Organizational Learning Bizops Human Resource Manager - Free samples

Question: Study Organizational Learning Bizops Human Resource Manager? Answer: Introduction The following assignment is about the organizational learning. The term organizational learning means the experience of various new things at the workplace and the troubles it create due to those problems. One has to pass through these experiences to achieve the proper organizational learning. This is no bookish knowledge but gaining practical knowledge about the organizational values and how they are overcome by applying some tricks by the Human Resources department. In this context, the organization BizOps will be highlighted to see the different aspects of the organizational learning. Primary Overview of the Situation The primary condition of the organization is that the Human Resources Manager of the company Gina Harris will be going away for four weeks or a month. In her absence, many works will be overdue and they will be pending if they are not completed. In this situation, the progress of the company, the training of the employees and their future promotion in future will all be hindered if it is not done properly. The HR manager has given her role to someone who will need to play her role in her absence and do the needful when she will be out. She has advised that the IT department will be using the new widget software and as usual the manager of the IT department has sought the help of the HR department to arrange for the training of the employees (Scofield et al. 2012). Another case has been recorded that the employee named Tracy Lint will need some assistance on her training individually so that he she can develop her skills. The training has to be done in such a way that she can be consi dered for her promotion in the future. The success management guidelines have to be followed in accordance to the policies of the organization. The IT department training The IT department will be given training on the widget software which is very essential for the up gradation of their knowledge and their skill development (Gallie et al. 2012). In this case the newly assigned person for the HR manager role should provide proper places for sitting of the employees and the useful things like projector room, all the important devices and the competent people who will be able to train those employees (Jun 2012). The focus groups will be created and the target for that will be to broaden their ideas about the matter by the help of the operational leaders. The leadership management skills also will be developed to show the development in the strategic management (Hill, Jones and Schilling 2014). The BizOps organization will hold talent pools to find out the new talents who will be able to show their effectiveness in leadership. The new talents will be found by conducting regular assessments on the capability of the employees, their skills and experience, their assessed performance ratings in the industry. The succession management scheme will provide feedback on the assessed performance. The HR department will conduct these operations to develop the skills of the employees and hire new talents who can contribute to the success of the organization. Individual training of Tracy Lint After the discussion on the success management scheme and the training of the IT department, the next role of the new HR manager will be to arrange for a individual training of Tracy Lint. She is a hard working young woman but she has been having some problems lately about her understanding of her job role. It is the duty of the Hr to arrange for an induction training with her that will help her to understand the scenario better (Salau, Falola and Akinbode 2014). The better understanding of the scenario will help her to perform better and preferably get a promotion. The HR manager must at first let her know that her job location will be at the head office and it will be a full term permanent job. Her designation will be Customer Service Manager. She has to maintain good relationships with the customers control the customer service team. She will have to meet the organizational objectives and cater to her responsibilities (Yeh and Hong 2012). Tracy has to develop the customer service policies that will be implemented by the team. She has to look over the matter of customer problems, solving them, listening to their requests and demands and try to meet them. She also has to evaluate the performances of the staff under her (Jenter and Kanaan 2015). She has to ensure if the policies are reviewed. The customer management systems should be maintained by her as well. She has to be informed by the HR about the selection criteria of the post. Most important of them are having relevant a Bachelor Degree in the field with three years of customer service experience (Gimour et al. 2013). Such unplanned situations arose in the working spheres of the Tracy Lint had to face when the sales representative Roxanne burst into office saying that some customer had accused her verbally and threatened to sue the organization and intending to speak to her. Tracy should address the customer with calmness and ensure her that the problem will be resolved. The HR called her to come to her cabin to talk about the recruitment agency problems that Tracy was dealing with. The interview candidate, Craig Bullen, telephoned to say that he would be 10 minutes late. In these circumstances, the interview timing had to be rescheduled. Learning Portfolio A learning portfolio could be made in such a manner for the substitute HR- He has to understand the duties well. He should be able to cope up with the pressure and meet the organizational needs. He should maintain good relationships with all the departments and customers. He should contribute his best to the organizational success. Conclusion In this assignment, the primary overview of the situation has been given with the role of the HR to cope up with the training problems of the IT department and Tracy Lint as the customer service manager. A brief learning portfolio in the organizational structure has been given to suit the context. The HR Gina Harris should appreciate the efforts of her substitute in her absence References Gallie, D., Zhou, Y., Felstead, A. and Green, F., 2012. Teamwork, skill development and employee welfare.British Journal of Industrial Relations,50(1), pp.23-46. Gilmour, P., Borg, G., Duffy, P.A., Johnston, N.D., Limbek, B.E. and Shaw, M.R., 2013. Customer service: differentiating by market segment.International Journal of Physical Distribution Logistics Management. Hill, C.W., Jones, G.R. and Schilling, M.A., 2014.Strategic management: theory: an integrated approach. Cengage Learning. Jenter, D. and Kanaan, F., 2015. CEO turnover and relative performance evaluation.The Journal of Finance,70(5), pp.2155-2184. Jun, T., 2012. 3D modelling of small object based on the projector-camera system.Kybernetes,41(9), pp.1269-1276. Salau, O.P., Falola, H.O. and Akinbode, J., 2014. Induction and staff attitude towards retention and organizational effectiveness.IOSR Journal of Business and Management (IOSR-JBM),16(4), pp.47-52. Scofield, C.L., Marshall, B.E., Pope, E.E. and Merritt, E.B., Amazon Technologies, Inc., 2012.System and method for client-side widget communication. U.S. Patent 8,104,044. Yeh, H. and Hong, D., 2012. The mediating effect of organizational commitment on leadership type and job performance.The Journal of Human Resource and Adult Learning,8(2), p.50.