Staff development and careers

Introduction People, processes and procedures make up an organization. The most important of all are the people. They are in a central position ensuring that everything else is running smoothly and in the desired direction. A system to ensure growth and development of employees is necessary to facilitate easy achievement of goals and objectives (HR Magazine, 2010).Advertising We will write a custom report sample on Staff development and careers specifically for you for only $16.05 $11/page Learn More The ability of an entity to develop employees makes a drastic step towards future sustainability in all that appertains to its operations. The following discussion has covered the scope of employees’ development as well as the careers aspect. Organization can successfully impart a positive attitude to their employees through an effective and efficient personnel development. Staff development This refers to the ways of facilitating advanced skills of t he employees and the whole undertakings that appertain to their competency. It is the work of the Human Resources Department to ensure staffs are experiencing growth. However, the development of staff should be aligned with the objectives of the company and entailed in its overall vision. The HR department should cooperate with other departments in order to establish the areas that need to be improved. Then programs should be introduced in addition to other modalities, to determine to what extent the workers will benefit from them (HR Magazine, 2010). The nature of staff development Staff development is aimed at boosting the skills of workers, their knowledge and insights. The idea of employees’ competitiveness is at the back of the HR department members. Although staff development is an on going process, the aspect of time is considered. It is expected that, after a certain period, all or some group of employees will have risen to a certain level in their careers, in their r espective department. Staff training is an integral part in developing employees’ career. The organization expects to get a measurable change relating to company’s returns. Holding discussions and seminars are an excellent way to develop staff in essence that honesty and transparency are key to any meaningful development. The HR department should be able to evaluate employees performance prior to and after change in the job description if at all there is any (HR Magazine, 2010).Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Career and staff development Career development goes hand in hand with staff development. It is the only through developing employees skills and expertise that career progression will be attained. The driving force leads to increased volume of output due to improved performance. Counseling is also part of staff development. To achieve the desired growth, plan of action is needed in checking and counter checking on workers progress (HR Magazine, 2010). Another way of motivating and developing employees is by starting rewards scheme. Rewarding them promotes their confidence and strengthens the mental toughness required to handle higher and challenging responsibilities they may face later. The various choices that people engage themselves in life are the ones that shape their professional lives in the various organizations that we later work in. Career progression involves moving from one easy role to another tougher one. Some careers are attracting extraordinarily large amount of money and others are voluntary in nature. Therefore, the management of an organization that carries out voluntary activities must possess different development mechanisms from those used by other enterprises. One such method of developing employees may entails encouraging more employees’ participation in their assigned duties. Career development is a unique process and is strongly linked to staff, since they are the ones that experience the improvement (HR Magazine, 2010). Obstacles to staff development Poor leadership is one the significant factors that affect staff development. Management that lacks knowledge of the internal and external factors surrounding an organization tends to clash with employees. Failure on their side to plan and define jobs leads to employees’ crisis. The existing system of management can also influence in that where there is a lot of bureaucracy, decision-making will is delayed (HR Magazine, 2010). Unhealthy organizational culture can also contribute to the same, especially where training is not emphasized. Employees may become skeptical and become interested in whatever changes going on in the organization.Advertising We will write a custom report sample on Staff development and careers specifically for you for only $16.05 $11/page Learn More Obstacles to career d evelopment One of the Obstacles lies in the management. It can play a vital role in hindering employees from progressing. Nepotism and corruption are the other key factors. An organization may not able to expand easily due to lack of the necessary capital or due to small operations because of its size. For instance, a multinational company can offer opportunities for growth since the economies of scale allows it to do so. It can cut prices and gain more profits in its transactions. Other internal factors include; employees’ fear failure of not being appreciated, non-matching career and lack of training (HR Magazine, 2010). Conclusion From the above discussion, it is evident that leadership plays a decisive role whether in a small group or a multinational corporation. A leader is capable of driving the changes and steering an entity to greater heights given that he is willing. It is not a matter of whether the employees are up to a certain idea or not but the power of cohesion and the ability to put the goals of the organization is what matters. Employees will never agree unanimously. Some will come with objections and opinions that nevertheless, should never be discarded as less important, but rather should be thought over. By so doing, staff development can be achieved fast. Reference HR Magazine, 2010, Invest in staff development now to retain the talent needed  for recovery. Enterprise HR and Financials in the cloud. [Online] Available at:  http://www.hrmagazine.co.uk/article-details/invest-in-staff-development-now-to-retain-the-talent-needed-for-recovery . This report on Staff development and careers was written and submitted by user Emersyn M. to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Total Quality Management (TQM)

Total Quality Management (TQM) TQM is an intricate approach aimed at improving the value of processes by consistently checking for deficiencies in these products and services (Sashkin Kiser, 1993).Advertising We will write a custom essay sample on Total Quality Management (TQM) specifically for you for only $16.05 $11/page Learn More TQM is equally indispensable in the administration of hotels. It determines consumer contentment in terms of value of services provided. Nonetheless, measuring value still remains one of the concerns in the hospitality segment. It is crucial to apply TQM as a systematic approach; however, this is not enough to maintain it in an organization. TQM can be lucratively implemented in management of hotels by first recognizing customers as the most essential component of a transaction. This means paying attention to their responses. There should always be a balance between the initial expectations of clients and how they view the service received. A service can be considered of high quality if it meets or exceeds client expectations (Sanders Graham, 1992). Quality of processes provided can be improved by evaluating competitor’s performance. An outstanding provider pays attention to concepts pertaining to timeliness. It is the responsibility of a manager to make certain employees provide services on demand within the agreed time. Integrity is also vital; it entails completeness of the service that an organization provides. Employees should always follow the right procedures during provision of services. TQM is also implemented by coming up with measurement steps, which gives it, coherence. Statistical analysis of the processes helps in highlighting possible shortcomings in products and associated services. The results derived from the measurement methods are quite vital in making sound decisions (Mukherjee, 2006). An executive in the hospitality industry can constantly progress the quality of processes offered in various ways. One ca n induce personnel to embrace teamwork directed towards quality culture. Employees should be assisted so that they can improve job performance by eliminating barriers. These may incorporate lack of quality materials that aid duties. Job performance can also be enhanced by providing sufficient and relevant training in TQM as well as other areas of work. TQM requires managers to distinguish achievement. Symbolic rewards such as certifications should be accompanied by material recompense (Sashkin Kiser, 1993).Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The thriving realization of TQM in an organization by an executive can be evaluated in various ways. Employees should embrace and sustain a tradition of TQM. Successful achievement of TQM involves acknowledging consumers’ needs. It also entails establishing clients’ wants, which should be, written down and explored . Consumer desires eventually translate to the processes that distinguish an organization. The processes developed should be understood by those within the company. The administration of an organization should ensure that the processes developed satisfy the needs of customers. Finally, administration should derive a means of providing processes with exemplary standards (Sashkin Kiser, 1993). TQM initiative is poorly implemented by organizations on numerous occasions. This is evident when a company does not demonstrate objectivity in improving their products and service through the provision of long-term plans for education and research. Such organizations focus on profits that are termed as short-term in nature. TQM cannot be productively implemented if an institute disregards the needs of the customers (Sashkin Kiser, 1993). An organization that inadequately attends to client feedback, and lacks methods of evaluation is likely to fail. References Mukherjee, P.N. (2006). Total Q uality Management. Mumbai: PHI Learning Pvt. Ltd Sashkin, M. Kiser, K. J. (1993). Putting total quality management to work: what TQM means, how to use it, and how to sustain it over the long run: San Francisco: Berrett-Koehler Sanders, I. Graham, M. (1992). Total Quality Management in the Hospitality Industry. Vol 3, Issue 3: Oxfordshire: Carfax Publishing Company  Advertising We will write a custom essay sample on Total Quality Management (TQM) specifically for you for only $16.05 $11/page Learn More

HEALTH COMMUNICATION OBJECTIVES Essay Example | Topics and Well Written Essays - 500 words

HEALTH COMMUNICATION OBJECTIVES - Essay Example Among the objectives that I deemed fit for this paper include improving the health literacy of the population, increase the number of health practitioners with satisfactory communication kills and thirdly is to enlarge figure of patients who report that their health care providers contently involved them in their health care decisions. (Phase 1 report, 2008) The first goal is increasing health literacy among the general population. In an era where many of the rising diseases that is taking a tremendous toll on the world’s population are bad lifestyle habits, there is need to increase health literacy especially in such occasions where disease causes are cumulative persistence of bad habits. Increased awareness of healthy lifestyles that I should uphold has played an enormous part in the lifestyles decision that I make. Secondly, increasing health care practitioners with sufficient communication skills would in a huge way improve the freedom that most patients feel limited when talking to a healthcare provider. In addition, such skills have in the past enhanced the health care process since there was sufficient understanding between me and my health care providers, and between the respective health practitioners. Thirdly, the information involved with patient care technologies is highly involved in making sure that patients or thei r custodians make the wisest decision concerning their health problems. Through the objective, the United States government hopes to liberate the health sector in such a way that expert opinions can be incorporated with patients beliefs as well as the patient’s guardian views to form a single all rounded wise decision about the health care of the respective patient. This I think is most important since I feel a high level of freedom of will and satisfaction having taken decisions concerning my health care that my health care providers adhered to in my