The Maintenance Phase
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The Maintenance Phase consists of;
· Induction, Training and Development
Induction is the introduction of new employees to the information they require regarding the organisation and informing them on the operations involved. Inductions are vital to ensure new employees are productive as quickly as possible, such as playing a significant role in knowledge management initiatives. An effective induction ensures that employees;
o Employees become more productive quicker
o Understand organisation’s policies and procedures
o Understand the performance standards
o Stay in the organisation
o Understand health and safety procedures
Training is essential to facilitate new employees with work-related skills, knowledge and techniques, in order to improve work place performance. How you on-board new employees directly impacts retention and turnover. Turnover is a continuous issue with 22% of new employees leaving their jobs within the first 45 days of employment. Correct training should include;
o Direct employee training – provides a foundation for the growth of knowledge. This should then be followed by training for experts to allow employees to learn in various ways.
o Optimize employees’ strengths – allow employees to grow in specialized roles
o Use e-learning programs – subject of each course, ranging from general company to role-specific knowledge and general industry insights
o Give employees a task – when given a task in lieu of training, employees will not only be educated but also prepared
o Current employees share their expertise – employees help their peers gain a better understanding of the tasks involved in their area of expertise
Development is the constant acquisition or refinement of knowledge and skills, which include professional development, job mastery and career planning. Considering the dynamics of development, employees must be encouraged and supported in reviewing and re-assessing their goals and be provided with valuable feedback and learning activities.
· Recognition and Reward
Recognition is extremely important to acknowledge an individual or a team’s behaviour. Appreciation is a fundamental human requirement so when employees are recognised for their hard work, this encourages them to feel valued and increase job satisfaction.
Reward programs in the workplace serve multiple purposes including;
o Retaining employees due to commitment, passion and are driven, resulting in a feeling of appreciation
o Boost employee productivity
· Performance Management
Performance management is about converting goals into results. It is aimed to address individual and organizational performance to create and endure healthy and effective results. Performance management is used to describe the methods and activities used to help an organization meet its goals in the most effective manner. It combines the organizations plans, activities and assessments with the overall goal of improving the organization.
· Induction, Training and Development
Induction is the introduction of new employees to the information they require regarding the organisation and informing them on the operations involved. Inductions are vital to ensure new employees are productive as quickly as possible, such as playing a significant role in knowledge management initiatives. An effective induction ensures that employees;
o Employees become more productive quicker
o Understand organisation’s policies and procedures
o Understand the performance standards
o Stay in the organisation
o Understand health and safety procedures
Training is essential to facilitate new employees with work-related skills, knowledge and techniques, in order to improve work place performance. How you on-board new employees directly impacts retention and turnover. Turnover is a continuous issue with 22% of new employees leaving their jobs within the first 45 days of employment. Correct training should include;
o Direct employee training – provides a foundation for the growth of knowledge. This should then be followed by training for experts to allow employees to learn in various ways.
o Optimize employees’ strengths – allow employees to grow in specialized roles
o Use e-learning programs – subject of each course, ranging from general company to role-specific knowledge and general industry insights
o Give employees a task – when given a task in lieu of training, employees will not only be educated but also prepared
o Current employees share their expertise – employees help their peers gain a better understanding of the tasks involved in their area of expertise
Development is the constant acquisition or refinement of knowledge and skills, which include professional development, job mastery and career planning. Considering the dynamics of development, employees must be encouraged and supported in reviewing and re-assessing their goals and be provided with valuable feedback and learning activities.
· Recognition and Reward
Recognition is extremely important to acknowledge an individual or a team’s behaviour. Appreciation is a fundamental human requirement so when employees are recognised for their hard work, this encourages them to feel valued and increase job satisfaction.
Reward programs in the workplace serve multiple purposes including;
o Retaining employees due to commitment, passion and are driven, resulting in a feeling of appreciation
o Boost employee productivity
· Performance Management
Performance management is about converting goals into results. It is aimed to address individual and organizational performance to create and endure healthy and effective results. Performance management is used to describe the methods and activities used to help an organization meet its goals in the most effective manner. It combines the organizations plans, activities and assessments with the overall goal of improving the organization.