Homework Lance
Job Aid
UOP HRM/326
Job aid: How to Improve Job Performance within the Organization
Assessment of how it will be deployed
Step
Description
1
Sharing
The first step is sharing, which should be the initial step that employees should take once they realize that that there is a problem within the institution. The main reason for this step is that there are solutions to the issues that can be solved before their effects are felt in the organization.
2
Analysis
The second step is the analysis phase. In this step, the main focus areas are cost and effect, in which the employees look at the problem from different perspectives. The primary purpose of this step is to ensure that the employees and all the stakeholders find the root causes of the problem and gain a comprehensive understanding of its implications.
3
Developing a solution
Creating a solution constitutes the third step. In this stage, a long-term solution is developed based on a critical evaluation of the problem to ensure that the organization achieves sustainable productivity.
4
Implementation
The implementation stage follows next, which involves solving the problem. The main aim of this stage is to see the mitigation of the problem through ways such as rewarding employees, encouraging work-life, and flexibility(Kahya, 2012). In the end, job performance should significantly increase.
5
Evaluation
The last phase is the evaluation stage, which involves going assessing the effects of the implemented solution. It is a way of ensuring that the deliverables of the change implementation are met(Pradhan & Jena, 2016). If the impacts include increased productivity and performance, then it was a success; otherwise, the process should be reconsidered.
The training methodology to be used
The training methodology to be used will be the leading training methodology. The major components of this training methodology include an overview presentation made by the trainer, briefing the employees, simulation exercises for individuals and groups based on assessing the progress of the group on problem-solving, individualized and group discussion regarding the process, case study analysis focused on simulated challenges that the individuals and the groups will attempt to solve, showcasing the actions that should be taken through video and film sessions, and questionnaires that will be aimed at analyzing personal effectiveness based on the impact of the training.
Evaluation of change management component
Since the training will utilize the on-job training method, the component of transforming the management will not constitute the primary aim. This is to mean, the process will only require the input of employees and professionals whose roles will be to educate the workforce on the means of improving job performance in the organization. Therefore, it will not require any change management component. The only aspect of management needed is a ranking system that will allow other employees to have a leadership power or authority regarding their fellow members during the training process. Vital features of the transformations within the management system will not be dug into deeply, but will only be overviewed in brief accounts.
The types of training technology to be utilized
The training process will utilize two leading training technologies; video-based training and virtual environments. The motive behind the choice of these two fundamental training technologies is that the ability or probability of understanding the required changes and improvements within the work environment is made easier through the use of interactive technology(Ferguson, 2018). Video-based training and the virtual environment makes it easier for the employees to get in touch with a simulation of what it would be like to implement the proposed changes, compared to if a theoretical or conventional method was used. Also, it is not a must that the trainer must be physically present to implement the change. Thus, the efficiency of these two types of training technologies concerning the anticipated outcomes is relatively high compared to their drawbacks.
Summary of the anticipated outcomes of the training
By the end of the training process, the employees are expected to have developed skills and knowledge based on the best practices that are involved in problem-solving and change implementation concerning improved job performance. In the same line, the employees are expected to be able to identify and appreciate the impacts of motivational practices, good communication, and unity, and teamwork while undertaking tasks(Kahya, 2012). This is so because the training was meant to help the participants improve their job performance, and hence the organizational productivity.
References
Ferguson, S. (2018). 10 Reasons to Use Video for Employee Training and Development Samantha Ferguson— June 15, 2018. Retrieved 23 December 2019, from https://www.business2community.com/brandviews/wyzowl/10-reasons-to-use-video-for-employee-training-and-development-02080170
Kahya, E. (2012). The effects of job performance on effectiveness. International Journal Of Industrial Ergonomics, 39(1), 96-104. doi: 10.1016/j.ergon.2008.06.006
Pradhan, R., & Jena, L. (2016). Employee Performance at Workplace: Conceptual Model and Empirical Validation. Business Perspectives And Research, 5(1), 69-85. doi: 10.1177/2278533716671630
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