Training and Other Thoughts

This past week I have been writing a paper for this HR class. I decided to write my paper on Success for the Workplace: Understanding Training and Performance Reviews Benefits. I find this topic interesting because I have always felt that training employees is very important. What I did not understand is how training can prevent a lot of company issues.

One idea that I have been thinking a whole lot more about is businesses that create competency. This incorporates hiring competent managers that have the skills to drive businesses forward. This includes people skills, communication skills, ability to analyze business and employee weaknesses and set plans and goals for change, and ability to lead people. Competent managers have the abilities to perform all operations and create success. I strongly believe that successful employees create successful businesses. Managers are at the forefront directing this longterm success.

Another thought that I had was about how important people are for any organization or business. And, if people are what drive successful business, shouldn't they be given as much attention as possible from the organization? This would include training, performance reviews, great leadership, organizations and plans, proper pay, incentives, valued culture, and company transparency. All of these things and more help retain employees and create employee loyalty. They also foster growth within the company which in turn only fosters people who want to succeed. I've said it before, but successful people create successful businesses.

Working Internationally and Organization Culture

One of the things that I found interesting was the topic of working internationally. When working overseas (outside your bubble) there is this process of adjustment. The stages are: Honeymoon à Culture Shock à Learning à Adjustment. At first (the honeymoon stage) things are exiting. They’re new. But then the employee realizes that he doesn’t fit. Things become overwhelming. That creates the culture shock. Then the employee will try to learn better the culture so that they can fit in better. As the employee learns his rolls and abilities in that culture they will make appropriate adjustments. With all of this, it is important to give that international working employee the proper support. This could include additional benefits, family moves with the employee too, etc, otherwise they will get burned out and not perform productively. Because of that possibility, it would be worth proper investments from the company for that employee’s support and training.

Another thing that we talked about this last week was elements on organizational culture. One thing that stood out to me is when employees are valued. I would be willing to bet that nearly any company would say that they value their employees. Regardless of what a company may say, it’s their actions that really show the culture. Seeing that this blog is for my HR class, HR is one of those organizations (or part of an organization) that is often lessened by its rolls (not given credit for everything that they truly perform or can perform). HR is much more than the payroll or legal department. HR should have the ability to aid companies to value their employees.

Labor Unions

For whatever reason, people from a specific local state seems to have a negative view of labor unions… and I don’t know why that is. So far as I can see, as long as labor unions and management come to cooperative agreements they can be very effective. These labor relations can provide protection for both employees and organizations. For employees they provide safety in numbers, benefits, and perks. For organizations it provides employees who have shared responsibilities to the organizations if they are to keep the union benefits.

During class we talked about the decline in private sector organizations that deal with labor unions. Over the years union memberships have declined. At first I thought this decline very interesting. After contemplating it I realized that organizations have begun to offer the same union benefits directly to the employees. Organizations have taken upon themselves to treat their employees with proper benefits. By doing this the employees have no need to join unions. There are also agencies that now protect employees therefore eliminating the traditional need for labor unions.

If anything, that at least I can for-see, labor unions have a bad wrap because of the ability to gain control in numbers. Large unions can have strong sway over organization’s decisions for their employees. Businesses have the ability to gain cost savings when they keep their employees from joining unions. Businesses can control things easier... but if they are to have happy employees, they will need to offer similar benefits that unions generally would provide.