Answer To: MGT600_Assessment 2_Case Study.docx XXXXXXXXXXPage 1 of 8 ASSESSMENT 2 BRIEF Subject Code and Title...
Soumi answered on Jul 21 2021
Running Head: MANAGEMENT, PEOPLE AND TEAMS 1
MANAGEMENT, PEOPLE AND TEAMS 21
MANAGEMENT, PEOPLE AND TEAMS
ASSESSMENT 2: CASE STUDY
Executive Summary
The following assignment provides the information about the way CST can implement change in the organisation to improve its performance. It has been observed that the organisation needs to implement change in the employees and hired skilled employees to handle the technology of the organisation. The performance of the employees is very low and there is large gap between technological skills and capabilities of the employees to handle the new technology. The organisation is a communication and software developer organisation who cannot work properly without the implementation of advanced technology.
The change needs to be implemented in the employee base to improve the process and functioning of the organisation. The employee base can be improved by hiring new talent in the organisation. This assignment is a report, which consists of way CST organisation can attract the talent in the organisation. It provides the information about the retention of the talent. It gives the brief idea about the formation of team based high performance employees culture and its impact on the organisation. It discusses about the importance of change in code of conduct of the organisation to improve the performance of the organisation.
It also provides the suggestions of method employees can be drive to achieve the targeted goal of the organisation. It provides the method to improve the capabilities and performance of the employees. It identifies the reasons for the under-performance of the employees in the organisation. It suggests some crucial techniques, which can develop capabilities in employees. This report is concluded with the conclusion and recommendation.
Table of Contents
Executive Summary 2
Introduction 4
Ensure CST is Well Positioned for the Future by Attracting and Retaining the Best Talent Possible 5
Attract 5
Retaining the Best Talent 7
TEAM BASED HIGH PERFORMANCE CULTURE 9
DISCUSSION 9
BUILDING EMPLOYEES CAPABILITIES AND PERFORMANCE 12
REASONS FOR EMPLOYEES UNDER-PERFORMANCE 12
TECHNIQUES TO BUILD CAPABILITY AND PERFORMANCE 13
Important steps for building a capability development strategy 15
Recommendation 15
Conclusion 16
References 18
Introduction
As per the case study, CST, the multinational communication and software developer organisation served the defence and emergency service organisation. It has been observed that the organisation has lost three major tenders against their competitor. On analysing the situation, some of the major issues were identified in the organisation. These issues include poor performance of the employees, low engagement of the employees, resignation of the key specialist, declining of the retention of the employees, and gap in technical skill and capabilities.
Overall, major changes need to be implemented in the organisation to improve its functioning and process. The change needs to be implemented on two aspect of the organisation. These two aspects are people and technology. The implementation of the change can only be done using proper change management. The key role of the change management is to facilitate the change in the organisation smoothly by preventing the formation of resistance in the organisation towards the change. It has been observed that people, infrastructure and technology in an organisation are inter-dependent on each other.
Implementation of change in one domain can affect the other two. Thus, change in organisation can be done by formation of proper framework, which includes all the factors where work is done to implement change properly. Since employees functioning are very poor, talent management is needed to attract the capable employees to join the organisation. The following essay includes method of attracting new talent for the organisation, selection and retention of the talent, formation of high-performance team and building of employee capability and performance.
Ensure CST is Well Positioned for the Future by Attracting and Retaining the Best Talent Possible
Based on business theories, understanding the employee life cycle allows organisations to increase productivity, attract talent, improve performance and provide excellent customer experience (Fjell, 2017). Employee Life cycle involves seven stages, which are attract, recruit, on-board, develop, retain, separate and alumni (Fjell, 2017). To contribute to the success of CST, stages such as attracting and retaining will be discussed in detail to provide some recommendations of improvement to this organisation.
Attract
Hiring the right people will allow the organisation to be more efficient in their processes due to the fact talent staff will be self-motivated to produce the best results and will add value to the organisation (Collins, 2019). The first step for attracting employees is to project an excellent image to the public. This could be done by implementing strategies such as employer branding and employee value proposition.
Employer branding refers to the way marketing is applied in the recruitment process through social media (Jepsen, Knox-Haly, & Townsend, 2015). At the time of searching for jobs, people research on social media information in regards salaries, flexibility and interviews to choose the right company to work for. For example, in Australia, many people before applying for a job, search information from Glassdoor a social media that contain detailed information about organisations and reviews from employees who have worked there for a specific period of time. This is important to Organisation due to the fact this can affect the reputation in a positive or negative way.
CST should follow up the reviews on social media and work to achieve a high reputation in order to attract potential staff. Furthermore, information obtained through social media is useful for employers because they can evaluate how employees have perceived the organisation and it is also useful to analyse the performance of competitors to create strategies of improvement.
Organisations also needs to promote its own attributes such as organisational culture and workplace climate in order to increase reputation and catch the attention of prospective candidates who could identify with the same values of the organisation. Employee value proposition is defined as a set of aids offered by an organisation in return for the skills, abilities and experiences an employee contribute to the organisation (Minchington, 2015).
The following graph shows the elements required to elaborate an excellent employee value proposition:
Elements of Employee Value Proposition
Graph 1: Employee Value Proposition (Martic, 2018)
These elements should be considered at the time of advertising the job position and should be mentioned during the recruitment process. Human resources should create and effective recruitment and selection process where job seekers could perceive there is a high level of engagement from organisations to employees since the start of the recruitment process. During the recruitment process managers, should be very specific by explaining the job description to employees and work with human resources to tailor interviews, which will contribute to choose the right candidate.
Retaining the Best Talent
Motivation is one of the factors that influence employees to continue working in the organisation. Motivation is the key to achieve personal and professional goals. Understanding how motivated employees are in the organisation could reduce poor performance and the number of resignations.
According to the acquired needs theory (McClelland & Boyatzis, 1982) there are three needs that have important implications for motivating employees:
· Need for Achievement
· Need for Affiliation
· Need for Power
People who have a need for achievement are focus on being successful. These employees are satisfied when they meet deadlines and are motivated when they have the opportunity to propose their own ideas, solutions and planning (University of Minnesota, 2015).
A good way to retain these employees is by offering training, support and all the tools required to achieve the goals. Individuals that have a need for affiliation are motivated when their ideas or projects are accepted by managers (University of Minnesota, 2015). To keep them motivated, managers should focus on reward and recognition system. Staff member that high need for power, a good way to...