Running head: ACQUIRING EMPLOYEES Acquiring Employees, conducting a Need’s Assessment and Job descriptions Wilburn Smith Grand Canyon University March 14, 2018 Smith 1 ACQUIRING EMPLOYEES Smith 2 Needs Assessment Below is a Needs Assessment Matrix for the Coca-Cola Refreshments USA, Company Departme Required Current training Jobs or tasks Department or nt functions Human Hiring employees, Employee satisfaction Hiring and funds to hire resource offering surveys offering job more employees employee needs promotions and promotions retrenching them employee Finance Overseeing overall Use of modern In charge of Well-coordinated payrolls departmental &accountin financial and technology to dispatch g accounting tasks monies Marketing Marketing and Embracing technology Marketing the In need of new advertising the to widen the target company’s marketing tools company’s market products needs products production Making, creating Custom training courses In charge of Satisfactory and inventing both online and creating and production products instructor based inventing new strategies from products the department and employees Customer Offering solutions Customer satisfaction Offering more staff to care to the customers’ surveys solution and handle the help to customers’ needs problems customers ACQUIRING EMPLOYEES Smith 3 The ultimate goal for a needs assessment in an organization is to determine the current and future desired goals and performance. Carrying out the above needs assessment matrix would be helpful for the Coca-Cola Refreshments USA, Company because through the systematic process of evaluation, valid information in relation to the performance of the company will be obtained. The needs assessment matrix acts a diagnostic tool that helps the company to identify the areas and factors that contribute towards the success of the company and areas that impede the success of the company too (Zott, & Amit, 2013). By use of the needs assessment matrix, it can be noted that the company's marketing department is in need of new marketing strategies. This is very important to act upon since marketing strategies any successful firm is quite beneficial. Since the Coca-Cola Refreshments Company is based in Atlanta, and aims at serving the entire U.S population and even extend beyond, effective marketing strategies should be put in place. We live in a modern world, whereby technology is embraced by almost everyone across the globe. Incorporating technology, for example, the use of social media to advertise and market the company's product would not only be a wise move but it will also help reach a bigger market and a bigger market, in turn, means that higher profit margins would be accumulated. Many people are able to access multiple social media platform and therefore using social media to market the company’s product would improve the efficiency of the marketing department. The use of print media would also be an effective marketing strategy since most people can easily gain access to information in print media all over the American soil and beyond. As a staff member of the Coca-Cola Refreshments USA, with great concern, I noted a laxity in the customer care department. Customer care services are very important for a successful business. Without customers then the business is doomed to fail. According to Schneider et al ACQUIRING EMPLOYEES Smith 4 (2013), customer experience and satisfaction is an important key to a successful business. Once the client, consumers, and investors are satisfied with the way they are being handled in the organization then they are bound to be regular users of the company's products. In my Coca-Cola organization, there are few numbers of employees to handle the increasing number of customers who come to make consultation, inquiries and even purchases in the company. Many of them end up leaving unattended to, or not satisfied by the services they were accorded with. Customers I believe are the foundational basis upon which the sustenance of any company is determined. For that reason, customer satisfaction is of vital importance to the growth and expansion of the company. There were fewer employees assigned to the department of customer care. A wellequipped and resourceful team of staff need to be based at the customer care department in order to help curb the overflow of customers in the department (Schneider, Ehrhart, & Macey, 2013). Improving the customer experience is crucial for the Coca-Cola Refreshment USA Company. Upon assessment of the Coca-Cola Refreshments USA Company, it was noted that the Human Resource department needed more funds to hire new employees. Atlanta is one very busy state in the U.S, and the company is based in one of the many busy working environments, it meant that many people in the region would often be in need of the company's products; therefore more employees would be needed in order to help in attending to the many product consumers in the company (Banfield, Kay, & Royles, 2018). The human resource department, therefore, is in need of more money to make a budget for hiring new staff members. The human resource department in many organizations is among the most important departments. It is the center for major key decisions that would affect the company’s credibility and efficiency (Banfield, Kay, & Royles, 2018). This department, therefore, in order to effectively deliver positive outcomes and decisions in regards to the wellbeing of the company, should be accorded a large and sufficient share of the ACQUIRING EMPLOYEES Smith 5 money. It is important for all organizations to carry out the Needs Assessment Matrix in order to maximize the profits. ACQUIRING EMPLOYEES Smith 6 The Human Resource Manager Job Description Job Outlook The human resource manager is in charge of provisions of all human resource services, policies, and programs in the department for the wellbeing of the company. Among the duties of a human resource manager includes the recruitment and staffing of employees. They recruit and staff employees depending on the organization's needs. A human resource manager is responsible for the employees’ services and counseling. The human resource manager is also in charge of administrating employees’ benefits and compensations in the organization. Through the human resource staff, a human resource manager coordinates the implementations of services and policies and then he or she reports to the CEO of the organization about the issues in the company and if need be assistance is given to ensure the effectiveness and efficiency of the department. Primary Objectives of the Human Resource Manager  Development of Human Resource s department within the organization  Development of an efficient, superior and task-oriented workforce  Observing and maintaining the health and safety of the employees in the work environment. Responsibilities of the Human Resource Manager Facilitating departmental goals and objectives within various departments as well as monitoring the company’s annual budget among many other duties. Education and Training Requirements ACQUIRING EMPLOYEES  Smith 7 A minimum of a bachelor's degree in Human Resource, Finance, and accounting or Business Administration  A minimum of ten years’ experience in the field of human resource management  Extra training in employment law, organizational development and employee relations is highly advantageous Qualities and Skills The field of human resource and management is challenging and fast-paced and therefore extra qualities and skills are a bonus. Leadership qualities, public, relations, eloquent and effective communication skills and good commanding language are preferred. Positive attitude and good judgment are a required of all HR professionals seeking an opportunity in the Human Resource Department. ACQUIRING EMPLOYEES Smith 8 Sales and Marketing Job Description Sales and Marketing Job Purpose Facilitates and oversees the provision of efficient and effective services in order to achieve a quicker sale of the company's products to all target markets and consumers. The sales and marketing job entails people, making consultations and inquiries regarding the different services and products that are offered in the company. The sales and marketing staff acts as a link between the company and the consumers and all types of customers who make use of the company’s products and services. Duties and Responsibilities of a Sales and Marketing Job  Readily availing the company’s information on different products and services to the customers and consumers of both the products and services  Pushes for more sales of the products and services offered in the company even in the hardest of times  Offers to respond to all questions from clients regardless of where they are  Establishes new and effective marketing ways that would enable the company’s products and services to be purchased by multiple consumers all over the country  Offers training to the new recruits in the sales and marketing department willingly and out of free will  Establishes stands and exhibitions to create awareness about the products and services offered by the company ACQUIRING EMPLOYEES  Smith 9 Establishes a way of attracting more customers and implementing strategies that would attract and retain the old customers  Sets up appointments and meetings with clients on a regular basis in order to offer exhaustive knowledge in relation to the products and services offered  Analyzes factors like the competitiveness of different products in the market and generate ways of pushing for the awareness of the products and services in the job market  Finds out ways of making the products and services offered by the company more appealing and attractive in the market Skills and Qualifications for a Sales and Marketing Job Product and service knowledge, eloquence in verbal speech, flexibility and presentation skills, basic computer literacy skills, creativity, aggressiveness in marketing the product, analysis of target market and strong math skills. ACQUIRING EMPLOYEES Smith 10 References: Banfield, P., Kay, R., & Royles, D. (2018). Introduction to human resource management. Oxford University Press. Schneider, B., Ehrhart, M. G., & Macey, W. H. (2013). Organizational climate and culture. Annual review of psychology, 64, 361-388. Zott, C., & Amit, R. (2013). The business model: A theoretically anchored robust construct for strategic analysis. Strategic Organization, 11(4), 403-411. Running head: INTERVIEW STRATEGY Interview Strategy Wilburn Smith Grand Canyon University March 21, 2018 Smith 1 Running head: INTERVIEW STRATEGY Smith 2 Interview Strategy The aim of the interview strategy is to guide the interview process and ensure that CocaCola Refreshments USA, Inc. gets the best human resource manager and sales and marketers. The two positions are vital to the company’s success. The interview process will commence after the review of the resumes sent by the applicants for the two positions. The review process will help shortlist the best-suited candidates for the advertised positions. The shortlisted candidates will then be invited for the face-to-face interview. The interviewers will apply the situation, task, action, result (STAR) technique when interviewing the shortlisted candidates. The STAR technique is a very popular and widely applied interviewing format. The technique helps interviewers get a good grasp of the interviewee’s specific capabilities (Doyle, 2017). It is a behavioral interviewing approach and has been observed to be highly effective in predicting a candidate’s job performance (Doyle, 2017). Interview Details The interviews will be conducted in three days. They will commence on 2nd April 2018 and come to a close on 4th April 2016. The venue for the interviews will be Coca-Cola Refreshments USA’s headquarters in Atlanta, Georgia. Information concerning the venue will be disseminated to the applicants early enough to help them make travel arrangements. The applicants for the position of human resource manager will be interviewed first and the sales and marketing applicants will follow. On all three days, the interviews will start at 8 A.M. and close at 5 P.M. From 10:00-10:30 A.M, the interviewers will have a tea break. The interviewers will also break for lunch from 1:00-2:00 P.M. and again for tea at 3:30-4:00 P.M. The interviewees will also be provided with tea and lunch depending on their time of arrival. As for the specific time that each Running head: INTERVIEW STRATEGY Smith 3 applicant will be interviewed, the shortlisting team will come up with a schedule in consultation with the shortlisted candidates. Each candidate will be interviewed for a maximum of 30 minutes. The composition of the interviewing team for the two positions will differ. Both interviewing teams will have two representatives from the human resource division. Since the human resource manager position is a senior one and of vital importance to the success of the company, the company’s CEO and the company’s human resources director will be part of the interviewing panel. Managers of different departments will also be part of the interviewing panel. The human resource manager will be responsible for hiring and training staff for all divisions in the company and it is best for functional managers to take part in the selection of the person they will be working with, in relation to staffing issues. For the sales and marketing position, Coca-Cola Refreshments USA, Inc.’s marketing manager will head the team that will be vetting the different applicants. This is because the marketing manager is well-informed on the kinds of applicants that will function effectively in the position. The marketing manager will work with representatives from the human resources division when conducting the interview. The manager will also have two representatives from the marketing division to help in the vetting. Testing Options One testing option that will be included in the interview process is the personality test. Personality testing is very important for the two advertised positions. Psychologists have argued that an individual’s personality persists for quite a long time and it impacts different aspects of their life such as work and personal relationships (Leutner et al., 2014). The human resource manager will responsible for overseeing the hiring and training of new employees. Another Running head: INTERVIEW STRATEGY Smith 4 responsibility of the manager will be to settle grievances. Traits such as being social, outgoing, and agreeable will be key for this position. Sales and marketers will be interacting will the company’s customers to convince them to buy our products. They too have to be outgoing and convincing. A web-based big five personality test will be administered to all applicants after the interview. The test is widely accepted by academic and professional psychologists and is used for research (Leutner et al., 2014). Questions to be posed to Interviewees Situational Questions o Tell us about one goal that you achieved and describe how you achieved it. o Describe an instance when you had many tasks to accomplish in a short time and how you handled the tasks. o Describe a challenge you encountered at work and how you dealt with it. o Describe a time when you were left in charge of your colleagues and how you managed them. Behavioral Questions o How would you handle a disagreement with your boss? o How do you deal with challenges? o Have you ever encountered a difficulty with a client and how did you deal with it? Running head: INTERVIEW STRATEGY Smith 5 o Have you ever been able to motivate a colleague at work or employees and how did you do it? Running head: INTERVIEW STRATEGY Smith 6 References: Doyle, A. (2017). Sample Behavioral Job Interview Questions and Tips for Answering. The Balance. Retrieved from https://www.thebalance.com/behavioral-job-interviewquestions-2059620. Leutner, F., Ahmetoglu, G., Akhtar, R., & Chamorro-Premuzic, T. (2014). The relationship between the entrepreneurial personality and the Big Five personality traits. Personality and individual differences, 63, 58-63. Running head: ACQUIRING EMPLOYEES Acquiring Employees, conducting a Need’s Assessment and Job descriptions Wilburn Smith Grand Canyon University March 14, 2018 Smith 1 ACQUIRING EMPLOYEES Smith 2 Needs Assessment Below is a Needs Assessment Matrix for the Coca-Cola Refreshments USA, Company Departme Required Current training Jobs or tasks Department or nt functions Human Hiring employees, Employee satisfaction Hiring and funds to hire resource offering surveys offering job more employees employee needs promotions and promotions retrenching them employee Finance Overseeing overall Use of modern In charge of Well-coordinated payrolls departmental &accountin financial and technology to dispatch g accounting tasks monies Marketing Marketing and Embracing technology Marketing the In need of new advertising the to widen the target company’s marketing tools company’s market products needs products production Making, creating Custom training courses In charge of Satisfactory and inventing both online and creating and production products instructor based inventing new strategies from products the department and employees Customer Offering solutions Customer satisfaction Offering more staff to care to the customers’ surveys solution and handle the help to customers’ needs problems customers ACQUIRING EMPLOYEES Smith 3 The ultimate goal for a needs assessment in an organization is to determine the current and future desired goals and performance. Carrying out the above needs assessment matrix would be helpful for the Coca-Cola Refreshments USA, Company because through the systematic process of evaluation, valid information in relation to the performance of the company will be obtained. The needs assessment matrix acts a diagnostic tool that helps the company to identify the areas and factors that contribute towards the success of the company and areas that impede the success of the company too (Zott, & Amit, 2013). By use of the needs assessment matrix, it can be noted that the company's marketing department is in need of new marketing strategies. This is very important to act upon since marketing strategies any successful firm is quite beneficial. Since the Coca-Cola Refreshments Company is based in Atlanta, and aims at serving the entire U.S population and even extend beyond, effective marketing strategies should be put in place. We live in a modern world, whereby technology is embraced by almost everyone across the globe. Incorporating technology, for example, the use of social media to advertise and market the company's product would not only be a wise move but it will also help reach a bigger market and a bigger market, in turn, means that higher profit margins would be accumulated. Many people are able to access multiple social media platform and therefore using social media to market the company’s product would improve the efficiency of the marketing department. The use of print media would also be an effective marketing strategy since most people can easily gain access to information in print media all over the American soil and beyond. As a staff member of the Coca-Cola Refreshments USA, with great concern, I noted a laxity in the customer care department. Customer care services are very important for a successful business. Without customers then the business is doomed to fail. According to Schneider et al ACQUIRING EMPLOYEES Smith 4 (2013), customer experience and satisfaction is an important key to a successful business. Once the client, consumers, and investors are satisfied with the way they are being handled in the organization then they are bound to be regular users of the company's products. In my Coca-Cola organization, there are few numbers of employees to handle the increasing number of customers who come to make consultation, inquiries and even purchases in the company. Many of them end up leaving unattended to, or not satisfied by the services they were accorded with. Customers I believe are the foundational basis upon which the sustenance of any company is determined. For that reason, customer satisfaction is of vital importance to the growth and expansion of the company. There were fewer employees assigned to the department of customer care. A wellequipped and resourceful team of staff need to be based at the customer care department in order to help curb the overflow of customers in the department (Schneider, Ehrhart, & Macey, 2013). Improving the customer experience is crucial for the Coca-Cola Refreshment USA Company. Upon assessment of the Coca-Cola Refreshments USA Company, it was noted that the Human Resource department needed more funds to hire new employees. Atlanta is one very busy state in the U.S, and the company is based in one of the many busy working environments, it meant that many people in the region would often be in need of the company's products; therefore more employees would be needed in order to help in attending to the many product consumers in the company (Banfield, Kay, & Royles, 2018). The human resource department, therefore, is in need of more money to make a budget for hiring new staff members. The human resource department in many organizations is among the most important departments. It is the center for major key decisions that would affect the company’s credibility and efficiency (Banfield, Kay, & Royles, 2018). This department, therefore, in order to effectively deliver positive outcomes and decisions in regards to the wellbeing of the company, should be accorded a large and sufficient share of the ACQUIRING EMPLOYEES Smith 5 money. It is important for all organizations to carry out the Needs Assessment Matrix in order to maximize the profits. ACQUIRING EMPLOYEES Smith 6 The Human Resource Manager Job Description Job Outlook The human resource manager is in charge of provisions of all human resource services, policies, and programs in the department for the wellbeing of the company. Among the duties of a human resource manager includes the recruitment and staffing of employees. They recruit and staff employees depending on the organization's needs. A human resource manager is responsible for the employees’ services and counseling. The human resource manager is also in charge of administrating employees’ benefits and compensations in the organization. Through the human resource staff, a human resource manager coordinates the implementations of services and policies and then he or she reports to the CEO of the organization about the issues in the company and if need be assistance is given to ensure the effectiveness and efficiency of the department. Primary Objectives of the Human Resource Manager  Development of Human Resource s department within the organization  Development of an efficient, superior and task-oriented workforce  Observing and maintaining the health and safety of the employees in the work environment. Responsibilities of the Human Resource Manager Facilitating departmental goals and objectives within various departments as well as monitoring the company’s annual budget among many other duties. Education and Training Requirements ACQUIRING EMPLOYEES  Smith 7 A minimum of a bachelor's degree in Human Resource, Finance, and accounting or Business Administration  A minimum of ten years’ experience in the field of human resource management  Extra training in employment law, organizational development and employee relations is highly advantageous Qualities and Skills The field of human resource and management is challenging and fast-paced and therefore extra qualities and skills are a bonus. Leadership qualities, public, relations, eloquent and effective communication skills and good commanding language are preferred. Positive attitude and good judgment are a required of all HR professionals seeking an opportunity in the Human Resource Department. ACQUIRING EMPLOYEES Smith 8 Sales and Marketing Job Description Sales and Marketing Job Purpose Facilitates and oversees the provision of efficient and effective services in order to achieve a quicker sale of the company's products to all target markets and consumers. The sales and marketing job entails people, making consultations and inquiries regarding the different services and products that are offered in the company. The sales and marketing staff acts as a link between the company and the consumers and all types of customers who make use of the company’s products and services. Duties and Responsibilities of a Sales and Marketing Job  Readily availing the company’s information on different products and services to the customers and consumers of both the products and services  Pushes for more sales of the products and services offered in the company even in the hardest of times  Offers to respond to all questions from clients regardless of where they are  Establishes new and effective marketing ways that would enable the company’s products and services to be purchased by multiple consumers all over the country  Offers training to the new recruits in the sales and marketing department willingly and out of free will  Establishes stands and exhibitions to create awareness about the products and services offered by the company ACQUIRING EMPLOYEES  Smith 9 Establishes a way of attracting more customers and implementing strategies that would attract and retain the old customers  Sets up appointments and meetings with clients on a regular basis in order to offer exhaustive knowledge in relation to the products and services offered  Analyzes factors like the competitiveness of different products in the market and generate ways of pushing for the awareness of the products and services in the job market  Finds out ways of making the products and services offered by the company more appealing and attractive in the market Skills and Qualifications for a Sales and Marketing Job Product and service knowledge, eloquence in verbal speech, flexibility and presentation skills, basic computer literacy skills, creativity, aggressiveness in marketing the product, analysis of target market and strong math skills. ACQUIRING EMPLOYEES Smith 10 References: Banfield, P., Kay, R., & Royles, D. (2018). Introduction to human resource management. Oxford University Press. Schneider, B., Ehrhart, M. G., & Macey, W. H. (2013). Organizational climate and culture. Annual review of psychology, 64, 361-388. Zott, C., & Amit, R. (2013). The business model: A theoretically anchored robust construct for strategic analysis. Strategic Organization, 11(4), 403-411. Running head: INTERVIEW STRATEGY Interview Strategy Wilburn Smith Grand Canyon University March 21, 2018 Smith 1 Running head: INTERVIEW STRATEGY Smith 2 Interview Strategy The aim of the interview strategy is to guide the interview process and ensure that CocaCola Refreshments USA, Inc. gets the best human resource manager and sales and marketers. The two positions are vital to the company’s success. The interview process will commence after the review of the resumes sent by the applicants for the two positions. The review process will help shortlist the best-suited candidates for the advertised positions. The shortlisted candidates will then be invited for the face-to-face interview. The interviewers will apply the situation, task, action, result (STAR) technique when interviewing the shortlisted candidates. The STAR technique is a very popular and widely applied interviewing format. The technique helps interviewers get a good grasp of the interviewee’s specific capabilities (Doyle, 2017). It is a behavioral interviewing approach and has been observed to be highly effective in predicting a candidate’s job performance (Doyle, 2017). Interview Details The interviews will be conducted in three days. They will commence on 2nd April 2018 and come to a close on 4th April 2016. The venue for the interviews will be Coca-Cola Refreshments USA’s headquarters in Atlanta, Georgia. Information concerning the venue will be disseminated to the applicants early enough to help them make travel arrangements. The applicants for the position of human resource manager will be interviewed first and the sales and marketing applicants will follow. On all three days, the interviews will start at 8 A.M. and close at 5 P.M. From 10:00-10:30 A.M, the interviewers will have a tea break. The interviewers will also break for lunch from 1:00-2:00 P.M. and again for tea at 3:30-4:00 P.M. The interviewees will also be provided with tea and lunch depending on their time of arrival. As for the specific time that each Running head: INTERVIEW STRATEGY Smith 3 applicant will be interviewed, the shortlisting team will come up with a schedule in consultation with the shortlisted candidates. Each candidate will be interviewed for a maximum of 30 minutes. The composition of the interviewing team for the two positions will differ. Both interviewing teams will have two representatives from the human resource division. Since the human resource manager position is a senior one and of vital importance to the success of the company, the company’s CEO and the company’s human resources director will be part of the interviewing panel. Managers of different departments will also be part of the interviewing panel. The human resource manager will be responsible for hiring and training staff for all divisions in the company and it is best for functional managers to take part in the selection of the person they will be working with, in relation to staffing issues. For the sales and marketing position, Coca-Cola Refreshments USA, Inc.’s marketing manager will head the team that will be vetting the different applicants. This is because the marketing manager is well-informed on the kinds of applicants that will function effectively in the position. The marketing manager will work with representatives from the human resources division when conducting the interview. The manager will also have two representatives from the marketing division to help in the vetting. Testing Options One testing option that will be included in the interview process is the personality test. Personality testing is very important for the two advertised positions. Psychologists have argued that an individual’s personality persists for quite a long time and it impacts different aspects of their life such as work and personal relationships (Leutner et al., 2014). The human resource manager will responsible for overseeing the hiring and training of new employees. Another Running head: INTERVIEW STRATEGY Smith 4 responsibility of the manager will be to settle grievances. Traits such as being social, outgoing, and agreeable will be key for this position. Sales and marketers will be interacting will the company’s customers to convince them to buy our products. They too have to be outgoing and convincing. A web-based big five personality test will be administered to all applicants after the interview. The test is widely accepted by academic and professional psychologists and is used for research (Leutner et al., 2014). Questions to be posed to Interviewees Situational Questions o Tell us about one goal that you achieved and describe how you achieved it. o Describe an instance when you had many tasks to accomplish in a short time and how you handled the tasks. o Describe a challenge you encountered at work and how you dealt with it. o Describe a time when you were left in charge of your colleagues and how you managed them. Behavioral Questions o How would you handle a disagreement with your boss? o How do you deal with challenges? o Have you ever encountered a difficulty with a client and how did you deal with it? Running head: INTERVIEW STRATEGY Smith 5 o Have you ever been able to motivate a colleague at work or employees and how did you do it? Running head: INTERVIEW STRATEGY Smith 6 References: Doyle, A. (2017). Sample Behavioral Job Interview Questions and Tips for Answering. The Balance. Retrieved from https://www.thebalance.com/behavioral-job-interviewquestions-2059620. Leutner, F., Ahmetoglu, G., Akhtar, R., & Chamorro-Premuzic, T. (2014). The relationship between the entrepreneurial personality and the Big Five personality traits. Personality and individual differences, 63, 58-63. Running Head: TRAINING AND DEVELOPMENT EXERCISE Training and Development Wilburn Smith Grand Canyon University April 9, 2018 Smith 1 TRAINING AND DEVELOPMENT EXERCISE Smith 2 The primary objective of the training and development exercise is to increase productivity because we acknowledge that the slightest disturbance can bring the business to its knees. Increasing productivity will also help the company to tackle the increasing competition in the market while reducing the cost of production. Increasing productivity will encompass updating the employees with the latest technologies, techniques, and processes. The training and development program will also be keen to improve services in the customer care department and to enhance employee communication and encourage peer training. It has been noted that there has been laxity in the customer care department of the Apple Factory in China. Apple is arguably one of the largest mobile phone and computer manufacturer in the world. Apple has many customers but the limited staff - some customers have complained about being left unattended to. Once customers have felt satisfied with the way they are handled in business, they are bound to become regular customers. It is, therefore, a wake-up call for the human resource department to revive the company’s reputation in China by hiring more personnel in consultation and inquiry faculties. A well-experienced and equipped team is required to handle the overflow of customer demands thereby improving the overall quality of services. The human resource manager needs to call for job interviews which should run for about three days. He will be assisted by a marketing manager who has experience in the customer care department. The qualified candidates should be social, outgoing and convincing as they are critical requirements for a customer care attendant (Marshal de Saxe, 2017). The lucky candidates should be focused and have excellent time management skills and be able to work comfortably under pressure. Proper communication has been quite a challenge for the company. The mission and vision of the company have been taken for granted. They should, therefore, be made clear. This TRAINING AND DEVELOPMENT EXERCISE Smith 3 way, the employees will communicate adequately to reach the company’s goals. Communication should not only be improved between workmates but also between employees and managers. Managers should get to know their employees. Knowing one’s employees makes it easier to communicate with them. Employees, on the other hand, feel connected when their bosses can address their concerns – therefore, they are likely to be more. Productive. Every organization has its internal knowledge information that every employee should know. To help new employees get adapted faster to the organization’s culture, they should be made part of training (Jostle, 2015). To further encourage proper communication, an online platform for sharing information will be established. The platform will contain industry news and trends, which the employees are likely to read. The employees will be eager to stay involved on this platform to share. It will create positive energy and purposeful communication. The overall productivity of the company will improve as is the objective of any training and development exercise of any organization. The organization will be planning external events like get-togethers or parties for the employees to meet outside the office environment. This will help employees something to look forward to and facilitate stronger bonds in the company. The main thing that causes disunion between employees and managers is conflicts. Conflicts are unavoidable – in one way or the other, they will pop up. The solution is to communicate sensitive or controversial information in a face-to-face approach. The issues should be spelled out directly. However, the manager and employee should be calm and polite. It is the managers’ responsibility to detect and act accordingly before things get out of hand. For instance, a conflict can be characterized by a lack of motivation, low productivity, increased levels of grievances and absenteeism (Jostle, 2015). It has been noted that the managers have the pressure to keep the company ahead of their rivals, therefore setting some unrealistic goals and increased workload with low pay and inhabitable TRAINING AND DEVELOPMENT EXERCISE Smith 4 resting environments. Apple has been accused of exploiting its employees in terrible working conditions so severe that some have committed suicide while some have put accusations on excessive working hours (Neate, 2017). Managers must set realistic goals and avoid clashing with employees over personality differences. The company will revise its equality policies to prevent unfair treatment and conflicts. New employees can learn a lot from peer training and get adapted faster into the company than just via their regular exercise during hiring (Marshal de Saxe, 2017). The Apple Company in China is mainly a production organization. There are several production departments; a more significant part of these departments are similar – the employee roles and functions are very similar. Should an employee working at mobile phone production department get just a little training from their peers during their professional interactions, then they can comfortably work at the computer and accessories production departments. This method is not only useful but also cost-effective when compared to inviting professionals to train the new employees. To facilitate this, the company will encourage get-togethers for the employees to get to know each other better, as mentioned above. Apple is a significant and well-established company that apparently would have no financial constraint in deploying more professionals to train their employees or raise the salaries of its employees and improve their living standards. It would also not have trouble or using a more extensive customer care workforce or to sponsor out-of-office social events for its employees. After all, all these measures are strategies to improve productivity; the company’s primary goal. These strategies consider the strengths and weaknesses of the company. They would also be very beneficial to new employees. For instance, new employees will get trained by the supervisors and peers; this will would facilitate learning many things very fast. TRAINING AND DEVELOPMENT EXERCISE Smith 5 The organization is determined to make this training and development exercise work and has put some measures to ensure it does not fail. The company will be getting regular feedback on the progress of the exercise as well as measuring the effectiveness of the entire program by conducting surveys, tests and looking at sales figures. TRAINING AND DEVELOPMENT EXERCISE Smith 6 References: Jostle. (2015, January 12). 7 Ways to Improve Internal Communication at Your Business. Retrieved from https://blog.jostle.me/blog/7-ways-to-improve-internalcommunication-at-your-business-2-2/ Marshal de Saxe. (2017, February 2). 8 Ways to Ensure That Your Staff Training Is A Success.Retrieved from http://www.saxonsgroup.com.au/blog/human-resources/8ways-ensure-staff-training-success/ Neate, R. (2017, November 30). Apple investigates new claims of China factory staff mistreatment. Retrieved fromhttps://www.theguardian.com/technology/2013/jul/29/ apple-investugates-claims-china-factory 
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