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The Role Of Training And Staffing Factors In The Workplace

1723 words - 7 pages

Running head: THE ROLE OF TRAINING AND STAFFING

The Role of Training and Staffing Factors in the Workplace
Sterando M. Davis
October 31, 2011
Ashford University

Human Resources Management
OMM618
Dr. Robert Rupe

The Role of Training and Staffing Factors in the Workplace
The purpose of this paper is to address the problems to satisfy an organization’s training needs and accomplish its objectives in the following scenario: You are the supervisor of a group of employees whose task is to assemble tuning devices that go into cell phones. You find that quality is not what it should be and that many of your group’s tuning devices have to be brought back and reworked; your boss says ...view middle of the document...

Second, when all the physical defect possibilities have been exhausted and if there still continues to be complaints regarding the quality of the tuning devices then, there is the need to evaluate the employees as a last result. In order to, assess employee task behaviors along with set production goals, Abbott & Dahmus (1992) explains,
The [Self-directed Learning Readiness Scale (SDLRS)] can be used to assess the readiness to assume responsibility for learning… AT&T used the SDLRS to assess their employees’ readiness for self-managed learning. The mean SDLRS score for the AT&T employees was above the average. Both males and females at AT&T were ready for a moderate or high degree of self-directed learning. No difference in readiness was found by race, and higher educated employees displayed the most readiness for self-managed learning. Outstanding and more than satisfactory performers had more self-managed learning skills than satisfactory performers. The authors concluded that when employees with high SDLRS are placed in jobs that require low levels of creativity, problem-solving skills, and change performance may suffer. In addition, because of the positive association between SDLRS scores and performance, that this scale could be used as a selection device in filling jobs that require high levels of creativity, problem solving, and change. (p. 9).
The Self-directed Learning Readiness Scale deals with self-managed learning. Abbott & Dahmus (1992) suggests that SDLRS could meet employers’ expectations of their employees who have difficulty with low task performance. Their final results showed a positive correlation between employee task-behaviors and company set production goals using, the Self-directed Learning Readiness Scale. The Self-directed Learning Readiness Scale for supervisors and supervisors’ ratings of assembly-line employee performance may not always be the preferred form of measurement.
Another practice would be to interview employees. A simple question and answer format can work. Discussion can start by asking employees if they have noticed anything unusual in the assembling process, or if they feel as though something could be done to improve the product quality. Starting the discussion as service-oriented supervisors in this way shows excellent skill using authority, building and using relationships, and teaching and coaching others. Take for an example, my previous employment had worked for was with a temporary-service, staffing agency. Many of my responsibilities as a supervisor were in-line with other service-oriented functions of—Occupational Health, Training and Development, Hiring and Termination, Performance Appraisals, and Employee and Labor Relations—in Human Resource management.
The company’s philosophy at the time was to embrace performance rating systems that obtain input from employees, their co-workers, and supervisors. What I had experienced was that when the company used larger...

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