Question

Management Style, Applied

You recently completely overhauled several aspects of employee benefits, including health insurance and compensation packages. You have also developed clear succession plans and career development plans to assist in the retention of your current employees. You are pretty excited about the changes and feel they are better for the employees, while costing your organization less money. These plans came from your development of a strategic plan and goals set last year. You think these plans will result in lower turnover.

However, in four recent exit interviews, the former employees mentioned the lack of communication from your department on the changes you made. They said they did not feel well informed and are disappointed they were not notified. In addition, they complained of micromanagement on the part of two particular managers. They said they spend half of their day responding to their managers with project updates, instead of working on the projects themselves. As you begin to think about these exit interviews, you realize that development of the strategic plan and implementing it simply isn’t enough; you must communicate the changes to employees as well. You also have a bit of concern about the management styles mentioned and think it might be a good time to offer training on effective management to your entire company.

QUESTIONS;

1. Using concepts from this chapter and other HRM chapters, develop an outline for a training program on effective management.

2. Discuss some of the ways you can communicate the following topics to the employees: changes to benefits, training opportunities, compensation plans, and succession plans.

Answer 1

Answers-

1. A thorough training program for effective management aptitudes can be very basic in such manner.

The training program must be developed utilizing the ADDIE Model of Training Development.

Investigation: All the essential partners of business must sit together to recognize the training needs. As needs be the long haul and transient training destinations can be developed.

The goal of this training program will be to prepare authority about the effective management aptitudes and abilities, relational abilities, administration aptitudes, and so on.

Structure: The plan of the training program must be finished remembering the training beneficiaries. In the event that the students are significantly millennial, e training can be considered as the method of training conveyance.

Development: Phase-wise development of the training program must be finished. The training content just as training tests must be developed deliberately.

Usage: After the training program is prepared, it very well may be turned out for execution. A pre-test can be directed to check the competency and ability level of the employees before the training program.

Assessment: Kirkpatrick's training assessment model can be utilized to assess the general effectiveness of the training program.

2. A portion of the manners by which the following can be communicated to the employees:

Changes to benefits: This is a significant disputable topic and can prompt disarray.

Thus town corridors and then center gathering conversations can be led to communicate the changes and comprehend the inquiries of the employees.

Training opportunities: A training entrance can be the best stage where the training opportunities for all representative levels can be delineated

Compensation plans: Compensation changes from level to level. Subsequently balanced conversation will be the best method of correspondence

Succession plans: Succession plan can be very emotional and shift from individual to person.

Balanced centered conversation of the worker with prompt director will be the most ideal path for correspondence.

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