As part of Marks and Spencer’s organisational objectives, a group training event will be organised for the members of the team using the following systematic approach:
Training need analysis to identify whether there is a real need for training. This can be carried out in various ways:
Interview to get more in depth information and suggestions
Questionnaires with specific information collected and then analysed
Observations by assessing skills, attitudes and behaviour under real situations
Skills and knowledge tests carried out
Performance data reviews which identifies possible performance gaps.
The root causes of the poor performance will be revealed which will help to identify the training needs required to bring the team up to the desired performance level (the expected result of training)
Once the need for training has been identified, a plan will need to be drawn up for the
After the completion of the training needs analysis of Marks and Spencer, it showed that there is a gap in technical skills and in business competencies. Therefore it has been decided training will be necessary for the team of managers at different levels. The next step would be to analyse the training needs, i.e finding out what the team of managers need to learn. This can be done by analysing the skills, knowledge and attitudes that each job requires and then assessing the degree of competence of job holders (team managers) to meet those requirements. The training need has been identified for the team of managers at different levels to attend training to enhance their technical skills which are relevant to areas like team management, financial management and sales management and business competencies in areas such as business lea...
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...th the manager and employee will have to make time for the appraisal interview to take place), the employee may feel de-motivated if the feedbacks are negative.
Performance indicators (sales/goods reports) – The final stage of evaluating the results of an training event can be done by comparing figures from the company sales report, goods production report, to see if there had been an increase since the training took place. This will give an indication of how effective the training session has been. The advantage of using performance indicators is that the performance can be compared using various different outcomes from goods/sales reports, quality ratings, increased customer satisfaction, etc. The disadvantages are: it is most costly and time consuming, it is difficult to identify which outcomes, benefits and final results are actually linked to the training.
Make a plan to link training and development to the business strategy that is understood by employees at all levels and their customers and ensure senior leadership publicly supports the training and development (Noe, 2013)
“The team is faced with creating cohesion and unity, differentiating roles, identifying expectations for members, and enhancing commitment. Providing supportive feedback and fostering commitment to a vision are needed from the team leaders (Developing Management Skills).” ... ... middle of paper ... ...
Marks and Spencer's Definition of Performance Management Performance management provides Marks and Spencers with needed information on their employees. The information helps Marks and Spencers develop the skills of the employees based on the information collected at the appraisal, it helps recognise when training is needed. Performance management helps M&S by improving their service by having able workers that work to their full abilityand by improving the relationship between workers and the company. Here is Marks and Spencer's definition of performance management: Performance management is a joint process that involves both the supervisor and the employee, who identify common goals, which are linked to the goals of the organisation. This process results with the establishment of written performance exceptions later used as measures for feed back and performance evaluation.’
‘If you can’t measure it, you can’t management it’, [Dan vesset and Brian, M. 2009]. Performance management is concerned with the measurement of results and with studying progress to achieving objectives base on the results. Managing performance can tell you what you’re doing well in, and also reveal areas where you need to make adjustments. Measuring performance tells you how far you’ve gone achieving your ultimate
The importance of teams is becoming more and more apparent in today's dynamic business world. Increasingly managers are searching for a means to improve production and keep their organization competitive in the global market. A lot of these managers have turned to the team as a means for achieving this improvement. Quality circles were originally looked at to fulfill this role, however they are being phased out in favor of self-managed work teams. These teams are increasingly being used to solve many of today's organizations production problems and inefficiencies, and in the process are both badly failing and greatly succeeding. So the discussion of teams is a very important one to address. Managers should be aware of the concept of teams and learn about as a means to further their organization and for when the time comes to implement a team they are prepared with the knowledge needed to build and use a team properly.
The actual process that is involved in team skills training is when, ‘students work in groups on tasks reflecting upon reactions of integration and development establishing key learning points to apply to the next task’(Pritchard, Stratford & Hardy, 2004 p.11). A group may undergo team skills training in order to help students achieve better experience of team working, enabling them to transfer skills, as well as explore potential benefits for academic performance (Pritchard, Stratford & Bizo, 2006 p.9). This is important as it is the general consensus that, ‘teams out perform indi...
Preview: This book provides a lengthy indoctrination of the what and why of performance management. This summary will cover both the pragmatic and practical pieces of the text; while excluding some of the specific instruction for those who oversee the overall orchestration of performance management in the workplace. The purpose of this paper is to allow its readers to grasp some main themes of performance management and develop a vocabulary for discussion and debate of the topic.
To combat these and other issues that can arise due to a lack of training, the development of a training program will wan...
Before considering the weaknesses from the training session, it is important to highlight the strengths that I believed are focused around the meetings and the lack of conflict within the group. West (2004) strongly believes that “interaction and meetings are vital for team functioning...
In conclusion, my recommendations are fore mentioned as an aid to help revitalize under achieving teams achieve high-performing teams. It is not impossible to restructure and implement this plan into your team. It may take some time to see the full potential of the overall plan, but in time the morale boost will speak for itself. Look for the higher performance levels, better communication techniques, increased work engagements, proficient meetings, greater integrity levels and commitment, and most importantly, projects that stay on track.
Effective performance is a function of determining the outcome of knowledge and skills acquired by a person. It often comes from some form of learning, education, training or development. In application to the business world, there are certain performance expectations instilled within employees. Effective job performance is vital to meet business requirements and maintain competitive advantage in the market. A comprehensive and systematic model is to be used and completed accordingly for effective performance to occur. Needs Analysis is a step that drives evaluation of needs in an organization as it identifies the differences between what is and what is to be designed to improved performance. It makes judgements whether such activities such as training and development is necessary to address. Although needs analysis provides what is compulsory to better performance it can be detriment to the organization if the information and actions are dealt with carelessly. It is important that the needs analysis requirements must be satisfied because this ...
One of the most important resources of any organization is its employees, the human resource. This makes it very important that these resources are properly managed; so that they thrive and grow along with the organization. People stream defines performance management as “A process for establishing a shared workforce understanding about what is to be achieved at an organizational level. It is about aligning the organizational objectives with the employees’ agreed skills, competency requirements, development plans and the delivery of results. The emphasis is on improvement, learning and development in order to achieve the overall business strategy and to create a high performance work force”. The performance management process involves various stages such as goal setting, skills development, performance measuring against the set goals, mentoring/coaching to enable employees to focus and achieve their goals followed by assessment of performance and any further development plans as required. Let us look at these steps one by one.
Many businesses place an emphasis on the importance of teamwork. A good team consists of people with different skills, abilities and characters. A successful team is able to blend these differences together to enable the organisation to achieve its desired objectives.
When working with a group of people one is exposed to a variety of knowledge, backgrounds and experience. The value of learning teams is extremely beneficial. No one person possesses the knowledge necessary to cover every circumstance; however, as a group you are a link in a chain of knowledge with a wealth of experiences and resources. Each team member brings unique strengths, perspectives and working styles (Innergize, date unknown). For teams to be successful, they need to establish a common purpose and to become familiar with each members strengths and weaknesses. Establishing some basic ground rules is also essential for success of the group: 1) know your team members, 2) clear roles of responsibility, 3) effective communication, 4) accepted leadership, 5) accept and support one another, 6) check for understanding and agreement, 7) resolve conflicts constructively and quickly ((Innergize, date unknown, p. 1) and (Page and Donelan, 2003, p.126)).