How can inservice training and development support employee retention Dissertation

How can inservice training and development support employee retention within the communication team - Dissertation Example .............................................................................. 4.3 Linking findings with theory..................................................................................... 5.1 Conclusion and recommendations............................................................................. References Appendices EXECUTIVE SUMMARY This research study aimed to close the gap in research knowledge regarding the role of inservice training in the organisation as a potential support tool for improving retention in communications teams. In the organisation, communications teams are set up to facilitate more effective communication between organisational actors, often involving employees, managers, and executives. These teams are responsible for reinforcing mission and vision, communicating policy changes and organisational adaptations, and facilitating the technologies and methodologies for effective discussion and interactions between organisational actors. In HR, retention relates to the ratios by which an organisation is able to reduce turnover and intention to leave, through the establishment of policies and strategies geared at employee satisfaction and job role motivation. Because there are significant gaps in knowledge literature supporting whether inservice training can serve as a predictor for improved retention, this study aimed to identify the tangible and intangible factors (intrinsic versus extrinsic) that could potentially lead inservice training to be a predictor of positive retention outcomes. Inservice training represents training provided to current employees, either short- or long-term, that provides new knowledge on systems, technologies, or behavioural changes needed to effectively facilitate a changing job role and... These teams are responsible for reinforcing mission and vision, communicating policy changes and organisational adaptations, and facilitating the technologies and methodologies for effective discussion and interactions between organisational actors. In HR, retention relates to the ratios by which an organisation is able to reduce turnover and intention to leave, through the establishment of policies and strategies geared at employee satisfaction and job role motivation. Because there are significant gaps in knowledge literature supporting whether inservice training can serve as a predictor for improved retention, this study aimed to identify the tangible and intangible factors (intrinsic versus extrinsic) that could potentially lead inservice training to be a predictor of positive retention outcomes. Inservice training represents training provided to current employees, either short- or long-term, that provides new knowledge on systems, technologies, or behavioural changes needed to effectively facilitate a changing job role and organisational/competitive environment. The best practices in developing and delivering inservice training are not widely available in research literature, thus this project intended to identify these best practices or structural obligations of creating effective inservice training to determine how this might impact attitudes or behaviours of those in the communications team that are exposed to inservice training processes an d content. The study was primarily desk-based, analysing large volumes of secondary research data in areas of psycho-social characteristics in employees, the functional and structural designs of inservice training, the nature of communications team development, as well as communities of practice as a development tool associated with inservice training.

The usage of derivative instruments Essay Example | Topics and Well Written Essays - 3000 words

The usage of derivative instruments - Essay Example The paper tells that in the present day context, the degree of competition was observed to be witnessing a significant rise along with the environment of business undergoing a constant alteration. The constant alterations have been giving rise to unforeseen situations that calls for effectual management with respect to the companies as well as banks. Therefore, it can be inferred that in relation to the mentioned context, it becomes important for the business enterprises to effectually manage the unforeseen risks from beforehand. It was identified in this regard that the most widely used financing strategies to overcome the challenges raised by business risks are the use of financial derivatives. Examples of financial derivatives used in the current risk management strategies are options and futures, and forward contracts. Options are defined as â€Å"the right and not the obligation to buy or sell something on a specified date at a specified price†. On the similar context, fu tures and forward contracts are also considered as significant risk management tools that are based on the value of fundamental assets. However, these techniques are subject to various factors such as credit rates, interest rates, currency fluctuations and other financial aspects which should be taken into consideration prior to the execution of this strategy. A derivative has been defined as an agreement that is found to take place among a buyer as well as a seller and gets initiated on the current date with regard to a particular transaction that is expected to be realised on a future date or time. For example, the tr