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Futura is a successful company but, recently, the company has faced substantial problems in the market, which challenge its current position and threaten to the future development of the company. In this regard, it is worth mentioning the fact that the company focuses on learning and growth as strategic perspectives in its development. The company stands on the ground that the learning and growth of the company can maintain its stable development and bring a tremendous success to Futura. However, the company should understand that the maintenance of the company's growth and learning of employees need substantial resources and may evoke numerous problems the company will have to deal with to reach its goals. In this respect, it is important to place emphasis on the fact that the company has to define its strategic goals clearly and reach them through the effective implementation of its traditional approaches to business. At the same time, learning and growth can contribute to the consistent progress of the company and improvement of its position due to the improvement of the quality of its products and services, high qualification of employees and high customer satisfaction.
The development of new training programs should start with the definition of the training of such programs. The company should know exactly which professional qualities, skills and abilities it wants to develop in its employees. In this regard, the analysis of the current business environment may be very helpful because it contributes to the better understanding of the company's needs, whereas, on the ground of the company's needs it is possible to define the goals of training programs. Furthermore, the company needs to find professionals capable to train employees effectively. In this regard, the company has two options. On the one hand, the company can employ professionals from outside. In such a situation, the company employs a well-qualified professional capable to train employees and to meet goals set by the company. On the other hand, the company can implement the strategy of the knowledge sharing management and employ professionals, who already work within the company. In such a situation, the company will just need to help employees to share their knowledge and experience and to stimulate them to interact closely to develop new skills and abilities in terms of the knowledge sharing management.
The growth of the company is possible only on the condition that employees keep progressing and improve their performance. In this regard, the company has several options. For instance, the company can increase the number of employees, expand its facilities and, thus, increase the productivity. However, such growth is ineffective because it needs substantial investments from the part of the company and, what is more important, the company cannot grow constantly expanding its personnel and facilities. In such a situation, the search of the alternative solution is evident because the company needs a more efficient solution to this problem of growth. In this regard, the most efficient solution is the improvement of the qualification of employees. The more qualified an employee the more productive and effective his or her work is. The company should train employees to stimulate its growth.
Innovation is one of the most effective ways to improve the organizational performance and accelerate the growth of the company. At the same time, the introduction of innovations is impossible without employees because it is employees, who develop and introduce innovations. Therefore, the company should focus on the stimulation of its employees to develop and introduce innovations. In this regard, the company can use material and non-material motivators. What is meant here is the fact that the material motivators are rewards and bonuses for innovations employees develop and introduce. However, material or financial motivators alone cannot keep employees motivated for a long time. In such a situation, the company needs to use non-material motivators, such as the recognition of the contribution of employees in the overall development and progress of the organization, opening larger career opportunities for employees developing and introducing innovations. The motivation of employees is crucial for the development and introduction of innovations en masse. On the other hand, the company should have sufficient financial resources to stimulate the development and introduction of innovations as well as to implement innovations. What is meant here is the fact that if the company does not have financial resources, it will fail to implement the genius idea or concept.
Relationships to other objectives
The company needs to progress and to meet customers' needs and wants. Hence, the company should improve the qualification of its employees and to keep growing to meet its vision and mission.
Revisions (if any) to Module 1 and/or Module 2 Objectives
The improvement of effectiveness of work of employees
Training and improvement of the qualification of employees
To increase the qualification of employees.
The training of employees is effective. At the same time, it is possible to suggest the delegation as another form of training of employees within the company. The delegation allows employees to perform functions and duties they have never performed before and which are not the functions and duties they are supposed to perform. In this respect, the delegation helps employees to develop new skills and abilities fast and to improve the relationships within the company because employees feel how difficult it is to work at different positions.
Thus, taking into account all above mentioned, it is important to place emphasis on the fact that the company has to grow and develop the professional skills and abilities of employees. Therefore, the company should meet objectives defined above.