Effect Of Training On Employee Performance – Cimic Group Australia

Background of the Assessment

Discuss about the Effect Of Training On Employee Performance.

Established in the year 1899, Cimic Group Limited is among the leasing group of companies whose operations are mainly on mining, infrastructure, private and public partnerships and other services. The company has more than 50,000 employees operating in more than 20 countries across the world. With the principles of accountability, integrity, delivery and innovation guiding all the company’s operations, the safety of employees is core.  The company has underpinned safety of employees at workplace as the fundamental aspect in all the company’s operations. Therefore, with the element of my safety considered, I feel comfortable and fit to work in such an environment.

As an employee within the human resource department, my main duty is to ensure that I work in collaboration with my fellow workmates within the department to evaluate human resource needs for the whole organization, receive the job applications, evaluate the job applicants, recruit them and place the employees accordingly (Divincová & SIVÁKOVÁ, 2014, pp. 12). Thus, it is imperative to note that the HR department is at the heart of every organization since it entails hiring new employees to replace those who have left the organization, evaluate and promote the existing employees as well as looking at the welfare of employees to ensure that there is good employee relationship (Babalola & Marques, 2013, pp. 440).

From that information, it is imperative to understand that my work is based on collaboration and teamwork. On the same point, it is essential to note that within the department, there is diversity due to employees from different background and races (Goyal & Shrivastava, 2013, pp. 57). Therefore, possessing the right personality is crucial to help in relating and working in collaboration with fellow employees with an aim of fulfilling the HR policy of acquiring, nurturing and developing the best employees with best skills to steer the organizational growth (Chuang, 2013, pp. 16).

In our line of duty, we strive as much as possible to remain the best leaders and work towards the organizational success. In the process of teamwork, we find ourselves interacting and sharing ideas to reach a common goal of observing and working in line with our HR policy (DeRue & Myers, 2014, pp. 842). In any leadership process, influence is inevitable. As a result of sharing, consultation and teamwork, personally I feel motivated to work as a team through open communication and feedback. However, at times, I feel overwhelmed and tend to partially disagree with my colleagues (Gurdjian, Halbeisen & Lane, 2014, pp. 123). Moreover, I tend to be emotional and fail to solve conflicts when they arise. Therefore, in the process of working for Cimic Group’s HR department, communication, teamwork and consultation is significant. It helps in sharing and getting feedback while solving the organizational problems (Hasso, 2015, pp. 8).

SWOT Analysis

In my daily operations within the organization, I find myself sharing and exchanging ideas with my colleagues. Such sharing and exchanges and sharing always occur in form of conversations, emails and corporate artefacts that occur regularly. For this reason, I find myself reacting differently to what people say and others are influenced by what I say. To be able to evaluate and improve my skills, the best thing here is to be able to develop the best personality and managerial skills in future. Therefore, my personal SWOT analysis will be based on the above naturally incurring data of conversations, emails and corporate artefacts (Hanafi & Fatma, 2015, pp. 106).

During the evaluation of my abilities and personality, I will do SWOT analysis which will involve answering a number of questions that will explore my strengths, weaknesses, opportunities and threats (Clardy, 2013, pp. 100). Afterwards, from the analysis of my personality I will use some self-assessment tools such as emotional intelligent instrument and conflict mode instrument to evaluate my abilities and see where to necessarily improve for future benefits. My SWOT analysis will be based on MIND TOOLS self-evaluation tool that will be answered and summarized in a table based on the conversation, emails and corporate artefacts.

From the above table, it is clear that technology has not been utilized by the organization in trying to solve the departmental issues. For instance, the use of emails in interacting and solving organizational issues. Lack of consultation and sharing of ideas among ourselves is a threat that has hindered teamwork in solving the administrative issues. My personal emotions must be evaluated and improved in order to avoid conflicts. The way employees within the department are not ready to learn new techniques and embrace change. They feel that they might lose their jobs due to technological changes.

Although I have all it takes to bring transformation within the department, others see me as a threat to them and they tend to disagree with me. Employees are resistant to change, in particular the issue of using electronic mails and conversation due to lack of ideas and unwillingness to change their ways of doing things. The issue of observing corporate artefacts is like dressing and courtesy in approaching each other is a problem within the department. My colleagues have very poor skills in initiating a conversation that is aimed at transforming the departmental operations and steering the organizational success, growth and development. My level of pride is a lot posing a great threat towards my career growth since I feel threatened by people who have better ideas that conflicts mine.

My divided attention is also a problem. I have a lot of divided attention in working for Cimic Group and also for my HR consultancy firm. Despite having the right education and skills to initiate and bring new transformational ideas within the organization, my level of self-confidence is becoming a big threat. Personally, I fail to face my fellow colleagues and share my ideas across whole department. Therefore, as an aspiring manager and leader, learning to evaluate yourself and change how other people see me is crucial. To do so, I need to understand myself from the data I get after self-evaluation. After that, I can be able to improve where necessary in order to become a better manger either with Cimic Group or any other company within Australia or abroad.

My personal reaction to the issue of using emails to handle business issues and interactions aimed at improving the HR department, the observation of corporate artefacts and the importance of conversation must be evaluated and adjusted in order to bring positive change within the HR department and the whole Cimic Group. Therefore, in order to understand myself and develop my skills for future managerial roles, I will use self-evaluation tools such as emotional intelligent instrument and conflict mode instrument (Carson, Carson & Birkenmeier, 2016, pp. 52).

The tool was used to evaluate my emotional levels in solving the organizational issues and making the necessary decisions. It is argued that a qualified and intelligent manager ought to make decision in a sensitive way whether under pressure or not. My overall score after analysis was 52 meaning that although my emotional intelligence is okay, I need to improve effectively in order to be a good manager in future (Rosen & Tager, 2013, pp. 22). For example, I need to develop appropriate skills that can help me to work under pressure and be able to make decisions that will enable me to solve issues in a sober manner. For example when replying to an email or approaching someone for a conversation, I can do it in a sober manner despite how hard and stressful the situation might be.

The tool was used to evaluate my skills in terms of handling a conflict involving me or other employees within the organization.  As an aspiring manager in future, the ability to handle organizational conflicts is important. Therefore, after analyzing my skills, the results were that I have got high tendency of avoiding and withdrawing from the conflicting situation while having low levels of collaborating and solving the conflicting situations. Thus, I need a lot of skills on conflict resolution (Rosen & Tager, 2013, pp. 20).

Since Cimic Group is multinational company, the issue of diversity is equally important. Therefore, the organization need to have diverse range of employees (Hunt, Layton & Prince, 2015, pp. 22). Diversity in an organization brings about ideas and skills from different people in order to transform the company’s development agenda (Phillips, 2014, pp. 44). As an employee within the HR department, I see myself as a transformational leader who ought to possess personalities, abilities and skills that should be advanced in order to be accommodative in nature. Being accommodative can be very important since it will enable me understand how to relate with my fellow employees.

With good skills on how to relate with others, I will be able respond to emails, observe corporate artefacts like courtesy and also be able to initiate a conversation to discuss the organizational issues that will lead to positive organizational transformation (Goyal & Shrivastava, 2013, pp. 57).  However, after personality and ability analysis, I need to properly improve on the areas of weakness in order to be an effective and productive person within the organization.

From my personal analysis, I need a lot of improvement so as to continue working within the organization. Going by the fact that Cimic group is a multinational company that require employees to have greater skills and capability to handle various issues that arise, it is clear from my analysis that I can be a leader by now due to lack of basic managerial and leadership skills such as conflict resolution and effective decision making abilities (Schoemaker,  Krupp & Howland, 2013, pp. 133).

Despite all that, I will continue to work for Cimic Group since it offers a room for growth. Due to my optimistic personality and the ability to learn quickly, I feel that my capabilities to learn from my weaknesses and learn quickly will help me in turning those weaknesses to turn them into strengths and opportunities (Abbas, Kadir & Azmie, 2013, pp. 2308).

Conclusion

The report was based on my personality, abilities and capabilities evaluation as an HR employee at Cimic Group Australia. It involves looking at my current state as an employee and how I relate with others as far as conversations, emails and corporate artefacts are concerned. As an aspiring future manager, I see that as an opportunity to review myself and understand the necessary areas of improvement in order to become an effective and productive person. Therefore, the report covers my SWOT analysis, tools used to measure my capability and the relevant areas of improvement. As a result, I will do a good plan based on SMART goal framework to plan on how I will improve on the areas of weakness and turn them into strengths and opportunities.

References

Abbas, R., Kadir, F. A. A., & Azmie, I. A. G. (2013). Integrating soft skills assessment through soft skills workshop program for engineering students at University of Pahang: an analysis. International Journal, 2(1), 2307-2310..

Babalola, S. S., & Marques, L. (2013). Integrated approach to workplace diversity through human resource management. Journal of Social and Development Sciences, 4(9), 435-445.

Carson, K. D., Carson, P. P., & Birkenmeier, B. J. (2016). Measuring emotional intelligence: Development and validation of an instrument. Journal of Behavioral and applied Management, 2(1), pp. 45-60.

Chuang, S. F. (2013). Essential skills for leadership effectiveness in diverse workplace development, pp. 12-23.

Clardy, A. (2013). Strengths vs. Strong Position: Rethinking the Nature of SWOT Analysis. Modern Management Science & Engineering, 1(1), 100.

DeRue, D. S., & Myers, C. G. (2014). Leadership development: A review and agenda for future research. Oxford handbook of leadership and organizations, 832-855.

Divincová, A., & SIVÁKOVÁ, B. (2014). Mobbing at workplace and its impact on employee performance. Human Resources Management & Ergonomics, 8(2), pp. 1-12.

Elnaga, A., & Imran, A. (2013). The effect of training on employee performance. European Journal of Business and Management, 5(4), 137-147.

Goyal, S., & Shrivastava, S. (2013). Organizational diversity climate: Review of models and measurement. Journal of business management & social sciences research, 2(5), 55-60.

Gurdjian, P., Halbeisen, T., & Lane, K. (2014). Why leadership-development programs fail. McKinsey Quarterly, 1(1), 121-126.

Hanafi, E., & Fatma, Z. (2015). THE EFFECT OF THE INTEGRATION BETWEEN LEVERS OF CONTROL AND SWOT ANALYSIS ON ORGANIZATIONAL PERFORMANCE: BALANCED SCORECARD APPROACH. International Journal of Academic Research, 7, pp. 100-112.

Hasso, R. (2015). The influence of a perceived innovation-focused HRM system on employees’ innovative work behavior and the moderating effect of line manager behavior (Master’s thesis, University of Twente), pp. 2-13.

Hunt, V., Layton, D., & Prince, S. (2015). Diversity matters. McKinsey & Company, 1, 15-29.

Phillips, K. W. (2014). How diversity works. Scientific American, 311(4), 42-47.

Rosen, Y., & Tager, M. (2013). Computer-based assessment of collaborative problem-solving skills: Human-to-agent versus human-to-human approach. Research & Innovation Network, Pearson Education, pp. 12-30.

Schoemaker, P. J., Krupp, S., & Howland, S. (2013). Strategic leadership: The essential skills. Harvard business review, 91(1), 131-134.

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