It is advisable for anyone looking for a career to set their sights on firms that invest in their employees by offering them training and development opportunities. Recent studies indicate that employee training and development is the biggest human resource (HR) focus area, with American companies spending an estimated $4.5 billion annually on employee training and development. Studies have also publicized that employees and employers have gained from these efforts of enabling employees to gain new competencies. Improved job satisfaction levels, better retention of top talents, increased internal promotion opportunities, and better employee engagement have been reported to be some of the recompenses of employee training and development (SHRM, 2019). Greyledge Technologies is one of the standout performers in the sector of employee training and development. The firm trains its employees ensuring that their employees possess the capabilities to handle assigned duties, and also furthers the skills of the employees as a way of ensuring that they have the capacity to support future corporate operations and business growth.
The role of the human resource department today requires that persons charged with the obligations of manning this corporate department wear multiple hats and exhibit that they possess several competencies and also have access to a variety of contrivances that are pertinent to supporting institutional goals and operational objectives. Persons in charge of human resource departments should also be able to dispense outcomes that are not only relevant but also contribute to the bottom line. According to a report, it is the various tasks that institutional human resource departments have to handle that necessitate the need for human resource officials to be equipped with proficiencies in handling several employee-related operations. The publication states that human resource management entails several operations such as talent management, and employee development, and also involves any other activity that involves overseeing all operations related to administering human capital (“What is human resource?” 2019).
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In support of the views above, Efron (2014) noted that human resource departments handle different operations including employee recruitment and training, overseeing labor and employee relations, organizational development, and employee compensation and benefits among many more obligations. HR is one of the main departments at Greyledge Technologies. Given how much the institution values its HR department, it is justifiable that one would expect a human resource management approach that is both coherent and strategic in the administration of the organization’s most valued resource- the employees. Thanks to the individual and collective contributions of the employees, Greyledge Technologies is able to realize its operational objectives. In this regard, therefore, my expectations of the human resource department at Greyledge Technologies was one that seeks to augment the productivity of the corporation through optimum utilization and recuperating efficacy of its employees while at the same time convalescing the work life of the employees and also treating them as the valuable resource that they are. This explains why I was expecting HR personnel that are competent and well trained to work with employees in addition to being friendly and patient when dealing with employees, especially when seeking to clarify queries and doubts. Additionally, so as to justify the hype around Greyledge Technologies’ human resource management, I envisaged nothing less than a HR department that conducts regular surveys and that has an open inter-hierarchical communication channel allowing employees to voice their concerns and communicate their needs and problems encountered during their day to day operations.
True to my expectations, Greyledge Technologies’ HR department is focused on ensuring professional development for employees and maintaining open and cordial employee-management relations. My experience working at Greyledge Technologies served to prove that my prior anticipation of the human resource management at the corporation was right. First, the HR executives at Greyledge Technologies are friendly with the employees. Thanks to the welcoming character of the HR officials, an atmosphere of mutual understanding and relationship has been created within the firm. Consequently, employees at Greyledge Technologies have adopted a positive attitude towards the corporation’s HR department. This attitude enables the employees to comprehend their responsibilities and also enables them to be aware of the challenges likely to emerge in the course of their assignments and which is integral to successful completion of tasks within the firm. The firm also has in place departmental communication meetings and which are held in the presence of human resource representatives. During these meetings, important information regarding operations within the firm is shared. Agarwal and Garg (2012) stressed on the importance of communication at the organization level. The duo cited that effective communication simplifies the duties of managers (planning, organizing, motivating, and controlling) within an organization and is also critical for the realization of corporate development.
Advancing the discussion above, Greyledge Technologies is also dedicated to seeing that that their employees integrate well to their teamwork culture, and that even then, they are able to independently handle individual assignments. The firm has in place a formal mentoring program where recruits are mentored on individual obligations and also on the benefits of teaming. Thanks to this program that lasts several days following recruitment, recruits are mentored on their obligations at the department level. Leaders at the firm, for example, the founder and CEO David C. Karli, also act as role models from whom emerging physicians can learn from. In addition to that, Greyledge Technologies is also committed to seeing that their staff is equipped with skills enabling them to be efficient in the course of accomplishment of tasks when they begin working. The firm conducts training such as extensive internal testing, and analysis of samples such as Platelet Rich Plasma (PRP), and Bone Marrow Cell Concentrate (BMCC) and how to integrate quantitative measures of both BMCC and PRP into their practice. The efforts of Greyledge Technologies to train their staff are not in vain. The society for human resource management (SHRM, 2019) as discussed earlier, provided that employee training is of great significance to the employees and employers alike.
Description of where I acquired knowledge concerning the performance of my work during my team at Greyledge Technologies is important to enhancing this discussion. Despite of the fact that there exists a reputable human resource department with collaborative supervisors, it is thanks to direct feedback from Greyledge Technologies’ CEO that I was able to acquire gen regarding my responsibilities within the institution. The firm’s CEO, David C. Karli is part of the simple but powerful and effective feedback model that enables staff to not only give but also receive productive and focused feedback. Direct, timely and honest feedback and that is delivered without judgments and emotions as in the case with Mr. Karli is known to motivate persons to take actions that improve performance both in the short and long run. This is according to Center for Creative Leadership (“Feedback that works,” 2019).
Finally, it is important to focus on the type of on-the-job training development that I would recommend for new employees at Greyledge Technologies. Based on my work experience, I would commend job rotation for new employees at the firm. Despite the fact that the organization promotes teaming, each of the groups of employees is assigned specific duties. This is to say that each team focuses of completing one task and with time, individuals belonging to a team become specialist in performing only one task within the firm. This limits their knowledge on other operations that are being undertaken within the firm. Job rotation would be the perfect remedy to this culture within the organization. Job rotation teaches the current crop of employees on how to complete various obligations over time. Employees are allowed to perform different jobs within the organization, and especially those that are unrelated to their original job positions (Elnaga & Imran, 2013). Immediate feedback on performance, and expeditious remediation in cases where tasks are not performed to standard could help make job rotation at Greyledge Technologies a success.
References
Agarwal, S., & Garg, A. (2012). The importance of communication within organizations: A research on two hotels in Uttarakhand. IOSR Journal of Business and Management, 3 (2), 40-49.
Efron, L. (2014). What organizations new now from human resources. Forbes. https://www.forbes.com/sites/louisefron/2014/08/18/what-organizations-need-now-from-human-resources/#7007cadf3173
Elnaga, A., & Imran, A. (2013). The effect of training on employee performance. European Journal of Business and Management, 5 (4).
Feedback that works. (2019). Center for Creative Leadership. https://www.ccl.org/lead-it-yourself-solutions/workshop-kits/feedback-that-works/
SHRM. (2019). Developing and sustaining high-performance work teams. Retrieved March 13, 2019 from https://www.shrm.org/resourcesandtools/tools-and-samples/toolkits/pages/developingandsustaininghigh-performanceworkteams.aspx
What is human resource? (2019). Humanresourcesedu.org. https://www.humanresourcesedu.org/what-is-human-resources/
