As a manager in any organization, one has to be focused on improving the employees’ performance. In line with this there are considerations that have to be made. For instance the things that greatly demoralize or rather de-motivate employees have to be thinned out. On has to be focused on motivating employees such that their performance improves day by day. One of my tasks in Fair price supermarket is to manage the entire performance of the employees. I keep records concerning how much sales are made by each and every department.
I also analyze how the employees handle customers who visit the store. This has been carried out by using small questionnaires given to customers when they leave the store. Information boxes placed in the stores also help me to know how the employees are performing. (Maund, 2001) In case the performance is declining, I ensure that I come up with a strategy to improve it after finding why it is declining. Sometimes it calls for communication to employees to find out the issues that are affecting them. Sometimes there are family issues affecting them or even health.
I then try to find the solution depending on the reasons as to why the performance is declining. Through record keeping and using motivational strategies, I have been in a position to manage the performance of the employees in this store. This has been because of the prior knowledge gained in class in relation to performance management. Learning agents Learning agents are very important in any organization. They help in the creation of a system that will help to accomplish goals in the organization. They are essential during decision making process in an organization.
This is because they are good at carrying out research in relation to the issue that needs a decision to be made. They play a big role in overall learning in the organization through interaction with its immediate environment. Through learning agents there is quick learning from large amounts of data available in an organization. There is great adaptation in real time and also online. Because of the knowledge gained in class in relation to learning agents, I have been able to incorporate them in this organization . Through learning agent, learning in this store has become very fast in relation to various aspects.
(Sparrow, and Hilltop, 1994) Instructional designers Instructional designers are very essential when carrying out instructional design techniques and corporate training in an organization. Instructional designers are very important as they facilitate learning and enhance the use of advanced technology. Having gained the knowledge in class concerning instructional designers, with the consultation of human resource manager we were able to incorporate one although on a part time basis because the finances in the organization could not allow for a full time basis.
The instructional designer advised the human resource manager to install internet in every department in Fair Price supermarket. This was implemented and generally communication within the organization was enhanced. Through the internet employees were able to gain more knowledge and skills in relation to their specific duties. This was done by the close assistance of an instructional designer. Professional practice analysis Knowledge in professional practice analysis has enabled me to have critical analysis of situations in Fair Price supermarket before making prior assumptions.
This has enhanced my skills in problem solving. Performance engineers The success of a product greatly depends on how the product performs. Product performances can greatly result in customer dissatisfaction and also very high maintenance costs. According to the knowledge gained in class, to ensure top performance of products and systems one needs a performance engineer. He or she has to have the required skills and experience to ensure that the performance of the products is maintained.
This knowledge gained in class has been very helpful in carrying out my tasks in this supermarket. One aspect is that I knew for the products being sold to maintain customer satisfaction, and then a performance engineer had to be in place. When I joined this store as an assistant manager there was no performance engineer. I then went ahead and shared the knowledge gained in class with the human resource manager. After evaluating the cost implications and the benefits of incorporating a performance engineer, the human resource manager recruited a performance engineer.
Since then there were reports showing that the customers were more satisfied with the products after incorporating a performance engineer. The performance engineer helped in carrying out the performance analysis in the organization. (Maund, 2001) Conclusion Human resource development knowledge plays a big role in enhancing the performance of employees. The knowledge gained in class in line with human resource development has been very influential in the work that I am currently doing as an assistant manager in a supermarket.
This is in line with evaluation, organizational development, performance management, instructional designers among others.
Bramley, P. (1996): Evaluating training effectiveness; Maidenhead; McGraw-Hill Maund, L. (2001): An Introduction to Human to Human Resource Management; Theory And Practice; New York; Macmillan Press Sparrow, P. and Hilltop, J. (1994): European Human Resource Management in Transition: New York; Prentice Press Thomson, C. (2003): Human Resource Management; New York; Melbourne press