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Amazon is considered to be one of the most globally recognised organisations, which operates in more than 10 countries and work with individuals with demographic, geographic, and cultural differences. The company is considered to ensure an inclusive and cohesive working environment in order to maintain the leadership position of the company within the global market. Amazon offers a vast range of services to global customers including retail services, internet-based cloud services, and AI solutions as well as digital streaming facilities. The company has reached the leading position in the global market as it considers the employee base of the company to be an important asset and has recognised the significance of ensuring their personal as well as professional development. This task will highlight the concepts of training and development programs in terms of performance management evidencing the organisational situation of Amazon.
Training, development, and learning programs help individuals to facilitate innovation and change that helps an organisation to sustain desired competitive edge. Amazon can also be observed to arrange training and development activities for the workers so that they can grow both professionally and personally which helps in improving the overall performance of the global organisation. Both individual training and development arrangements and organisational learning help an individual to grow, but there are plenty of significant differences between individual development and organisational learning. Based on the knowledge of Misra (2018), individual learning is considered to be highly focused on enhancing the skills and knowledge of the employees while organisational training arrangements are supposed to be focused on solving the internal issues of the organisation. Individual learning, however, plays a significant role in accomplishing organisational growth as the individual performance of the employees counts as a combined performance of the whole organisation.
By observing whether the learning or the skill retains after an individual leaves the organisation, the organisation is supposed to be able to identify whether the development or learning is happening at the individual level or the organisational level. If a new worker starts at the same level, resetting any previous progress of employee performance at the organisation, the learning is considered to become individual, while on the other hand, in the case of organisational learning, progress can be retained at the organisational level beyond any single talent. As per the views of Caena and Redecker (2019), while individual development aims in improving people as a whole, organisational training programs concentrate on enhancing employees in specific areas that are likely to benefit the company as a whole. So, it can be stated that organizational learning, on the other hand, forces people to undertake a predefined plan, whereas employee training allows them to choose what they want to do. However, growth and education are considered to be integral and crucial parts of both kinds of learning.
Amazon is considered to arrange different organisational and individual training and development programs for the employees in terms of making continuous development within the organisation that guides the company to achieve desired competitive advantage within the market. However, both organisational development and individual learning arrangements are considered to involve the risks of losing time, money, and employees at the same time. Yet, learning and development activities help in evolving the workforce of the company and enhance the workplace culture and morale that is likely to contribute in improve the performance management measures of the organisation.
Building credibility and confidence among the workers
Ensuring professional development opportunities for the employees are considered to play a significant role in building trust and individual confidence among the workers. Providing adequate training and development opportunities are considered to help in meeting the expectation of the employees. An organisation is considered to be able to demonstrate the employees as they are likely to be a significant part of the organisational framework by providing them professional development opportunities. Thus, training and development arrangements can be used as a weapon for increasing the trust and credibility among the workers towards an organisation.
Increased employee retention rate
Ensuring professional development opportunities for the employees at the individual level helps an organisation in increasing employee retention rate and decreasing the issues of high turnover. Based on the views of George et al. (2018), by giving professional learning opportunities for workers, a business is able to prove that they are likely to be a vital component of the organizational framework. As a result, learning and development programs can be utilised as a tool to increase employee confidence and commitment in an organisation. Moreover, the workplace engagement of the employees can also be boosted by ensuring professional development of the employees that would help in enhancing the overall productivity of the organisation. Thus, an organisation is considered to be able to increase the retention rate among the employees by providing professional development opportunities.
Improved working efficiency
Professional development opportunities are considered to allow the employees in learning new skill sets. Moreover, Kaden (2020) has stated that employees are also considered to be able to improve their existing abilities and learn to utilise them in a proper direction according to the missions and visions of an organisation. Thus, the working efficiency of the employee base of the organisation is considered to be improved because of the training and development opportunities. Therefore, the quality of services and products offered by the organisation is considered to be improved in this case.
Professional development programs are considered to involve team building activities that allow sharing different ideas and opinions while solving specific business problems. As per the views of Margot and Kettler (2019), it is considered to enhance collaboration and team building abilities among the workers that help in improving the workplace culture within the organisational framework. Thus the organisation is considered to be able in expanding the opportunities for innovation and creativity that would help in improving the overall business performance of the organisation.
Sustaining business performance
Training and development programs are considered to play a significant role in achieving sustained business growth within the competitive market for an organisation. The business performance of an organisation is considered to be highly dependent on the abilities of the employees. Professional development programs not only allow the workers to develop new skills and techniques but also help them in achieving continuous progress of their professional abilities. Companies can therefore utilise the skills and abilities of the employees in achieving and sustaining the desired competitive edge within the organisation in a continuous manner.
The importance of implementing continuous professional development
Continuous learning and professional development refer to the efforts of retaining knowledge and skills over time, unlike traditional training activities. In continuous learning, the knowledge of the employees is considered to be the outcome of multiple events of learning. As per the views of Gudmundsdottir and Hatlevik (2018), continuous learning and development enable a business to achieve higher levels of staff knowledge while also ensuring that the peak is maintained through reinforcement exercises at periodic intervals. Continuous learning enables an individual in expanding the opportunities for innovation and creativity as well as increases flexibility and adaptability based on the organisational orientation. Moreover, an organisation is supposed to be able in achieving continuous growth and retain the desired success by ensuring the continuous professional development of the employees.
Kolb’s learning cycle theory explains the stages of continuous learning as well as its requirement in terms of managing the performance of an organisation within the competitive market. Based on the views of Baharin et al. (2018), the stages of continuous learning are considered to enjoy involve concrete experience and reflective observation as well as conceptualisation and active experiment. Every individual learning is considered to go through these four cycles and the next learning is supposed to begin with a new cycle of Kolb's as per the theory. Organisations are considered to ensure appropriate learning opportunities for the employees considering this knowledge in terms of sustaining the desired competitive edge within the global market.
Continuous learning is the idea of ensuring the opportunities for simultaneous professional development to the employees that involves the continuous progress of the organisational performance. It is considered to play a significant role that the team has the habit of acquiring new skills and knowledge as well as abilities that help the team members in becoming better at their jobs day by day. As per the views of Ahmadi and Reza (2018), continuous learning is considered to be an effective approach to accomplishing professional development objectives as well as exploring new perspectives at work. An individual is considered to be explored to different ideas and concepts as they are supposed to be exposed to multiple perspectives in this process. So, it can be stated that the decision making abilities and problem solving techniques of the employees are supposed to be improved because of the continuous development programs at the individual level that is likely to contribute to achieving the organisational visions and missions lately by improving its overall performance over time.
Organisations are considered to have plenty of benefits by ensuring the professional development of the employees at the individual level. The overall performance and abilities of the organisation are considered to be improved. Moreover, the job satisfaction, as well as the retention rate of the employees, are considered to be increased because of ensuring adequate professional development opportunities to the workers. Based on the views of Al-Khaled and Chung (2019), improved job satisfaction of the employees contributes to increasing business morale and productivity within the organisation. So, it can be stated that ensuring professional development opportunities for the workforce would help in achieving the business objectives of Amazon.
Acquiring cross-cultural knowledge is considered to allow sharing diverse opinions and views at the workplace that helps in improving the decision making and problem solving abilities within an organisation. As Amazon operates across different countries and engages a diverse workforce in terms of managing operational activities, cross-cultural knowledge will help the company in addressing the cognitive requirement and demands of the customers belonging to different regions across the world. This objective can be achieved by engaging in cross cultural training activities at the workplace. Therefore, this professional objective is supposed to be achieved within 30 days.
Using workplace stress is considered to play a significant role in improving the job satisfaction of the employees at the workplace. Based on the views of Jabbarov (2018), stress management initiatives are considered to play a significant role in improving work-life balance that would help in reducing workplace stress and improve the working engagement of the employees. This professional objective can be achieved within 25 days.
Improving performance metrics would help in improving the overall business performance of the employees that would provide a sustainable competitive advantage to the company. Therefore, professional development activities can be encouraged at the workplace within 45 days in order to improve the performance metrics of the employees.
Improving networking abilities would help Amazon in growing its business performance within the competitive marketplace. As per the views of SINGH et al. (2020), enhancing the communication and leadership skills of the employees would help in improving the professional abilities of the employees that can be utilised in improving the networking ability of the organisation. Therefore, this professional objective is likely to be achieved within 30 days.
High-performance work refers to the system which builds an environment in a business that involves greater responsibility and involvement of the employees. HPW is considered to provide better opportunities for operation, both internally and externally within the organisation. As per the views of Jian (2021), employees and other relevant stakeholders have been observed to see themselves as a significant component of the organisational value chain that has helped in improving the effectiveness of the organisational functions combined between different organisational units. For instance, Google has once organised "Googler to Googler" initiative to keep the employees productive and promote different skill sets such as orientation, public speaking, and management (Rework.withgoogle.com, 2022). Thus it can be stated that HPW is a crucial aspect of the management structure in terms of building a sense of community and building a positive culture at the workplace.
The financial performance of an organisation is considered to be improved because of the increased productivity because of the HPW-based working culture within an organisation. Increased productivity within the organisation influences better performance within the competitive marketplace that provides a sustainable competitive advantage over the potential market giants. On the other hand, the retention rate of the employees is considered to be improved because of the HPW-oriented working culture. It is considered to play a significant role in saving the business costs in the hiring or selection process. Thus, the ability of the frontline staff is supposed to be improved because of the improved employee performance at the workplace. So, it can be stated that Amazon may build HPW-based working practices in order to improve their business performance within the competitive marketplace.
Identifying goals of performance management capabilities
Identification of the objectives of performance management initiatives are considered to be a significant aspect in accomplishing performance management abilities at the workplace. The initiatives of managing the performance of the employees are supposed to be clarified and defined whether it focuses on increasing the engagement of the employees or the quality of the services and products. For example, Google is one of the well-known companies that have utilised performance management tactics to provide adequate training to the employees in terms of sustaining competitive age at the marketplace and expanding future development opportunities (Rework.withgoogle.com, 2022).
Defining and describing each role
The roles and responsibilities of every stakeholder are considered to be defined and clarified so that they can act according to the mission and missions of the company. Thus, the company is considered to perform according to specific objectives and directions in terms of achieving a sustainable competitive advantage within the marketplace.
Pairing objectives with the performance plan
The performance management plan of the organisation is considered to be paired with the organisational goals and objectives. It is considered to play a significant role in helping the employees to visualise their path and guiding them in meeting organisational goals as well as their individual professional goals.
Monitoring and coaching the progress
The key areas of the business performance are considered to be reviewed time by time in terms of assessing the progress and developing performance management measures. Technology-based analytics and metrics can be utilised to advantage the tracking the progress of performance management goals in terms of assessing the interventions in this process. For instance, Adobe has been observed to engage its managers in spending more than 80,000 hours per year in reviewing the performance of the employees (Forbes.com, 2022). In this way, Amazon can also utilise performance management measures in order to accomplish the professional objectives within the organisation.
Building performance-alined working culture
The workplace culture is considered to play a significant role in influencing the activities of the employees. So, the company is supposed to build a performance-aligned working culture in order to make continuous improvement in their performance as well as to increase their productivity at the workplace.
Organising cross-functional workshops
Cross-functional workshops are considered to play a significant role in helping the leaders and the managers in understanding how departments work. It also provides an opportunity to assess the strengths and weaknesses of the employees. Thus, the company would be able to shape their performance management objectives accordingly which would help the company in guiding their further success.
Offering actionable feedback
Feedback is considered to be an effective technique in assessing the effectiveness and efficiency of the performance management plans of an organisation. Looking backward and pointing out the strengths and weaknesses of an organisation is considered to play a significant role in shaping the future success of the organisation. For instance, Facebook is one of the companies that has heavily emphasised receiving peer-to-peer feedback conducting semi-annual reviews in order to track and monitor the performance of its team (Hbr.org, 2021). An internal software has also been developed by the company in terms of providing real-time and actionable feedback. This has helped the employees in solving different issues before they have turned into problems. Thus, it can be stated that Amazon may utilise feedback as an effective performance management tool in order to improve its overall performance in the marketplace.
Thus it can be concluded that training and development of the employees are considered to be a significant aspect in order to improve the performance standards of an organisation at the workplace. Amazon is one of the most globally recognised companies that are likely to utilise professional development and training programs in order to improve the abilities of the employees. Individual training and development and organisational learning both aid in personal development, but there are important variations between the two. The organisation should be able to determine if the development or learning is occurring at the person or organisational level by evaluating whether the learning or skill is retained after an individual departs the organisation. Amazon is thought to be planning several organisational and individual training and development programmes for its staff in order to promote ongoing development inside the company and help it reach the necessary competitive edge in the market. Organizational development and individual learning arrangements, on the other hand, are seen to carry the danger of wasting time, money, and people. Therefore, it can be stated that professional development plans and HPW-oriented working culture are considered to play a significant aspect in improving the working performance of Amazon in the marketplace.
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