisal, as it removes subjectivity and emphasize on the quality of work rather than work quantity. Effective addressing of job competences helps managing HR within the workplace, as it helps in improving employee performance by putting right people at the right place.

Behavior that consider being inappropriate for an employee in the eye of employer. It generally refers to the conduct of employees during their job known as misconduct. If employees get involve in ...