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Week 3
Gabe Galbraith
BUS 692 Strategies in Human Resource Management
Dr. Warren St. ames
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Results of the Assessment
'he results o( the assessment hel)e* in making *ecision about con*ucting the training
)rogram. 'he actual re+ie,s *emonstrate* )ro*ucti+it- o( Blue.in/ ,hich is making
im)ro+ement in the (iel* o( technological inno+ation ,hile utili0ing the time (rame. Blue.in/ is
o((ering bran*1ne, inno+ati+e ser+ices (or the customers in *i((erent *e)artments. 'he research
com)lete* ,ith a sta(( anal-sis sho,s that the sta(( is not enthuse* to assist in choosing one
)ro*uction )rocess an* there(ore is not allo,e* to ha+e an- resol+e.
'he in*i+i*uals currentl- em)lo-e* at Blue.in/ are )lace* into their s)eci(ic ,ork areas.
Blue.in/ is e((ecti+e ,hen it comes to correct number o( sta(( lists along ,ith +ali* management
)roce*ures. 'he com)an- can )ossibl- use *e+elo)ment ,ithin transmitting *e+ices to hel) such
areas ,hich accor*ingl- ma- lea* to im)ro+ement to hel) ,ork on the 2ob. 3lmost e+er- sta((
member ha* the right abilit- instructe* to )er(orm their )articular 2ob4 un*erstan*ing that their
e((ecti+e )er(ormance is certainl- a*mire* b- the cor)oration ,ith the best )ossible re,ar*s.
'he thing is the em)lo-ees are surel- not encourage* to s)eak ,ith the manager an* the-
also are not allo,e* to take )art in *ecision making )rocess. 'he hiring s-stem o( Blue.in/
nee*s consi*erable thought as there is a loo)hole (or right technological s-stem ,hich coul*
make the ,a- to con*uct )ro)er recruitment (or the organi0ation.
'he HR *e)artment o( Blue.in/ consists o( kno,le*geable )ersonnel an* the- (ace
issues in the )rocess o( hiring. 5ne reason is not in+esting in this area an* the HR *e)artment is
not *etermining the issue.
6areer De+elo)ment gets recogni0e* as something that usuall- takes )lent- o( time an* it
ma- be as sim)le or ma- be as com)le/ as the organi0ation makes it. ob Gro,th is clearl- a
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(actor like a manager *e+elo)ing a one1on1one communication ,ith the sta((. 'he Blue.in/
6om)an-7s ,orkers are ha))- ,ithin the organi0ation because the- treat them great but the- still
ha+e to )re)are a career *e+elo)ment )lan in or*er to retain the best ,orkers but the- are
reluctantl- ignoring this area.
'he em)lo-ee nee*s moti+ation (rom time to time in *i((erent (orms so that the- can
,ork (or a long time in the com)an-. Blue.in/ hasn7t installe* a technological net,ork ,hich
can sort this issue out (or them. 8n some cases their sta(( is en2o-ing res)ectable (acilities an*
e/tra )erks ,hile the others are onl- recei+ing the usual com)ensations. 'he com)an- shoul*
recogni0e this issue other,ise the com)an- ,ill lose its most e((icient )ersonnel.
'he com)an- also o((ers training (acilities to the em)lo-ees ,ith the )assage o( time. 'he
con+entional training )rograms are being manage* to )ro+i*e technological a*+ancement to the
,orkers so that the- can kee) u) ,ith the latest *e+elo)ments. 'he technolog- is changing e+er-
*a- an* the organi0ation shoul* ha+e this mo*i(ication in )lace as it ,ill hel) them to mo+e ,ith
the ,orl*.
3s the business gro,s it hires more em)lo-ees an* the greater is the *e)en*ence on
em)lo-ee su)er+ision. 'he most e((ecti+e an* technicall- a*+ance* means o( catering to this
nee* is using sta((ing 9Shi))s4 2$$!:. Sta((ing inclu*es choosing the best in*i+i*ual ,hile
utili0ing the right kno,le*ge4 skill4 an* abilities.
5rgani0ations all o+er the ,orl* are increasingl- o((ering career *e+elo)ment su))ort to
their sta((. B- e/ten*ing this )ackage4 such com)anies are securing best em)lo-ee retention4
im)ro+ing talent management4 an* increase* +isibilit-. 'o e((icientl- im)lement career
*e+elo)ment )lans4 the best com)anies *e)en* u)on technolog-. Sel(1e+aluation tools )ro+i*e
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,orkers ,ith a higher un*erstan*ing o( their skills. 'his *ee)er4 in*i+i*ual un*erstan*ing re(lects
in the em)lo-ee;s ,ork li(e4 allo,ing them to ca)itali0e the +arious o))ortunities a+ailable. 'he
corner stone o( career *e+elo)ment )rocesses are automate* sel(1e+aluations 9<atton4 2$$6:.
6areer De+elo)ment So(t,are allo,s em)lo-ees to sel(1e+aluate their choices4
)ersonalities4 abilities4 skills an* realit-. 3lso4 it tracks ga)s an* *e+elo)ment ,hile using
)o,er(ul coaching instruments (or managers an* HR managers. <ro+i*ing ,orkers ,ith
in(ormation on internal career choices hel)s them to a))ro)riatel- )re)are themsel+es (or ,ork
shi(ts that ,ill hel) themsel+es an* the com)an-. 'he training o( the ,orkers shoul* also be
*ra(te* b- the HR *e)artment an* training (acilities shoul* be su))lie* to them b- the
)ro(essionals (rom ,ithin an* outsi*e the com)an-.
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References
Shi))s4 B. <. 92$$!:. 8n(ormation 'echnolog- Sta((ing Strategies= 5n the Roa* to >agilit->.
<ro?uest.
<atton4 Wen*- M. M. 92$$6:. 6areer De+elo)ment an* S-stems 'heor-= 6onnecting 'heor- an*
<ractice. @etherlan*= Sense <ublishers.