Task 1: Individual Research Project Report
Description of Food Stuff Retail Company It is group of Two New Zealand Grocery and Liquor Retailers co-operative company. It collectively control estimated 52% of the New Zealand grocery market. The Present CEO of Company is Steve Anderson It is indulged in Grocery and Liquor Retailers business. It has complex business structure and more decentralized.
Foodstuffs is led by CEO Steve Anderson, and employs more than 1,700 people in its business
Overview of presentation
it finds the process issues which is faced by Food Stuff company The training need analysis is taken to mitigate absenteeism issue in the process of business.Intrinsic and extrinsic rewards are undertaken to motivate employees.Action plan and resources required for training need analysis have also been described.Organizational culture and key points
Aim- promote the overall sales and market share.Objective- Offer extensive services to clients. .Mission- deliver exceptional food services to people in New ZealandersEmployees oriented team Culture
Motivation- Use of extensive reward system to promote employees.Team development-Strengthen the team work to create synergy in busienss.Performance improvement- Improve the learning and implement proper action plan for employees.
Performance Appraisal method
Setting standards targets Establish effective communication channel Action plan Comparison program
Action plan
Preparation for the work agenda for employees.Arrangement of the training and development program Set new standards and oliciesPreparation of Gantt chart for the proper time period.Six to seven month for the completion of the action plan.
Issue of absenteeism in Process working department
1.Increased number of casual vacancy.2.Low productivity due to the leaves 3.Increased business loss due to non-systematic business.
Team development process
HR department and its policies need to be changed for mitigating this absenteeism issue.Provide clear HR policies and employees rogram.Setting of penalties and charges for casual leaves without prior intimation.The Action plan would take around 6 months.
Training need analysis
Implement proper coaching and training program.Arrangement of On-job leaning program.Promote the Harmony and enthusiasm to reduce this absenteeism issues.Training program and motivation There are four stages of training program for mitigating the issues.
Resources required for the new team development There will be following resources required to mitigate the issues.Capital Human resources management Team development experts On job learning process
Machines and new learning programs
Set new rules and policies.Intrinsic and extrinsic reward system Intrinsic rewards includes personal achievement, promoting mployees, and giving dip and bonus to employees.Extrinsic rewards- It includes all the tangible rewards for complying with the new standards to employees by their supervisors.Challenges faced by Food stuff in new training and development plan
Arrangement of resources.
Hiring of experts. Development of On-job Learning program.Pursue employees towards the changes.Tracking skills of employeesProcess conflicts
Conclusion
Implementing of the Kirkpatrick model will assist organization to asses the outcomes.Realize, behavior, learn and results would be the core output of this training need analysis.Assessment of the training need analysis will be required to promote the busienss.
References
Rosen, C. C., Kacmar, K. M., Harris, K. J., Gavin, M. B., & Hochwarter, W. A. (2017). Workplace politics and performance appraisal: A two-study, multilevel field investigation. Journal of Leadership & Organizational Studies, 24(1), 20-38.
Ross, J. E. (2017). Total quality management: Text, cases, and readings. Routledge.
Tweedie, D., Wild, D., Rhodes, C., & Martinov?Bennie, N. (2017), How Does Performance Management Affect Workers? Beyond Human Resource Management and Its Critique. International Journal of Management Reviews.
Pollitt, C. (2018). Performance management 40 years on: a review. Some key decisions and consequences. Public Money & Management, 38(3), 167-174
Vatankhah, S., Javid, E., & Raoofi, A. (2017). Perceived organizational support as the mediator of the relationships between high-performance work practices and counter-productive work behavior: Evidence from airline industry. Journal of Air Transport Management, 59, 107-115.
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