INUB TRAINING REPORT
Abstract
The INUB training based in Bolton is termed local with a small workshop. The small force worked closely with the ancient personnel department. In recent years, the management and the senior officials suggested making some adjustments in terms of improving the performance of the organization if the company has to expand. The aim of the training is to identify the importance of making people effective in an organization concerning their wellbeing organizational performance. Secondly, it is to identify the people’s development tools and techniques and, finally, is to identify the importance of external factors on managing people. To achieve the set goals of the organization, the senior officials and the management appointed a new human resource manager to shape the people’s function in the business as well as improving motivation based on the performance in the company.
Tools And Techniques In Improving Organizational Performance
Organizational performance entails the actual output of an organization. This output is measured based on organizational goals. Corporate performance includes finance, operations, legal, and development of the organization. The importance of organizational behavior is to improve the customer’s effectiveness and thus to maximize the value of the customer. The study on the relationship between organizational performance and strategic management tools and techniques is minimal as compared to the reviews on the relationship between strategic planning and execution-only. However, the empirical studies on the relationship between organizational performance and vital management tools are minimal; some research shows that utilization of management tools and techniques affects organizational performance (Iseri Say et al., 2006; Al-Khadhash & Feridun, 2006; Indiasty et al., 2014).
On the other hand other some studies show that there is no relationship between organizational performance and strategic management tools and techniques. Organizational performance is influenced by the adoption of management tools (Iseri Say et al., 2008). In this finding, there existed a positive relationship between organizational integrity, customer equity, competitive positioning, and tools and techniques adoption. In another study, the results were that the connection between the organizational performance and the strategic management tools and techniques is weak, and the only view of the strategic management’s tools and techniques are connected to the performance. From the research, however, it worth noting that different technique utilization helps managers to improve organizational outcomes. The outcomes include revenue growth, market share, and overall revenue. Most of these researches conclude that profitability, cash flows, and revenue are brought about the customers’ loyalty and satisfaction. Tools and techniques used in operation aim to bring about competitive advantage in production project management activities and distribution. A tool that is used to provide a basis for deciding for predicting and performance of the company is handled by the financial management. Managers, therefore, can define, develop, and implement a solution to existing organizational problems.
The role of employee well- being in improving motivation and performance.
As a manager, it is paramount to ensure the wellbeing of the employees in an organization. Based on the study of the INUB training, once an individual has been granted an opportunity to be a human resource manager, they should execute their roles to ensure that the organization achieves the stated goals and objectives. It is therefore clear that from the study, a human resource manager should have a plan laid to encourage and support the employees on many levels. Recognizing their contributions to the success of the organization is worth it. In this study, it is clear that employees work to their best standard when they feel appreciated at their workplace. Also, it is worth noting that their health and relationship are essential aspects to keep so that they can deliver the best of them. On this note, the following reasons are seen to make employees happy and become beneficial to the organization.
Firstly, the research shows that the employees who are well are engaged. Thy physical health and right emotions make the employees more committed to their jobs in their offices. If employees feel supported and appreciated by their employers, they take an extra mile since they know that their commitment and willingness are rewarded. The physically and emotionally healthy employees, too, are more reliable and can be able to cope with the stress that may arise in their workplace. This is a virtue that gives employees a conducive environment for working and improves the production in an organization. Lastly, the healthy employees are often at work; therefore, as a manager, it is advisable to keep employees healthy so that the employees do not miss reporting to jobs always. Employees who are struggling with physical and emotional challenges are not committed to work in their offices because they often call for sickness. This renders their time in in-office less productive, unlike when the employees are healthy. Human resource managers should consider the employees healthy because it enhances hard work among the employees, which results in I high return income and thus saving the organization money.
After recognizing the importance of maintaining the wellbeing of the employees, the human resource manager has to implement some methods of boosting this wellbeing of the employees. From the research, the following are ways of improving the employees’ welfare in an organization to enhance teamwork, which in turn makes the working environment excellent. Firstly, the research suggests that employees should be given flexible options. This means that the employees should be given a variety of options, including giving them some time to work from home or to work in any other place where he feels comfortable, which may not necessarily be the office. Providing employees with flexible enhance their wellbeing in that they can achieve their work balance. It is also paramount to give the employee some self-service in management, for instance, biometric timekeeping and remote schedule for flexibility. Secondly, the right workplace also recognizes the employees’ events like birthdays, anniversaries, and exceeded sales, among others. As a human resource manager, recognize your employees as people and celebrate with them their special events. It is also worth noting that human resource managers should address their employees’ wellness and allow the employees to work in ways that best suit their needs. Creating such wellbeing and freedom in organization flexibility is encourage, and thus, the employees work tirelessly for the benefit of the organization as well as earning their rewards. Lastly, a human resource manager should provide feedback to the employees. The employees’ feedback should be customized. This feedback is very vital in creating a supportive and engaging workplace. It is always good to give positive feedback to the employees so that the leaders can reward effort and make necessary adjustments and, in turn, to achieve greater success.
Conclusion
Based on the INUB training study, many factors bring about success in an organization. These factors are supposed to be identified, developed, and implemented by the human resource manager of the organization. Therefore a manager should be in a position to address arising issues in and organization, identify problems, try offering the solutions to the issues identified, and as well implement the best projects that bring an excellent success to the organization. It is also crucial for the managers to keep the spirit of the employees by ensuring their wellbeing, the wellbeing of employees bring motivation to the employees, and commitment as well.
Appendix
In an organization, there are a lot of issues that come in between besides the problems within the organization. These issues have a significant influence on the progress of the organization. The problems that are outside the organization premises and have a high impact on the development include political influence, economic influence, sociological influence, technological influence, legal influence, and environmental influence. Political power in an organization can be brought about by the organizational employees who may not be having the competence to carry out their job; therefore, the source of income involves them indulging in nasty politics. There is a long list of how politics influences the organization, but we are only going to discuss three influences of politics in an organization. The first influence of politics in an organization is the decrease in productivity of the organization. Once the organization is affected by politics, the employee’s output is lowered, thus lowering the organization’s productivity. From the observations, employees who indulge in politics have less time to concentrate on their jobs. Politics at the workplace, therefore, make the employees not to achieve targets in time and thus rendering the organization work to delay. Secondly, politics influences the attitudes of employees. If politics is within the organization, the employees who are often working hard loses morale and attends the offices for the sake of only reporting to the job. Even if in case an employee works a hundred percent delivering the duties, the work is just unrecognized, destroying the employee morale. Lastly, politics in an organization as well bring wrong information delivery. Employees who are often indulged in politics are non-performers. They tend to spoil the rest of the employees while trying to get undeserved credits at the expense of others.
Economic influence in an organization can result in low organizational production. According to the study, economic impacts such as inflation, interest rates, and taxation influence a business organization. For instance, the interests that are given by the organization are often controlled by the government. These interests keep on changing with time, and thus, it affects the organization’s progress. Sociological influence in an organization is brought about by society’s factors that bring about an alteration in the consumer’s trends and spending habits. These factors that bring alterations include the consumer’s taste, fashions, and cultural values. The norms of the organization are, therefore, altered by how these factors change the consumer’s preference. The impact may turn to be positive or negative, depending on the consumer’s choice. If the consumers like the product, it will result in a positive effect on the organization in contrast if the consumer doesn’t like the organizational product or services then organization the will have a negative influence, and the level of production and offering of services goes down than the normal and generally resulting in inadequate production. Technology also has an impact on organizational progress. Most organizations have currently registered a significant improvement in terms of speed in the delivery of services and products due to the availability of sophisticated machines and ideas. The increase in delivery speed of services and products has also affected the quality of services and products.
An organization also has legal influences; the organizational, legal influence includes the securities of the organization, the consumer protection, tax, and contract. Every organization has a set of rules and regulations that govern the employees and the officials. It is the role of the human resource manager to ensure that all these set laws are adhered to ensure smooth running in an organization. Lastly, the environment also has an influence on an organization in terms of the goals of the organization. The organizations that are located in areas with environmental problems are always inconsistent because they are affected by environmental factors such as floods or extreme droughts.
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