In the frame of the needs assessment, two major problems have been identified. The first problem is the ineffective recruitment policies used in the company. In this view, several solutions might be pointed out to resolve this management problem. First, it might be suggested that the recruitment managers reshape the selection criteria putting a particular emphasis on the applicants’ field knowledge. This solution is proposed since one of the problems that have been pointed out in the course of the needs assessment is the poor understanding of operation and field elements in the employees. In this view, it is assumed that this aspect should be checked beforehand. Second, it is important that recruitment managers evaluate the applicants’ teamwork skills. This solution is proposed since one of the problems previously identified is the lack of consistent collaboration between team members. Therefore, it is rational to suggest that this problem is partially determined by the fact that the company hires employees with poor teamwork skills. Third, the needs assessment has revealed that the main priority that the company sets is meeting the clients’ needs. In the meantime, this vision is not always shared by the company’s employees. It means that the employee performance is poorly aligned to the corporate goals and mission. Therefore, it might be proposed that the recruitment managers communicate the corporate values to the applicants in an abundantly clear manner. They should likewise evaluate the critically whether a particular applicant is likely to share these values when he or she becomes a company’s employee.

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As such, all the solutions to the problem discussed above can be generally classified as reshaping the recruitment policy. These solutions might be rather time-consuming since the personnel department will have to organize several group meetings to agree upon the new recruitment framework, discuss the updated criteria, and revise the existing interview procedure. In the meantime, the proposed solutions are highly cost-effective – they will require no additional expenses; on the contrary, an improved recruitment policy will ensure that the right people take the right positions, what, in its turn, will lead to an improved performance, customer satisfaction, and larger revenues.

The second problem identified in the frame of the needs assessment is low employee inclusion. In other words, there is a poor interconnection between managers and team members. The former are not motivated to participate in decision making, while the latter are too scared to do so. The best solution that might be proposed to resolve this problem is training. The training should be focused on a variety of team-building activities and role-modeling exercises that will help employees to become more confident and decisive. Since this solution can be identified with an organizational change, it is necessary to ensure that all the change participants visualize clearly the expected outcome. It is likewise important that they understand the individual value they will receive from the implementation of this solution – the enhancement of teamwork cooperation. According to Johnson (2015), “imagining yourself enjoying your new cheese leads you to it” (p. 20). In other words, the expected value will lead prompt the employees to participate in the change promotion.

The proposed solution involves a cost-effective dilemma. On the one hand, it will be naturally associated with additional expenses. On the other hand, it will lead to increased productivity, customer loyalty, and, thus, larger revenues in a long-term perspective. In this view, it might be proposed to use a simple self-assessment tool for Kirkpatrick Levels Three and Four that is aimed at assessing the training impact (A Simple Tool for Measuring Training Impact, n. d.). The assessment result retrieved with the help of this tool will serve as a rationale for implementing the proposed solution to the problem.

    References
  • A Simple Tool for Measuring Training Impact n. d., viewed 23 December 2016, .
  • Johnson, S. (2015 Who Moved My Cheese? London, England: Vermilion.