The retail inventory services provider RGIS recognized the decrease in staff satisfaction and motivation and the rise in inventory mistakes as the cause of the problem. Identifying the appropriate organizational training required to rectify this shortcoming is important. This paper will examine the many organizational training options, determine which is best for RGIS, and then describe the significance of that training. The paper will determine if the training that has been found is proactive or reactive and provide suggestions for further study. The success and efficiency of the company’s inventory process rely on identifying the right training to minimize mistakes and maximize worker engagement.
Training in an organization may take several forms, such as orientation, diversity, sexual harassment, team, and cross-cultural education. Regarding RGIS, the best approach for resolving the issue would be for the business to focus on team training. Due to team training, workers will be better equipped to utilize technology, understand the warehouse, and follow their managers’ instructions (Aaberg et al. 2). The collaboration encouraged by the training will reduce the number of mistakes made during inventory counts and allow the process to be finished more quickly. RGIS’s operational effectiveness, mistake rate, and staff happiness and motivation may all be enhanced with a commitment to team training.
The observed deficiency at RGIS can only be remedied by intensive team training. It will give workers the understanding required to take inventory promptly and precisely. Employees will learn how to utilize portable computers, go about the warehouse, and listen to and follow directions from their superiors as a team. They will find how to cooperate to finish inventory as quickly as possible with as few mistakes as possible. Team training can enhance efficiency and productivity in the team (Kedrowicz et al. 38). These include raising employee morale and satisfaction, decreasing mistakes, and enhancing operational performance and efficiency. The organization may address this issue and improve its chances of hiring qualified workers by providing them with team training. Moreover, the sooner inventory is finished, the less time will be wasted in the process, which improves the company’s profits.
The RGIS-revealed organizational training is proactive, emphasizing addressing potential weaknesses in staff competence. This training program aims to increase employee happiness and motivation (Ozkeser 803). It will help decrease their time on inventory and eliminate inventory-related mistakes. Preventing problems and the expenses that might come with reactionary actions, such as poor morale and productivity among workers, is mitigated. The business can accomplish its objectives faster and more efficiently if it proactively educates its staff. Hence, both proactive and reactive approaches to training are necessary for organizations. The highlighted organizational training in RGIS is a crucial proactive step for addressing staff competence deficiencies.
In conclusion, organizational training has been highlighted as a preventative technique to deal with training needs before they become significant problems for the business. RGIS should provide team training to help employees acquire the knowledge and abilities to spend less time on inventory, positively affecting morale and engagement. Long-term, this has the potential to increase the profitability of the business. Finding the right organizational training to address issues is essential for every business. Avoiding problems and extra expenses caused by reactive measures, such as poor staff morale and productivity, may be accomplished by taking a preventative approach to address these inadequacies via training.
Works Cited
Aaberg, Oddveig Reiersdal, et al. “An Interprofessional Team Training Intervention with an Implementation Phase in a Surgical Ward: A Controlled Quasi-Experimental Study.” Journal of Interprofessional Care, 2019, pp. 1–10, Web.
Kedrowicz, AprilA, et al. “The Impact of Team Training on Perceptions of Team Functioning during 3rd Year Veterinary Surgery.” Education in the Health Professions, vol. 2, no. 1, 2019, pp. 34–39, Web.
Ozkeser, Banu. “Impact of Training on Employee Motivation in Human Resources Management.” Procedia Computer Science, vol. 158, no. 1877-0509, 2019, pp. 802–10, Web.