International Journal of Smart Home for Learning- myassignmenthelp

Question: Discuss about theInternational Journal of Smart Home for Learning. Answer: Background of TSL The company that I work for as a HR generalist, therefore I was responsible for the monitoring and planning of the day to day operations of the business. TSL is a popular Jewellery Retailer ranking in the top five leading Jewellery retailers in Hong Kong. With benchmarking craftsmanship and attention to details the company has gained its position in the market. The company is focused on providing high-quality timeless jewellery pieces. The target market of the company comprises of the local and tourist from the Chinese nationality. The strength of the employee population in the organisation is 600. Figure: Hofstedes Value Dimensions China (Source: Hofstede-insights.com, 2018) Importance of training and skill development in the organisation As the USP of the brand is in the benchmarking craftsmanship and high quality products the TSL focuses on the skill development of the employees. Innovation and attention to details are two of the major aspects that the company is associated with in developing a training programme. Quality services to the customers are one of the values of the organisation. The company provides the customers with distinguished services as the company is aware that the customers are looking for the flawless cut and the exquisite innovative design (Tslj.com, 2018). This is not only contemporary but is also classic in nature as the company understands that jewellery is an investment for the target market. Therefore in order to meet the requirement of the customers I feel it is important to undertake training programme. In the country as well as in the industry level to maintain the competitive advantage of the company training and development is essential as the focus do the advantage is on the quality which is brought about with the help of skill development. The retail and customer service training will help in the sales which I think is also useful in improving the sales efficiency especially by improving the communication skills. These aspects therefore help in aligning the HR / LD policies with the strategic management approaches (Tslj.com, 2018). The ways in which the company can move to actual situation to target market The customers are the main stakeholders of the company and the organisation make sure that the in the process of customer service and quality of the products there are no flaws; the target market of the company is focused around localities as well as tourists who visit China. In order to do that the company has to develop retail skills with the help of improving the communication, the common languages that are used are English and Chinese which is restricted considering that the rage of tourists that visit the places where the showrooms are located. I think that apart from the skilled that has been stated in the Retail Core Curriculum, the objective of which is to enhance job competence and management skill set of the employees should also focus on the communication skills. This I think will help the company to move towards the target market. One of the major gaps in the training process which drives the company away from the target market in terms of its strategy is that the main VMV strategy shows that the company is determined to improve and evolve the quality and design, but the training program that is existing do not have such skill development programme. According to me focusing in retail and customer service is just one half of the VMV of the company, the other half deals with the main unique selling proposition of exquisite craftsmanship, as new craftsmen are employed they should be provided with a proper training programme so that they can evolve to be one of the contributor towards achieving the mission of the company. The craftsmen of the company are the back bone of the organisation and the company should strive to preserve the art of making Fine Jewellery. This will surely help the company to move from the actual situation to the target market. Challenges and Recommendation The challenges that are faced in the organisation in terms of the Human resources are: Internal conflict among the employees due to generation gap is an issue, as there is diversity among the employees in terms of age in the company (19-70) difference in perspective and perception may give rise to such situations. Another major issue is high rate of employee turnover; it has been observed that around 50 percent of the new employees resign within first three months. This is due to the long working hours and difficult organisational culture. The training culture is not holistic as aforementioned. The process of training is also backward and not effective enough. Following are the recommendation for the issues identified: In order to deal with the generation gap the organisation should adapt to a collaborative culture where the expertise of the experienced people along with the contemporary outlook of younger generation can provide the company. In order to retain staff the top-management should undertake interaction and communication skill development training which will not only help in understanding the issue but will also help in determining the real cause of the grievance so that the management can come to a conclusion to solve it. An e-learning platform will help in developing a flexible training programme that people will be eager to join and learn from the training programme. It is also important to provide training to office staff as administration is an issue that is highlighted as one of the reason for high employee turnover rate. Apart from training the company can also provide the employees with Incentive and Benefits program. This will help in work arrangement for staff retention. Conclusion It can be concluded form the above discussion that TSL is in need of a full proof training programme to meet the target market as well as deal stay true to the Vision, Mission and Values of the company. I think that company has to first deal with issues such as employee retention and then proceed with the training programme. The top management has to develop some retention strategy as mentioned above. As a globally popular brand the organisation can easily reach its target if the management remains focused on the issues and analyse them from the main cause. Reference list Hofstede-insights.com. (2018). Home page. hofstede-insights.com. Retrieved 12 April 2018, from https://www.hofstede-insights.com/country/china/ Tslj.com. (2018). Home page. tslj.com. Retrieved 12 April 2018, from https://www.tslj.com/en-us/home.aspx Bibliography Ford, J. K. (2014). Improving training effectiveness in work organizations. Psychology Press. Kim, J., Chang, H. (2013). A study on performance evaluation of the human resources training program. International Journal of Smart Home, 7(1), 221-230. Sung, S. Y., Choi, J. N. (2014). Do organizations spend wisely on employees? Effects of training and development investments on learning and innovation in organizations. Journal of organizational behavior, 35(3), 393-412.