Final answer:
HR should recommend meeting with each employee to identify individual challenges, develop tailored new training programs, and conduct thorough performance appraisals to improve work performance. A multi-faceted approach, informed by studies on training effectiveness, can address problems holistically and contribute to a better workplace while enhancing productivity and employee satisfaction.
Step-by-step explanation:
When a manager discovers that an employee, or several employees, are unable to meet production standards, HR should recommend a strategic approach to resolve the issue. Given that the employees have been properly trained and certified, HR could suggest meeting with each employee to understand the barriers they're facing. This step respects the individuality of each employee's situation and helps HR gather specific insights into the process inefficiencies, personal challenges, or environmental factors that might be impeding production standards.
From a broader perspective, it's critical for HR to consider organizational practices on training and development. Arthur, Bennett, Edens, and Bell (2003) have demonstrated through their studies that training is effective when it includes immediate feedback, tests for learning outcomes, behavioral measurements by supervisors, and evaluates impact on productivity and profits. However, when persistent performance issues are observed even after thorough training, HR must closely examine the workplace environment, existing support mechanisms, and the relevacy of the training content to current job demands.
It may also be beneficial to develop a new training program, drawing on the survey by Arthur et al., which includes diverse training methods such as self-instruction and computer-assisted training. Moreover, this training should be tailored to the needs identified during the one-on-one meetings with employees. Another approach is organizing remedial training with a different, more experienced subject matter expert, which could provide a fresh perspective and address gaps in the previous training. It's also critical that HR continues performance appraisals to document progress and use the feedback constructively to elevate employee performance.
Implementing these actions can contribute positively towards making the organization a better place to work. Moreover, fostering a culture where taking initiative and problem-solving is encouraged, can in turn lead to improvements not just in productivity but also in employee engagement and satisfaction. Equally important is the role of open communication, where employees are not judiciously blamed but are engaged in constructive problem-solving dialogues.