Lagging Performance Amongst Her Sales Team, Essay Example

Introduction

In any company or organization, the main aim always is to achieve the target objectives, goals, make profit or increase performance. When these are not achieved, those in managerial positions need to look for ways of identifying the cause. Lagging performance in a company or organization is a major setback in achieving the specified objectives hence ways of improving performance should be a priority to avoid collapse of the company. Lagging performance could be as a result of failure in the whole process of recruitment, selection, training and development or may be due to low salaries and lack of motivation.

Recruitment

Recruitment process starts from the point an organization or company identifies that there is need to employ someone to the time the forms of application reach the company or organization. Selection then follows suite where the right candidate(s) is chosen to fill the post. Training is a process which the employees go through to ensure that they can undertake work of a higher level, increase productivity and efficiency by acquiring new skills with the aim of achieving company objectives.Developement entails increasing human resourcefulness through training (Mary, & Miriam, 2009).

Recruitment can either be internal or external (Carter 1998).  Each of these types has its own advantages and disadvantages. In internal recruitment, a person who is already working for the organization is either employed or promoted to a higher level or gets a job in a different area in the same company. Some of the advantages of internal recruitment are that it acts as a form of motivation to the employees since there are promotions, it saves time and money since its easier for a preexisting employee to fit in into the job and less training is needed for this kind of employee, there are no disruptions i.e. a person from outside the company may disrupt the preexisting system and the employer has confidence in the employee who was already known to him.

Disadvantages of internal recruitment include the need to replace the person who ha s been promoted  to another level, there may be upset among the employees who have not been promoted and the promoted employee may not criticize any mistakes within the system hence organization not realize when things are going wrong. In External recruitment, the person employed is from outside the organization and some of its advantages are that new skills are added into the organization and there is introduction of new ideas and talent into the organization. The disadvantages are that it is expensive to the employer and sometimes less effective since an employee might find his way into the job and not perform to the expectations of the employer.

Training

In the training process, there is need to consider the following parameters:

1. Asses and agree on the training needs-this is done by use of training needs analysis sop as to prioritize the areas of training. There is also need to involve the people, consider there values and past mistakes i.e. people quitting jobs after receiving training.
2. Once you have people to train and what to train them, breakdown the requirements into manageable levels.
3. Take into consideration the living styles and personality. This will enable you to know the mode of learning to be adopted i.e. on job training, mentoring or informal training.
4. Plan training and evaluate the effectiveness of the training i.e. the training design structure, self study programmes, and team activities.
5. Consider design material, and delivery of the training i.e. through meetings, workshops,

Conclusion

Much caution and emphasis need to be put in the recruitment, selection and training process at the NL&C. The Sales Manager  also need to ensure there is continuous training and development i.e. through workshops and seminars as this forms an integral part in the development of an organization. Motivation can also be brought about through the internal recruitment process.

References

Mary, C. and Miriam, N. M., (2009). A Textbook of criminal Justice: New York: Free Press Printers.

Carter.G, (1998).Human resource development: A practical approach. Oxford University Press.