The researcher need to answer the following:
- What is the importance of induction programmes and how it will affect the performance and output and what are the challenges faced by the organization during this process and how these challenges can be solved?
- What are the different training programs available which can be used by the organization and what will be the possible challenges and their solutions to overcome these challenges?
- Describe various types of management and leadership styles and their usage with the help of a comparative study.
- Evaluate the connection between organizational structure and culture in the chosen organization.
It is an known fact that employees are referred to as biggest asset an organisation can possess. The attitude and performance which has been delivered results in success and failure of an organisation. The concept of People management revolves around recruiting and managing capable human resources with an organisation so that its goals and targets determined can be fulfilled (Abiteboul, André and Kaplan, 2015). To achieve the same it is essential for an organisation to conduct right leadership and management approaches so that success of an organisation could be fulfilled. This assignment focuses on working of Vodafone. It is an multinational organisation known to provide numerous employee opportunities to people. This assignment focuses on the importance of induction programme along with its impact upon output produced. The training programmes and leadership approaches are taken into consideration along with the issues encountered in the process.
Highlighting importance of Induction programme along with possible challenges
Induction programme are referred to approaches which helps in making an employee familiar with the environment and organisational set-up. The major element which are undertaken in this process are defining terms and conditions relating to employment along with stating policies on grounds of health & safety, training and promotion. The major importance which has been facilitated by induction programme are as follows:
Building of workplace culture: The crucial role which has been provided by the induction programme is that employees are provided with an opportunity to assimilate themselves in the working environment of an organisation. This behaviour stands very important as new recruits are able to understand element which has been vital in delivering value in the business which in aggregation helps in enhancing output which has been produced with organisational premises (Arias, 2015). However, the major challenge which has been identified in this step is that employers does not pay much attention to this process which later results in hazard.
Productivity: Productivity is defined to be state of an employee of being productive with the tasks which have been provided to him. It can be stated in terms of efficiency of an employee along with capacity to yield maximum output with minimal use of resources. This situation could only be possible when new recruits are provided with chance to grasp the manner in which activities are carried out within organisation. Induction programme makes sure that they learn to accomplish the task in the best manner possible and not inclining towards shortcuts. The employers are tend to focus less on forming a right induction programme which is able to assist and encourage employers in numerous manner. The reason for which it is not considered is that it is a time consuming process and costs an organisation with the financial resources. Employees which are hired in situation of crisis are not provided with a chance to absorb the manner in which work is carried out and are taught shortcuts of accomplishing a task which results in poor individual and poor growth of individual (Herre and et. al., 2016).
Employee Retention: Employee retention focuses on the policies and practices which are formulated by employer persuading an employee to stick with an organisation for longer period. But there is a crucial need for employer to invest adequate time and money in formulating and strategising approaches which leads to higher employer retention with the business. The major factors which are to be focused in this approach are salary, growth prospects and environment which has been catered to employees. The undertaking of of induction programme makes sure that employees are able to transit to a new job and are able to absorb themselves in the organisational culture. Such mentioned factors makes sure that employees are retained with an institution for longer period of time. There is a need to incorporate distinct media and sources so that need of the circumstances could be fulfilled.
Compliance: It is an approach which helps focuses on complying with the laws and regulation which are formed by the government. They are defined to be organisational effort which ensures that industry regulations and government legislation are abided. There are numerous regulation which are formed by the government on grounds of health and safety, bullying and sexual harassment. It is very important for employer to provide education on mentioned grounds to employees so that they are able to know their right and privileges of working with an organisation (Hornstein, 2015). The major challenge in this segment is that an organisation focuses on the regulation which can get them in legal trouble. The continuous redefining in the legal and regulatory system is not very well managed by a business with its rigid induction programme.
Business Reputation: it is a bonus feature that practising ideal induction practices will definitely enhances reputation of business in the market. This feature will lead to forming a professional impression which makes an organisation one of the top choice for individuals looking for employment. The enhancement of an organisation such as Vodafone will provide them with distinct approaches to serve the community and customer base in the best possible manner.
Exploring different training programmes including possible challenges
It has already been stated that employees stands crucial to an organisation and assures that business is able to achieved its objectives. However this can only be achieved through continuous expansion in their knowledge and skills of carrying out a task. But the issue which arises relates to training of employees is that it is an expensive approach and persuades business to shed out some financial resources to achieved better results (Husebo Achterberg and Flo, 2016). There are some employees who don't perceive training approaches as beneficial and tend to lose out the same. The importance which has been catered by training programmes is that it is able to address weakness of employees and help them in fulfilling existing tasks in much more effective and efficient manner. The variety of programmes which are undertaken by an organisation along with challenges faced are mentioned in an brief manner.
It is referred to as most common approach which results in enhancement of skills and knowledge of employees. Orientation enforces employers to welcome new recruits and formally introduce them to manner operations are carried out within organisation. An organisation consists of different department carry their own orientation programme so that employees could be matched initially. This training programme consist of company's vision & mission programme along with administrative and legal policies undertaken within an organisation. It can be said that an employee become familiar with different rights and privileges along with way of working in the organisation.
The major challenge which has been encountered in this training programme is that it is not considered important by the employer. The time and expenditure which has been involved in this training programme is often utilised by businesses for other purposes. The employees are persuaded to sign up the paperwork and starting rendering services in the earliest possible manner (Kapferer, 2017). It is crucial for an employer to cater appropriate time to the orientation programme so that an employee feel welcomed and able to learn to carry out a task in the defined manner.
It is often misunderstood that orientation and onboard training approaches are relatively similar to each other. There is a vast difference amongst these two employee training approaches in an organisation. The training in this approach are designed to make sure that departmental and organisational goals are fulfilled. The individual needs are considered and strategies are formed to improved the same. The access to information in this segment stands prime along with special consideration to technical aspects of the job. The session which are catered through audio-visual approaches helps in making sure that a positive change in the knowledge and productivity could be achieved.
The major issue which are encountered in onboard training is that there is lack of understanding between management and hired employee and navigation within organisational culture (Kirton and Greene, 2015). To counter the same, it is essential for an employee to quickly incorporate him in business environment. The technique of impraise could be employed which helps in identification of areas which are not performing optimum could be identified and further improved.
Technical skills development training
For Vodafone, technical skills stands most important and can be improved continuously. The technical aspects include work such as coding, data programming and analysis and finally social media management. These are most crucial aspects which are to be improved so that an organisation is able to fulfil its objectives. These training programmes could often be catered through simulation or from online learning programmes which are designed by an organisation. Staying up-to-date with the technological improvement helps a business in reaching to a distinct business position in the market. It is essential for an organisation to use an blended approach so that distinct requirement of individuals are catered through online and offline learning measures.
The major challenges in technical training is that an organisation is left with little time and financial resources prior to conducting of basic training. The failures which have been encountered by employees in this approach tend to demotivate them rather excelling this technical skills (Martin and Siebert, 2016). The lack of engagement of employee in training programme becomes an issue sometimes as well. Therefore it is very important for employers to design and training programme which is engaging and must cater them with numerous opportunities so that learning can be facilitated.
There are necessary training organised irrespective of the industry or department in which operations are carried out. For instance: there can be safety drills organised in an institution to train them for emergency situations. There can be other training approaches relating to health and safety for employees in an organisation.
The challenge which this training approaches are exposed to is that this training cannot be catered to all the employees working for an institution due to flexibility and mobility of the workforce. The another challenge is to identify a person who can conduct this training programme. To counter the situation it is essential to organise a day on which major segment of the workforce is present and there should be a person assigned who possess ideal knowledge relating to conducting of training in the best possible manner (Molla, 2015).
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Comparison and contrasting range of management and leadership styles
Leadership approaches defines the manner in which various resources relating to a business are utilised for the purpose of goal attainment. There are various approaches which can be undertaken by a leader depending upon his behaviour within premises. It further defines a manner in which direction is catered to employees, implementation of plans and workforce of an organisation can be motivated. It can be defined as the summation of implicit and explicit behaviour portrayed by a leader. Here is a brief mention of leadership styles used in an organisation along with their comparison.
Autocratic Approach: this leadership style is most practised within organisation as it provides leaders with a chance to form their own decisions and be accountable for the same. The leaders in this style does not ask for opinion to others and impose their decision upon rests of the organisation. Their decisions are not questioned are just being followed by the rest of the organisation due to feeling of extra pressure or fear to lose job (Nicholson, Kerr and Sherwood, 2015). This is a lack of creative approaches in this leadership style as employees doesn't get a say in organisational matters or challenges.
Participative leadership Approach: This leadership approach is refers to the most preferable style of leading a group of people towards organisational goals. The decision making power is being offered to employees by entertaining their views and inputs but formulation of final decision is left with group leader. Creativity in this leadership style is entertained which is incorporated through workforce of an organisation. This leadership approach is more practised when an organisation is aiming to incorporate changes in its environment and working practices. When compared with autocratic leadership style this approach is more flexible but fails when a business is aiming to form decisions on rapid basis.
Laissez-Faire leadership style: This leadership style is the most flexible approach which can be practised in an organisation. It is an measures in which decisions are left upon employees to form. This leadership style is generally practised on when employees working in the organisation are capable enough to form decisions basis on their analytical and evaluation skills. There are predetermined goals and objectives which are to be achieved by employees through any means (PRenz and Herman, 2016). There is an improved level of confidence and trust among members in an organisation which has been surpassed all other leadership styles. It can be a most flexible approach which can be practised within an organisation along with lesser interference in other's matters.
Transformational leadership style: This leadership approach relies upon communication and dependency to achieve goals which are formed by the management. The leadership through communication tactics are able to motivate employees to upgrade their performance within organisation. The transparency in the business operations assures that right steps are being taken by employees further supported by guidance from seniors. The role of management stands very important in this leadership approach as it helps in timely fulfilment of goals and objectives. The delegation in this management approach is lesser when compared with participative or delegation approaches.
Transactional leadership Approach: In this leadership style there is an greater emphasis on the tools of rewards and punishments for the purpose of best utilisation of human resources. The ideal performance of an employee is appreciated with the help of financial and non-financial rewards whereas poor punishments is being followed by punishments (Stark, 2015). The results achieved during the task determine whether an individual will be appreciated or punished. The manager or leader is provided with a task to review performance of individual and identify ways through which that can be improved.
It has been identified that most suitable approach upon Vodafone is an right integration of the participative and transformational approaches of leadership. The company is known to possess competent workforce which is capable for forming of its own decisions and making sure that business stays profitable and its quarterly and annual targets are accomplished. The change which is catered into organisation practices are fulfilled by transformational approaches with the help of communication and guidance to managers.