Please Do Right By My Friend

Week 9

 Please Do Right By My Friend!

This week has been eventful. starting with the pendemic and many other incidents around the world. This has brought uncertainty about the future. as i did this blog post, i was concerned about the conversation I had with one of my colleagues who felt the administration was dealing her a raw deal. She was tired of being left alone without support to deal with the difficult students on her own. Our converstion made me want to rant about our school administration's lack of support for my friend. So, I decided to write this little note of disjointed ranting. 

The HRD Intervention

Introduction

It has been several years since I last saw my coworker Paulette.  I quickly remembered how efficient and responsible she was with the students. She treated her students with respect. She took her job seriously. She was a happy and very diligent coworker who handled her students with so much care and, most of all showed compassion many of our students. Paulette would always offer herself to help when someone needs help. I say these things because I was one of the beneficiaries of the support she provided to her coworkers as well as to students. She rarely took her lunch breaks just because she wanted to help. And that brings me to my current assignment.

After being away for several years from the class, I returned to find  Paulette working in a different classroom. She no longer worked in the same classroom I left her in. She was transferred to a new position in the new class as a one on one staff, and she did not look happy with the new arrangement.

Her many years of experience working with this student population didn't help her much. She was not skilled in working in her new position, and retraining for the new job was not provided. She was left with no much support. It was as if she was left to figure it out by herself.

From the reading, I learned a few interventions, but the one that caught my attention was the HRD Intervention with emphasis on Talent Management Intervention.

Talent management is a systematic process intentionally designed to meet the organization's needs by placing the right people in the right jobs at the right time. It focuses on individual personal growth by provided access to a work environment that encourages high individual performance through systems designed to keep employees engaged and, most of all, motivated to give their best. But not so for Paulette, my coworker, and many more.

It is said that focusing on talent and complementary corporate culture guides and sustains organizational performance, so if talent management is action-oriented, people-oriented, globally-oriented, and future-oriented, it will pay close attention to its human resources.

One of the critical elements of an organization is staffing. Stuffing is a vital talent management function and both the organization and the employee benefit from careful planning; unfortunately, it does not consistently occur as drunker the management guru said colons quotation marks no other decisions are so long-lasting in their consequences or so difficult to unmake and yet by large executives make poor promotions and staffing decisions." Staffing includes strategic personal planning, the right number and kinds of capable people, strategies for hiring, training, and retraining, and so forth.

How and what context would you apply that intervention?

It is said that the improvement performance improvement Practitioner has a unique role in the talent management process. The performance improvement practitioner utilizes he's or her competences to develop a strategic partnership. He or she analyzes jobs and the people and the resources necessary to complete the job effectively and efficiently. They don't just fill the job positions with people who have no relevant or legible skills to the job. They make sure that the job is matched with the right skill and the right person who is empowered, all qualified to do the job efficiently and effectively.

This brings me to my friend Paulette's case. She was a productive member of our classroom, who was competent at her work and possessed relevant skills to help her perform her job. But when she was transferred to a different class with a different student population of which she had no prior skills Or qualification to fulfill job efficiently and effectively, She could not effectively and efficiently do her job. Unfortunately, because off lack of talent management processes, Paulette was unfairly judged as an inefficient and ineffective worker. These affected her morale and the love of her job. This could have been avoided, had the administration applied the proven and true systems of talent management.

Application

However, in this chapter, I have picked up several essential elements that are crucial to the success of any organization.  Like in my friend's situation, knowing her skill deficiency in dealing with the new class, I would develop a retraining course for employees who need skills and provide and ongoing skills development through continuous coaching. I will also create partnership zones between the administration and the staff, which will help share the responsibility of staff as well as the administration's development.  This is critical, especially in Paulette's case, because there was no timely and visible administration support. That is why she was blamed for not holding her on in the classroom shared responsibilities.

But with shared responsibility for her development, Paulette, her student, and her coworkers would greatly benefit. This can also encourage her to stay in her job. Remember, it is said that employee retention enhances the organization's values and worth.