Answer to Question #201942 in Management for Karabo

Question

B) After determining the development process of the new product, you have decided to engage with the key stakeholders of your company to evaluate the category strategy objective of the new product. Therefore, you are expected to practically detail how the following category strategic objectives will be employed by your organisation (20 marks):

• Technology/new-product development objective (5 marks)

Answer 1

How an organization can Employ Strategic Objectives

When implementing new training programs for a company as a new product, the employers, employees, senior personnel like the HR and the supervisors must fully support the new product. The capability to manage new product development first requires a group of abilities being intelligent to integrate between different functional perspectives, interpret the needs of customers, forecast technological improvement, and select and prioritize between projects.

The main objectives of an on-the-job and role-play training program are to provide better employee performance, so it needs to be mentioned nonetheless since the primary goal of training is to reinforce existing skills and competencies to become more productive. According to Saeed et al., these competencies range from using digital tools for everyday tasks to mastering the latest sales techniques. Another objective is to retain employees since most current employees are known for their job-hopping tendencies, resulting from a lack of implementation of programs to grow in the industry. Also, it helps them handle the given pressure in the company result insufficient career growth chances.

Additionally, it enables better services and products since a company is as good as its employees, and the most brilliant ideas will fail if they’re not executed well. Consequently, employees are the ones who bring these ideas to life. Finally, the new products carry future-readiness. Competent employees are bold, promising besides being prepared for the future workplace. Companies that want to retain their position in the market person must have reskilled employees and are upskilled. The company can help in meeting these strategic plans by employing the following.

 The first is by allocating resources to assist employees in developing the skills they required to perform better. To meet the objectives, the organization can also offer access to training courses via a Learning Management so that new employees can list and access training materials any time they need them. In Getachew, S. (2020).  view Employees should be certified they produce an annual progress plan to begin development objectives and concentrate on learning activities that align with its strategic goals.

Lastly, the organization should develop modified training courses for the new employees, covering specific details about the business. According to Akdere (2009), communication courses and courses in customer service, diversity, ethics, quality, and safety typically help individuals work effectively on the job. The focus should be on a particular topic for a given amount of time. To encourage awareness, Schedule connected activities.  The organization ought to develop templates, job aids, demonstrations, and simulations to support employees in working consistently. Creating a good image is key to both in the company and with customers and business partners, and it rests on a well-trained workforce.

Developing employee dimensions comprises management of programs such as employee positioning meetings, strategy and technique alertness sittings, and leadership growth workshops to enable the company to succeed. In addition to formal training courses, an organization should offer elastic substitutions such as coaching, mentoring, and job-rotation experiences.

 

 

 

 

 

References

Akdere, M. (2009). The role of knowledge management in quality management practices: Achieving performance excellence in organizations. Advances in Developing Human Resources, 11(3), 349-361. <span style="font-size:12.0pt;line-height:200%;font-family:&quot;Times New Roman&quot;,serif">https://doi.org/10.1177/1523422309338575</span>

Getachew, S. (2020). ASSESSMENT ON THE EFFECT OF EMPLOYEES’MOTIVATION ON THE ORGANIZATIONAL PERFORMANCE, CASE STUDY ON SCHOOL OF NATION PRIMARY AND SECONDARY SCHOOL (Doctoral dissertation, ST. MARY’S UNIVERSITY).

Saeed, R., Lodhi, R. N., Iqbal, A., Sandhu, M. A., Munir, M., & Yaseen, S. (2013). The effect of human resource management practices on organization’s performance. Middle-East Journal of Scientific Research, 16(11), 1548-1556.