3. Training and Development: Investing in Skills Enhancement for Performance Excellence

Organization across the globe provide their employees and managers a variety of career development opportunities.

Figure 1

Because companies values their human capital, and it is very important to have that working balance. Employees can be promoted or assigned to different locations, which are often posted internally. Most of the companies have a yearly progression method for global internal moves between countries and between senior positions, dedicated to these kinds of internal appointments. Generally, there are three options for flexibility within the company that are open to all their employees to motivate them to focus more on the organization: Cross-functional mobility to support widen their skill sets, Vertical mobility, which allows them to take on new, innovative roles and responsibilities and Relocation options abroad according to the company’s personnel necessities. Human resource Team in companies are responsible for acquisition, development and training of staff, application of rewards to facilitate motivation, and recruitment and exit from the organization.

TRAINING AND EDUCATION

Figure 2

Companies across the globe hope to develop their employees professionally as well as personally and do so through training programs and employee benefits. Organizations considering the importance to offer their employees attractive working environments and prospects for progression. The leaders of the companies ensure to give their employees training on relevant subject.

Training includes 

• Safety Training. 
• Some sectors offering a compulsory e-learning seminar about topics such as protection in the office, energy safety, behavior in the event of a natural hazards. 
• Prevention of sexual harassment training thorough online seminars, 
• A professional practice provided to employees in specific occupations, which contains material regarding the transportation of hazardous materials and the action of hazardous materials at work. 

As well as organizations also offering executive managerial training program for department officers with applicable tools and elevating their professional knowledge. Companies aim at offering their workers’ jobs, roles, and projects which allow their staffs to use their assets and encourage their development in personally as well as professionally. 

Most of company recruitment is directed first within the organization, promoting staffs up the ranking, and providing them the opportunity to research with new fields of interest, and only then externally. Organization in worldwide providing their staff social benefits and employee benefits. It great importance in giving their staffs a complete experience in organization, reflected in the work atmosphere in the organization and leaders trust this starts with having a solid connection to the Company Vision and Values, sustaining an open and continuous association with management, providing career progress opportunities and feedback on a regular basis. companies deliver their staffs with competitive salaries and all service benefits specified by law in all places of operation. 

Conduct a yearly salary intensification process that considers inflation, upgrades, yearly assessments etc. 

Organizations also allowing,

• flexible working hours to permit employees to sustain a workable. 
• Positive life-work balance, they ensure to monitor employee’s contribution regular basis. 
• Prepared online tutorial to use the online tools like Microsoft Teams, zoom applications for virtual meetings. 
• Provides online teaching training program using tool kit to ensure that the employees of respective company received deeper and wider knowledge about the new software and the important for a new change. 
• Organization's leaders also conducting an annual engagement survey which observes seven dimensions of the employee experience. 

By using multiple learning solutions including online learning seminars, face-to-face programs, a mix of training resources, and more, companies encourage their employees to learn by case investigation as well as associate knowledge.

For example in last year during the survey with 83% of managers and employees participated and reflected engagement levels in 2022. According to the results, more than 60% of employees from zim shipping company representing Sri Lanka, reported being highly motivated and engaged with the company, an increase compared to the previous survey. The executive dimension also accomplished high marks. As outcomes vary by location, each manager was accountable for reviewing the results and developing an enhancement plan with activities to be executed in the coming year, and company continuously focus to constantly enhancing the individual and professional skills of all employees.

PROBLEMS IN RECRUITMENT

The effectiveness of an organization's recruitment and selection processes and its capacity to hire and retain individuals are significantly associated. 

Figure 3

Your chances of choosing the best candidate for the job are increased by a thorough and efficient recruiting and selection process, which also more successfully finds candidates who will match your organisational structure the best. Although it more sound straightforward there are issues when it comes to recruitment as it involves so many challenges. Recruitment discrimination is still a huge issues in a lot of companies around the world. 

Many women have encountered maternity or pregnancy discrimination as well as sex discrimination whilst other have faced illegal discrimination due to nationality and religion. Organizations cannot afford to neglect the potential found in women, those with disabilities, and older people, as the globe is growing more diverse due to migration, changing job prospects, and the influence of political and economic developments.

Another issue with recruitment is that hiring of employees from certain nationalities and races which were disturbing as many talented individual missed out on job opportunities.

RECOMMENDATIONS

Improving Motivation in Individuals – Expectancy theory, developed by Victor Vroom (1964), illustrates the process whereby an individual alters his or her behavior according to what he or she expects to achieve, and the value he or she places on the reward on offer. Goal Setting Theory by Locke and Latham (2002) suggested that the setting of goals is critical to motivating people to perform. Equity theory argues that individuals will look for fairness at work. In terms of motivation, this means that they seek a balance between the effort they put in and the reward they receive. Adams’ (1965) theory suggests that individuals assess their contribution against what they expect to get in return. 

In conclusion, process theories advance our knowledge of motivation. They place emphasis on the idea that people will evaluate the benefits being offered internally and determine how much effort will be required if they value the reward.

Promoting Women’s Engagement – By working to establish a fair workplace that promotes productivity and also allows flexibility, maybe with remote working, businesses need to support female equality in the workplace.

Avoid Discrimination in Recruitment– Recruiting employees based only on work experience and knowledge and not to discriminate the process by using gender, sex and religion basis.

Work Place Productivity – Keep an eye out for any necessary upgrades in the workplace, conference rooms, and common areas. When individuals feel at ease in the environments secure, employees are happiest.

Reward System for Employee- Establish a bonus system for workers at all levels to encourage greater output. Receiving rewards is a powerful motivation for increased work efficiency and organisational behavior.

Engage employees – Keep staff members updated on company performance and objective progress, and involve staff members in creating strategies to improve the business.

These are the recommendations that can go a long way to improve organizational behavior and increase output in an organizations. We must always remember that a happy employees make a productive organization. 

REFERENCES

Paul Smith, Marilyn Farmer, Wendy Yellowley and Peter Smith, 2012. Organizational Behaviour

Stephen J Perkins & Raisa Arvinen-Muondo, 2013. Organizational behaviour.

Buchanan, D. A., & Huczynski, A. A. (2019). Organizational behaviour (10th ed.). Pearson Education.

Organizational behaviour old version, 2017. https://pressbooks.bccampus.ca/obcourseweir/front-matter/about-the-authors