Continuing Education and Training Minority

Question: Discuss about the Continuing Education and Training Minority. Answer: Introduction Retention of a trained workforce is continuously becoming a major concern to major organizations. Competitors, who offer similar services, are poaching employees. Due to this problem, identification of a procedure as well as its implementation is necessary. This paper will focus on the case of Deloitte Company that has come up with a procedure to train and maintain employees. Deloitte management approach The company has come to terms that training and retaining the task force is a big concern for the success of the organization. This has prompted the organization to take various steps in ensuring they retain the employees. To address the problem, the organization has taken a step to absorb the finest and the best interns who go through tough grilling before they can be ushered into the corporate world. One of the steps is the developing educational initiative, which aims to develop talented young people by engaging them through training (Retaining valued employees, 2011). Such an initiative is already taking place in England, and it has proven worthy through its remarkable results. The initiative dubbed as teach first was launched in 2002 recruits top university graduates and offers them a challenge, intensive training, full teacher certification and a chance to turn around a failing school all this within two years. This program enables the interns to learn leadership skills, which place them in a better position both in the job market as well as in management skills (Frank, 2017). Through this program, each year 1,300 participants compete for the limited 200 positions on teaching first initiative. Those who qualify have a degree in finance, philosophy, engineering, and math and are among the top 3% of the graduating classes (Mkhize, 2009). The management approach adopted by the organization in which they train the prospective employees before absorbing them is very effective as it ensures that the required knowledge and skills are passed down to the trainees. Furthermore, teach first program ensures that retaining of employees is guaranteed as employees are only equipped with skills that are only applicable to that specific organization (Hr.blr.com, 2017). Strength and weakness of the teach first program Teach fist program as the name suggest seeks to first equip the employees with the knowledge and skills before allowing them to join the organization. This kind of approach has its advantages as well as its disadvantages. To help understand and evaluate the understanding of the program the following are the advantages and the disadvantages. The advantage of the program is that the organization obtains the required employees among the best qualified in training, it saves on the recruitment cost during interviews. The continuous training helps the organization to monitor the individual's values and morals hence able to strategize on which position an individual should assume. The program ensures that there is ready taskforce back up to take over in an event a position is vacant. It also helps the company cope with new changes brought on board by the new graduates (DiPlacido, 2016). On the other hand, the program incurs a lot in maintaining the training program for the employees. There is no guarantee that employees will like to join the company after their training. The company also risks losing its internal information regarding its operation to competitors once the trainee drops out along the way. Another disadvantage is that competitors can manipulate the program in that they wait for the Deloitte organization to train the employees and porch them. This may lead to a huge cost to the company regarding financial resource as well as human resource (Crawford and Webley, 2012). Motivation and job attitude In every organization, the attitude of employees, as well as their motivation, goes a long way in determining the success of the organization. In this regard, identifying the kind of attitude the staff has towards the organization as well as their work is crucial as it helps identify what kind of motivation they require to keep on moving forward. According to (Building an inclusive workforce, 2012) Most employees in organizations that operate through a chain of command desire the following A supervisor who is always guiding them through their activities Setting of realistic and achievable goals through a mutual understanding Provision of a system that gives timely feedback, and reflects the employees performance thereby enabling him/her to make improvements on their areas of weakness Interesting work or work that creates a challenge to the employee from time to time Giving challenges to employees that help them learn and grow as well as test their capabilities Delegation of responsibilities that allow the employee to take charge of important tasks and prove that they can do it Recognizing the employee efforts by giving rewards and promotions based on their performance Fair treatment and respect also motivate the employees. After the employee has been motivated, there is a need to ensure that the employee goes on maintaining the motivated attitude. To make sure that the motivation prevails the following are the areas of focus. Opportunity for growth Work control whereby the employee is in charge of the work he/she is engaging Participation in decision-making To be part of the team during successful events Conclusion The Deloitte Company has a lot to consider while strategizing the way forward for hiring employees. The strategy of first training the employee for two years seems to be working well. The considerations that should be made while implementing this strategy is the willingness of employees to join the firm. The attitude towards work should be maintained in a way that employees are continuously motivated. Motivating strategies ought to be included in the teach first program. The motivation strategies should range from those requiring the motivation to the level of those that are already motivated. References Building an inclusive workforce. (2012). 1st ed. [Washington, D.C.]: U.S. Dept. of Labor, Office of Disability Employment Policy. Calvert, R. (2008).Employing the minority group college graduate. 1st ed. [Garrett Park, Md.]: [Garrett Park Press]. Crawford, F. and Webley, S. (2012).Continuing education and training of the workforce. 1st ed. [London]: British-North American Committee, sponsored by British-North American Research Association (UK), National Planing Association (USA), C D Howe Institute (Canada). DiPlacido, P. (2016).Employee motivation. 1st ed. Columbus: Ohio Distributive Education Materials Lab. Hr.blr.com. (2017).Employee Motivation: 5 Key Steps to Improve Employee Attitude. [online] Available at: https://hr.blr.com/HR-news/HR-Administration/Communication/Employee-Motivation-5-Key-Steps-to-Improve-Employe/ [Accessed 24 Mar. 2017]. Mkhize, V. (2009). Transformation Management and Cultural Diversity Training Through Employee Assistance Programs.Employee Assistance Quarterly, 14(3), pp.61-69. Retaining valued employees. (2011).Choice Reviews Online, 39(03), pp.39-1658-39-1658. Frank,A. (2017).teach first program. [online] Available at: https://www2.deloitte.com/uk/en/pages/press-releases/articles/deloitte-begins-pioneering-programme-with-teach-first-to-help-tackle-inequality.html [Accessed 24 Mar. 2017].