Staff Training

Finding

Staff training

The other problem Mr. Lee is facing is about staff training. During the interview which is conducted on5 March 2014, Mr. Lee stated that except 4 staffs who have been working more than 5 years, others leave only after 6 months to a year. Even though contracts of employment are made as a firm, they are irresponsible for the contracts what they had made. Especially the period around Tet holyday after receiving incentives, they absent or leave without any notice. Mr. Jay, the owner of Lion Hair Shop also mentioned the same problem in the interview conducted on 25 April 2014. According to Jensen (2014), establishing clear performance objectives for their employees should be conducted. To explain, to enhance their performance employers should articulate specific performance objectives and expectations. However, Mr. Lee has a communication problem between his staffs and him which disturbs him training and communicating with his staffs. Mr. Jay demonstrated that he teaches his employees some basic vocabulary, sentences and smooth communications with customers. Jensen (2014) maintains that weak employees who show no “sign of performance improvement” should be removed as soon as possible “to produce long term benefits for both the employee and the company”.

Recommendation

Staff training

Mr. Lee should articulate specific performance objectives and expectations. For example, employees should be responsible for the contract contents and the office hour. Also Mr. Lee should clearly notify his staffs of their expected performances. According to the survey conducted on 5 May 2014, 35% of the respondents answered staffs of Dada Hair Shop need to be trained in terms of staff behavior. In addition, Mr. Lee should teach his staffs some basic Korean words and sentences for them to communicate with Korean customers and to provide the customers better service and satisfaction. These small changes and efforts would help retain customers and drive long term loyalty as well.