Organizational Focus and Goals Essay

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Organizational Focus and Goals Essay
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  • University/College:
    University of California

  • Type of paper: Thesis/Dissertation Chapter

  • Words: 674

  • Pages: 3

Organizational Focus and Goals

The purpose of the Management Challenges and Concerns Report is to indicate the responsibilities of management and how to meet or exceed company goals. Some of the responsibilities of human resource management consist of providing employees with information on the company’s vision, goal, HIPPA privacy rights, and mission statement. In addition, employees receive information on safety rules, insurance benefits, compensation, employee relations, training, and orientation classes. These responsibilities are significant and require patience along with strong leaders. Human Resource Managers has to acquire a bachelor’s or master’s degree in management, management classes, and pass test.

Also human resource management requires the following characteristics: positive, consistent, prompt, role model, team player, and strong leaders. Performance Management consist of appraisal system, driving appraisal process, evaluating employee performance, and performance counseling (Brewster & Soderstrom, 1994). Internal issues pertaining to employees consist of productivity, abiding by company rules, safety, passing training classes, and positive work ethics. Human Resource Management has rules and regulations in the company handbook to ensure consistency at work. These rules and regulations set the pace for a productive and professional workplace environment for employees and management. Internal issues may arise; however it is human resources job to insure the policies put in place are being effective and followed.

Staying Connected with New Talent

Another example and challenge that we seem to face being able to stay connected with the and young talent, numerous businesses have increased a presence in social media platforms. Many companies have established Facebook and LinkedIn accounts to connect with prospective employees; few of them have even created specific accounts to attract their young employees to share their working experiences and how satisfied they are with their employers. For example they can share information about its internship programs, how the CEO’s mission and vision is viewed and keep informed on daily bulletins. Half of the population in the United States is younger than 30 years old and Human Resources managers need to be very cognizant of what the younger people want and need from a career in the workplace and how to attract these talent.

Enticing Technical Talent and Generating Opportunities Although the country’s unemployed rate is still at 9.1%, the need for Information Technology work force like Electronic Engineers remains a shortage at many businesses. To appeal higher technical talent, various Human Resource recruiters are going back to school to search for these talents. It’s a challenge, but there’s resources out there that can be found and assist in bringing talent to an organization.

References

Bloomberg BNA: Talent Management Among Top Issues Facing HR Professionals in 2013 Brown, W., Yoshioka, C.F., & Munoz, P. (2004). Organizational mission as a core dimensionin employee retention. Journal of Park and Recreation Administration, 22

(2): 28-43.
Brown, W., Yoshioka, C.F., & Munoz, P. (2004). Organizational mission as a core dimensionin employee retention. Journal of Park and Recreation Administration, 22
(2): 28-43.
Brown, W., Yoshioka, C.F., & Munoz, P. (2004). Organizational mission as a core dimensionin employee retention. Journal of Park and Recreation Administration, 22
(2): 28-43.
Ban, C., Drahnak-Faller, A. & Towers, M. (2003). Human resource challenges in humanservice and community development organizations: Recruitment and retention of professional staff. Review of Public Personnel Administration, 23

(2): 133-153
Ban, C., Drahnak-Faller, A. & Towers, M. (2003). Human resource challenges in humanservice and community development organizations: Recruitment and retention of professional staff. Review of Public Personnel Administration, 23

(2): 133-153
Brewer, G. A. & Selden, S. (1998). Whistleblowers in the federal civil service: New evidenceof the public service ethic. Journal of Public Administration Research and Theory,8
(3): 413-39.
Brewer, G.A. & Selden, S. (1999). Job sculpting: The art of retaining your best people. Harvard Business Review, 144-152.Press the Escape key to close

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Organizational Focus and Goals Essay

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Organizational Focus and Goals Essay
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  • University/College:
    University of California

  • Type of paper: Thesis/Dissertation Chapter

  • Words: 771

  • Pages: 3

Organizational Focus and Goals

Forte is a nonprofit organization in its infancy. The organization is only three years old and has already seen substantial changes to its structure and business strategy. Currently, Forte is mostly unknown. However, this past year the organization took a huge leap in firing its Artistic Director and choreographer and hiring a new Artistic Director and choreographer. Both new additions bring a wealth of knowledge of the performing arts industry that has catapulted Forte to setting their sights higher than the two performances a year. In the past two years the organization was funded primarily through parental donations, which were small and only allowed the organization to perform twice a year. This past year with the addition of the new employees, the organization saw ticket sales increase tremendously and interest from many more students in joining.

CURRENT FOCUS AND GOALS

Forte is focused on gaining a reputation within the performing arts community. As a young organization located in a small community, it is imperative that the organization remain focused on establishing the company’s reputation. The goals of Forte are now to be able to increase the student membership, increase the amount of performances per year, and to increase funding to make the other two goals possible.

TRAINING NEEDS

Forte is a very young organization with a board of directors that are in desperate need of training. The knowledge that is lacking within this board of directors is staggering. “Training refers to a planned effort by the company to facilitate employees’ learning of job-related competencies” (Noe, 2008, p. 4). The board handles all the business end of the organization with little knowledge of what is available to them. Training in two areas is suggested. Those two areas are educating the board on best practices in producing a production and in communication standards and ethics. As no current board member is educated in the performing arts, they are hemorrhaging money on expenses that are not needed. Training in where to buy and rent production equipment is an area with huge opportunity to cut costs and improve the quality.

By improving the quality of production equipment and cutting costs, the organization will have more money to spend in other areas such as set design and costumes as well as space rentals for performances. By educating the board on proper communication standards schedules can be met and instruction from the artistic director and choreographer will improve. As it stands now, far too much rehearsal time is spent with the board asking questions and interrupting rehearsals. By training in effective communication between the employees and board, the time taken away from instruction will increase, increasing the talent of the organization.

EFFECTS THE FOCUS AND GOALS HAVE ON PRIORITIZING THE TYPE AND AMOUNT OF TRAINING

Forte’s focus and goals affect the type of training and amount of training needed. Because Forte desires to gain a wider reputation and increase available performances, the training needs to be comprehensive and happen quickly. Both the new Artistic Director and choreographer have taken several board members into a sort of internship for this year. This on the job training will accomplish in a short amount of time the massive training needed.

PRIORITIZING TRAINING NEEDS

Forte will prioritize those areas that will direct the finances of the winter season first. Gaining a handle on the hemorrhaging funds is a top priority in order to allow those funds to be put to better use. In order to progress to the goals of the organization, it is suggested the training prioritize the financial aspects of training first. As it stands now, this is the largest area of opportunity for training and the largest area of opportunity for growth.

CONCLUSION

Training develops the skills needed to perform job-related tasks efficiently and effectively which directly affects the organization. (Noe, 2008) Training also creates a positive work environment. Creating a positive work environment attracts talented employees and customers. Forte seeks to attract more talented performers. In order to this, training in how to produce a performing arts production properly needs to happen, or the talent will not join.

Reference

Noe, R. A. (2008). _Employee Training and Development_ (4th ed.). New York, NY: McGraw-Hill/Irwin..

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Organizational Focus and Goals Essay

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Organizational Focus and Goals Essay
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  • University/College:
    University of Arkansas System

  • Type of paper: Thesis/Dissertation Chapter

  • Words: 712

  • Pages: 3

Organizational Focus and Goals

What is the organization’s current focus?
What are the organization’s overarching goals?

The current focus of Blue Cross Blue Shields is to provide the best quality insurance to their members. Also, it is time for an open enrollment period for their current members, or trying to get new members to come to Blue Cross Blue Shields. The organizations overarching goals are to provide its members with the lowest premium cost, but providing the most insurance coverage for the least amount.

What are the organization’s training needs?

How do they relate to the overarching goals?

The training needs of the organization lies solely on the type of job each associate. The needs of the organization will be the focus of how the associates will train. During this time, associates will learn how to provide the best member care, and to ensure their members are happy and have the coverage he or she requested. The relation to the overarching goals of Blue Cross Blue Shields is providing the best quality insurance for their members, new members, and provides the best quality customer service.

What effect does the organization’s focus and goals have on prioritizing the type and amount of training?

The effect is directly associated with the needs and focus of the organization. The employees are directed by training with specific guidelines, and individual one on one communication to answer any questions. Employees will have the option to take upcoming classes to assist with member needs and the workers current job.

Introduction

For this assignment there is information regarding organizational focus and goals. The organization discussed is about Blue Cross Blue Shields. An organization as large as this needs to ensure all goals and focus are prioritized accurately. Also, this paper discusses the training needs of Blue Cross Blue Shields. Listed in paper are the topics of how Blue Cross Blue Shields prioritizes their focus. “Blue Cross Blue Shields has more than 105 million members-1-3- Americans rely on Blue Cross Blue Shield companies for access to safe, quality, and affordable healthcare (Blue Cross, 2014).” How would you prioritize specific training needs based on the organization’s needs and current focus?

Depending on the present situation of the company, the current focus of training will be specifically related to the needs. Focus and needs of the members needs to be top of the list, and making sure employees are properly trained to assist those needs. Setting up monthly meetings with employees to ensure the focus of its members, and there needs get met. Why must you consider the organization’s overarching goals when prioritizing training?

In order for an organization to continue to be a success, it is crucial that overarching goals, and member’s needs get met. The better the care of its member’s the more he, or she is willing to stay with Blue Cross Blue Shields, and new members will follow. Everyone wants to ensure his or her insurance needs get met, and are not paying for an excessive amount for coverage. The most important aspect of Blue Cross Blue Shields is to ensure their members are happy, and provided the best customer care to fulfill their needs.

Conclusion

Every organization has there own way of how their focus and goals are prioritized. Blue Cross Blue Shields remains focused on giving the proper training to their employees, to better serve their members. It is important for Blue Cross Blue Shields to stay focused, as well as meet their own goals while providing proper care to their members. With all this in mind the proper steps taken can improve training employees and member care.

References
Questions Courtesy of University of Phoenix. (2014). Organizational Goals and Focus. Blue Cross Blue Shield Association. (2014). Retrieved from http://www. About Blue Cross Blue
Shield Association.

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Organizational Focus and Goals Essay

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Organizational Focus and Goals Essay
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  • University/College:
    University of Chicago

  • Type of paper: Thesis/Dissertation Chapter

  • Words: 746

  • Pages: 3

Organizational Focus and Goals

Every organization has a specific set of goals and a differing focus. The only real commonality between them is, and they all strive for success. The focus of an organization will change depending on the needs of the organization and goals are set to attain the focus.

Organizational Focus

Currently, my organization is focused on doubling our company size in the next five years, growth. We are the second largest manufacturer of our product in the United States. Our overarching goal is to be the number one supplier. My organization understands to achieve this goal, our productivity and profitability depend on making sure all of our employees perform up to their full potential. “Goal setting is one of the primary tools used by organizations to assist in setting a direction and achieving it.” (Cothran & Wysocki, 2015, para. 1). My organization has set forth many goals some small and some large to obtain. Each goal is a milestone and a stepping stone toward our overarching goal of being number one.

Training Needs

Training is a central focus right now in my organization. With the size of the company expanding, so does every aspect of it. What this means is that software, tasks, functions, production, processes, and many other areas are all changing. These are just a few to illuminate the need for training.

As the organization experiences growth, training is needed to prepare employees to harness the growth that is change. Seasoned employees will need trained in the new software, processes, and even new job duties. Training will keep the wheel of business turning and moving forward to reach the overarching goal, to be number one in the industry.

Besides existing employees needing training, with the company expanding its size, this means a lot of new hires will be funneling into all the departments to fill the needs of the organization. These new employees will also need training; however, they will also need to learn the organizational norms, trends, rules, and code of conduct. The new hires will play a vital role in propelling us into the future and meeting our ultimate (overarching) goal.

Prioritizing Training

The goals set forth by my organization are packaged together to allow for training prior to moving forward. As an example, we rolled out a new software program to meet our needs. This program will take over the current one and move us into position to better keep up with finances as we double our size. The training for the new software was rolled out two months prior to the actual software. The priority of training is relevant to what package is being rolled out. Organizational goals and current focus will significantly impact what training is needed and when it is needed.

Specific Training Needs

What my organization is doing in regards to prioritizing training is working great. I would not change anything. Prior to something new being rolled out, ample time is given for training. Each new package released has specific training methods attached to bring seasoned employees up to date and introduce new hires.

Conclusion

The overarching goal is the ultimate goal or where the company wants to be. Training employees according to the ultimate goal will ensure that the workforce is being properly trained to achieve it. If an organization does not keep the overarching goal in mind while prioritizing training, there could be a lapse in training. What this means is that the employees and organizational goals will meet at a crossroads, and the employees will not be prepared. The failure in training will ultimately prevent the organization from reaching the overarching goal.

References
Blanchard, P.N., & Thacker, J.W. (2007). Employee training and development (3rd Ed.). Retrieved from The University of Phoenix eBook Collection database. Cothran, H.M., & Wysocki, A.F. (2015). Developing Smart Goals for Your Organization. University of Florida IFAS Extension. Retrieved from http://edis.ifas.ufl.edu/fe577 Noe, R.A. (2008). Employee training and development (4th Ed.). Retrieved from The University of Phoenix eBook Collection database.

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