人力資源essay代寫：職業(yè)規(guī)劃的重要性

為什么一個人應(yīng)該關(guān)注職業(yè)規(guī)劃？因為每個人都希望在組織中得到成長，他們的工作伴隨著職業(yè)成功的機會。此外，考慮到員工在工作中耗費的所有時間和精力，為什么不確保他們能在工作和職業(yè)中得到最大的滿足呢？工作地點在很大程度上受工作風(fēng)格和變化因素的影響，它對員工的職業(yè)規(guī)劃產(chǎn)生明確的影響。

這里是每個人在組織中努力提升自我的原因之一。

更少的工作保障：在同一家公司中，如果員工僅僅為了生活而工作，工作保障更少的一些員工不會發(fā)展自己，在其他公司里，好的員工會自動邁出定義明確的職業(yè)步伐。即使是受過良好教育的員工，雇主為了降低成本，不得不裁員來應(yīng)對增長的壓力。在這種情況下。員工需要尋找適合他們的好的雇主和正確的工作。

 

這不是唯一的方法：在高等教育里，推翻組織結(jié)構(gòu)已經(jīng)成為了風(fēng)氣。

 

Why should one be concerned about planning career? Because everyone wants to grow themselves in the organisation they are working with the opportunities for the success of their career. Besides, considering all the time and energy that employees spend at work, why not make sure they get maximum satisfaction from their work and career? The workplace has been affected by a number of different changes or styles, which have definite ramifications for their employees career planning.

 

Here are the some of the factors that makes everyone to develop themselves in their organisations.

 

Less Job Security: With the less job security some of the employees with the same employer they work for life and will not develop themselves, where as in other companies good employees automatically move up well-defined career steps. Even in the case of employees who are well educated the employer has to eliminate jobs in response to increased pressures to reduce costs. In this scenario, the workers need to look for good employer and the right job that suits them.

 

Up is not the only way: In case of higher education, there became the fashion of pulling down of organisational structure. The traditional linear career patterns will not be in large number. In this case the employees have to be more flexible, creative and adaptable in identifying their second job, and they might need to consider some different moves to expand their experience or different skills.

 

Technical Knowledge and skills destruction: Quick advancements in technology and state-of-the-art knowledge require employees to enhance their skills and talent adjust themselves just to remain current with their job requirements. In this fast growing competitive world, the one who wants to survive has to be skilful and much talented for them to be progress.

 

開發(fā)一個專業(yè)發(fā)展計劃--Developing a Professional Development Plan (PDP):#p#分頁標(biāo)題#e#

 

The Professional Development Plan (PDP) is a small planning manuscript that tests your current CPD needs, and it looks at how these may affect employee's lists objectives for the future. And it also helps to structure and concentrate your training needs and will show some of the following points:

 

Where am I now?

 

Where am I going?

 

How am I going to get there?

 

On-going training has long been a major part of the career development of professionals in the interstate and other fields.  Nowadays, with different changes in government policies and priorities affecting industry and profession, the need for training to ensure that skills are up to date and even more important is that challenges one should always be ready to accept.

 

Unplanned training mostly affects the time and money that companies spend on the employees and for the money to be valued and time not to be wasted for this reason you are required to produce a Professional Development Plan (PDP) as part of the process of Continuing Professional Development (CPD).

 

Personal Development Workshops: In running the workshops for the development, below are some of the points which always have to be there,

 

• Objectives

 

• Increase management skills in order to develop core competencies that will lead to increase manager's ability to manage self, manage change, manage others, manage project. Increase employee preservation and increase levels of professional growth and responsibility.

 

• Methodology:

 

• Assessment

 

• Management competency

 

• Management Training

 

樣品車間--Sample workshops :

 

Communication Skills

 

Team Building

 

Leadership

 

Managing Self

 

Managing Others

 

Managing Life Balance

 

Managing Conflict Dealing with Difficult People

 

EFACTOR Motivating Others

 

Coaching Others

 

Organizational Skills/Stress management/Time management

 

Customer Service

 

Biz Builder

 

Meeting Effectiveness

 

Customer Loyalty

 

Managing Change

 

Time Commitment:#p#分頁標(biāo)題#e#

 

Workshops which will vary between full day and half day commitments are held for all the people of the administration the best time it suits them. Roll out, roll up, transition and interim administration to assure flow of program

 

The organisation which I will be taking to explain the Personal Development Plan is Tesco. I will be working on Tesco Stores to explain the development of the employees from store assistant to store manager.

 

介紹--Introduction:

 

http://t1.gstatic.com/images?q=tbn:ANd9GcSMpK9bzPSYbZ_Coa4FBKqW4K7UMHn0s6MSp5HqkgKSnMqp6giNoQ

 

Tesco is one of the largest retailers in Britain and is also ranked third largest retailer grocer across the Europe, USA and Asia. The foundation of the firm was formed in the year 1919 with the very own of owner of the organisation named Jack Cohen. Mr Cohen used to sell groceries in the East End of London on the stalls. T.E. Stockwell who was not doing good in business finally decided to sell of its tea stock, than Jack Cohen decided to buy the left over stock of tea from his company. Jack decided to combine both of their names and given the name TESCO Tea and started their business. North London was the place where the very first store was opened in the year 1925. They were very keen on the customer's needs according to their customer's needs they used to keep the products in their stores. There was a profit was seen of £3 billion of net profit. The main aim of the Tesco stores was to keep their customers always happy by providing the great customer service. And finally all over the UK nearly 2,500 stores were opened employment rate was very good and they were numerous employees nearly 290,000 working in different departments in the store across the UK and a large number of nearly 480,000 across the worldwide. As the company was increasing their workforce increased at the same time. Now and than lot of vacancies started coming in the stores. Tesco Extra in most of the high streets were opened keep some of the stock for the customers. And there are after Tesco started banking, insurance services they have grown rapidly, even they started doing the mobile contracts and pay as you go mobiles. Finally Tesco became the one stop shopping for people as they can buy all the stuff they needed from soap to sofa. Tesco started doing catalogues in which they give brief description of the items they do.

 

Tesco's employees work in almost all different departments in store and non-store functions such as;

 

• Customer Assistants who will be always there in the shop helping customers directly or taking online orders and picking the items for them who ordered.

 

• There will be different Department Managers who will lead a team of Customer Assistants followed by supervisors for different sections.#p#分頁標(biāo)題#e#

 

• Store Warehouse employees who work off the shop floor will help in sorting out the stuff and helping in catalogue and in all the distribution centres.

 

• Staff working in head office they work in different sections which includes Buying, Finance, Personnel or Marketing.

 

• The hardest tough job done by the Logistics staff, their job is to carry out the distribution of items to different stores.

As a big organisation Tesco understands and respect of the increasing knowledge, improving skills and satisfaction of jobs of employees as an important thing and their growth in the company. In the present assignment we will be looking at how the retail giant Tesco provides growth and training development for their employees.

 

訓(xùn)練必要點的把握 --Determining training needs:

 

Always Tesco has aimed to increase and expand requires the business to have the righteous people, in the righteous place, at the good time. Many aspects which affect employees planning:

 

• The opening of new stores in new places means that Tesco must adapt to different demands made by buyer. For examples, stores which are in dense populated areas may need to sell a high distribution of popular goods in order to meet the requirements of its customers, so selecting that stuff requires a proper and clear understanding of the customer profile in that particular area where planning to open a new store.

 

• They are two different roles in Tesco which are In-store and non-store which is based on the posts they might require and different appropriateness.

 

• Employees who are talented with a wide proficiency range and more flexible are supposed to be more industrious for the firm.

 

Tesco take people from different backgrounds and all the employees of the company have the Opportunity to grow and develop their career in the company. Tesco as a good organisation check the performance of the employees on a regular basis to see how they are doing and if any of the employees could not understand or give their best than those employees will be taken special care and they will try to sort them out looking into their loop holes. By doing this it will benefit the managers to understand about their skills and the proper knowledge they have and to decide what role suits them best where they can fit them. And by doing the reviews annually and the discussions about the careers than employees can ask and apply for training which suits them best. For example, All the managers from Distribution Centres, Head Office and stores can spend some days in a store to understand the business and by participating like this they can understand more about Tesco.

 

The Tesco management structure concentrates on three key elements to make understand appropriate behaviour in employees. And further these helps them and links to nine crticial success factors, which breaks into some other different levels of understanding. This structure helps to recognize those employees with the promising skills to be the 'best leaders of the future'.#p#分頁標(biāo)題#e#

 

Tesco always concentrates to develop leadership at each and every level part of the organisation. There were nearly 3000 managers in the last year out of which nearly 90% were from in store and the promotions were internal in the United Kingdom and many more were promoted to some good designations. One in every ten employees of the company always takes part and comes forward to develop their skills and activities. Before they go ahead with the development and training first the employees tries to find out the loop holes in their skills and knowledge by which it shouldn't be any problem for them when they are undertaking training and development program. The gaps which found will be recorded in the Personal Development Plan (PDP). The decision how to overcome this gap will be decided by the employees and duty managers. Tesco's training and development programmes lets all its employees to develop the skills they need to help them in their careers.

 

訓(xùn)練--Training:

 

http://ategabusinesssolutions.co.uk/images/Training%20Pic%202.jpg

 

To achieve knowledge and skills the first thing one need to concentrate on is Training for a person to carry out specific task training is compulsory. Training benefits employees in different ways:

 

It helps increase their sense of ownership in the business and to understand the business.

 

With a proper training program, employees will know how to use their time more effectively.

They become more prepared, productive and flexible and are better able to meet the needs of internal and external customers.

 

Knowing something rationally or theoretically one never knew before for example; operate a cash register or work in the bakery section.

 

Tesco has supple and structured ideas of training and development, which takes to individual employee needs. This allows and helps the learners get well prepared when they are at ease, understand why they need to learn the particular task in training to develop their skills and leadership capability. Both on and off the job training are offered by the retail giant who helps the employees to learn more as this is the different way of training that includes:

 

• Shadowing - existing employee shows the new employee or trainee how to do the job.

 

• Coaching - a duty manager or the employee who is designated to help the trainees will work with them and solve their problems as they do it and find the solutions.

 

• Mentoring - senior staff member will act as an adviser.

 

• Job rotation- in this aspect the trainee gets a chance of covering their target role by taking full responsibility of the task on a temporary basis.#p#分頁標(biāo)題#e#

 

發(fā)展--Development:

 

http://www.scnsoft.com/images/content/development_process_2.gif

 

Source: http://www.scnsoft.com/DevelopmentProcess.html

 

Development is about serving the person with the knowledge, grow and increase their abilities. Shared responsibility approach to training and development is followed by Tesco. The trainee is mainly responsible for his or her development. Both the trainee and the duty manager help and contribute to the programme by: Employees are encouraged to ask them strategic questions in the company in order to measure their skills and ability towards the progress:

 

1. Do I know how?

 

2. Can I do it now?

 

3. What are my current skills?

 

4. What do I need to achieve a higher position?

 

Options programme followed by the company gives a long-term strategy for development for the trainees. The employees will be asked to a plan which will help them in understanding what they have learned and develop their own skills. This kind of plans will help the trainees to do their own this allows trainees to carry out their own examination of progress. And personal development helps the trainees to come out with a good sustainability. In this aspect employees will be having more positive attitude at the job which is very much important in the organisation.

According to the company taking new people into the company will cost them more instead they can train the existing employees who already know about the business and it will be easy for the training staff to make them understand about the job profile which they will be taking on . By this kind of development the employees can motivate themselves they will support the company and the company will grow rapidly. So Tesco as a company always look for the staff who is more flexible rather than the employees who give their time table for certain days. Below is the table which shows the description of the trainee and the line manager how the trainee is doing and what needs to be improved.

 

Trainee

 

Line Manager

 

Identifying and agreeing development needs

 

Helping to put together the personal development plan

 

Attending workshops and development days

 

Coaching and guiding the trainee as needed

 

Collecting evidence of achievements

 

Review performance on a daily basis to ensure the trainee gets best from the training

 

Using the feedback receive to improve performance and review their development plans.#p#分頁標(biāo)題#e#

 

Providing feedback

 

Source: http://www.thetimes100.co.uk/download-tesco-edition-14-full-case study_132_359_920

 

培訓(xùn)和發(fā)展的好處--The benefits of training and development:

By training and development the work will be well organized and all the subordinates becomes fairly easy i.e., the span of control of the managers increase which help the Tesco in low costs and thus better allocation of resources takes place in the company. It also helps the managers effectively and efficiently attains the company's goal. By training the existing employees get updated with the latest skills and techniques which in turn increase the productivity per employee increases. Tesco's main target is to offer the exceptional customer service better than competitors they have to inspire the customers with a high confidence.

 

Tesco gives tools for highly prearranged monitoring and correction of training and development. If they want to measure and continue to see what are the output of the training and development they need to have SMART objectives:

 

• Specific - Be accurate about what you are going to achieve

 

• Measurable - measure your objectives

 

• Achievable - Are you trying to do very much?

 

• Realistic - Do you have the income to make the objective happen

 

• Time-framed - State when the task or training has been done

 

In aspect of appraisal Tesco is well known for its appraisals. Stakeholders who are in touch with the employees give them the feedback about what going on in the company. All the Duty Managers and trainees comes together for so called interview weekly to review and find out how the trainees had been performing in the training and development programs. The feedback will be taken by the managers and it is fully review and they come out with the decisions of keeping the employee in the same position or promoting them. This is how the duty managers or line managers rate the trainees on a weekly meeting held in between them.

 

結(jié)論--Conclusion:

 

Tesco thinks the growth of the employees is one of the most important factor for them to go far beyond the competitors. They think if the training and development is done effectively that is fair chance what employees think they got to prove themselves in the company. Tesco always welcomes the employees who are flexible and helps in the growth of the company. Tesco always wants its customers to be very confident every time they visit which will be delivered by the employees of the organisation. Finally because of the training and development the approach which Tesco follows is the best technique and way to train their employees to some good places with in the firm.#p#分頁標(biāo)題#e#