, PUB2619 EXAMINATION PORTFOLIO
DUE DATE: 21 OCTOBER 2026
1.0 Introduction
Job creation and effective employee training are important components of organisational
development and service delivery. Organisations require suitable employees to perform
specific tasks, respond to operational demands and contribute towards the achievement of
organisational objectives. Job creation is therefore not simply the process of adding new
positions, but involves identifying organisational needs, determining the skills required,
allocating financial resources and ensuring that employees are appropriately recruited and
prepared for their responsibilities. Effective workforce planning enables organisations to
match human resources with current and future organisational requirements (Armstrong &
Taylor, 2023).
Training is equally important because employees need the knowledge, skills and
competencies required to perform their duties effectively. In service-oriented organisations,
the quality of employee performance can directly influence customer satisfaction,
productivity and the organisation's reputation. Different training methods can therefore be
used depending on the nature of the job, the level of employee experience and the
outcomes that the organisation wants to achieve. Training methods such as lectures, role
play, simulations, case studies, coaching and mentoring, job rotation and e-learning provide
organisations with different ways of developing employee competence (Noe, 2023). This
discussion examines the processes involved in job creation and critically evaluates different
training methods that can contribute to improved service delivery.
2.0 Question 1: Processes in Job Creation
2.1 Identification of employment and organisational needs
The first stage in job creation involves identifying the employment needs of the organisation.
An organisation must establish whether there is a genuine need for an additional position
and determine the organisational problem that the new position is expected to address.
This may occur when an organisation experiences increased demand for its products or
DUE DATE: 21 OCTOBER 2026
1.0 Introduction
Job creation and effective employee training are important components of organisational
development and service delivery. Organisations require suitable employees to perform
specific tasks, respond to operational demands and contribute towards the achievement of
organisational objectives. Job creation is therefore not simply the process of adding new
positions, but involves identifying organisational needs, determining the skills required,
allocating financial resources and ensuring that employees are appropriately recruited and
prepared for their responsibilities. Effective workforce planning enables organisations to
match human resources with current and future organisational requirements (Armstrong &
Taylor, 2023).
Training is equally important because employees need the knowledge, skills and
competencies required to perform their duties effectively. In service-oriented organisations,
the quality of employee performance can directly influence customer satisfaction,
productivity and the organisation's reputation. Different training methods can therefore be
used depending on the nature of the job, the level of employee experience and the
outcomes that the organisation wants to achieve. Training methods such as lectures, role
play, simulations, case studies, coaching and mentoring, job rotation and e-learning provide
organisations with different ways of developing employee competence (Noe, 2023). This
discussion examines the processes involved in job creation and critically evaluates different
training methods that can contribute to improved service delivery.
2.0 Question 1: Processes in Job Creation
2.1 Identification of employment and organisational needs
The first stage in job creation involves identifying the employment needs of the organisation.
An organisation must establish whether there is a genuine need for an additional position
and determine the organisational problem that the new position is expected to address.
This may occur when an organisation experiences increased demand for its products or
