The idea for this analysis in, Is the Registry Happy by Denise N. Fyffe, was born out of the direct contact with the Registry staff of a learning organisation. .
On the job training
Whether workers have been in the job market for many years or just a day, employers must anticipate training new employees in the company.
This can be in specific job functions or organizational practices and culture, which is the accustomed behavioural customs, principles and expectations of their workplace. Oftentimes it is also required that they frequently offer guidance in job-specific technical skills as well.
As the job function evolves, so too must the skills of the employee to perform that job effectively.
Worker’s skills are the key component in the success of an organization or business; therefore, it is paramount that they have the best employees possible. Organizations exploit all of their workforce expertise to uncompromisingly pursue excellence, product superiority and client fulfillment.
They merge technology and people in new ways, moving decisions closer to the front lines, and drawing more fully on the abilities of all workers. Consequently, workers require the ability to function autonomously (Cotton, 2001).
Employee job satisfaction
It is also important to note that employee satisfaction is tantamount. Many employees will ultimately leave a job position that does not fulfill their intrinsic needs.
One of those needs is the desire to be productive and excel in whatever position we occupy. As such, growth must occur and for that to happen acquisition of new knowledge, skills and abilities must be facilitated.
A company that continues to retool only its management staff will see high employee turnover.
The obvious pattern and biased practice will be recognized and the lower level workers will understand that they are not ‘valued employees’. Ambitious employees will move on to companies that will cultivate their ambitions. These companies will positively benefit from the drive and loyalty that are results of such a practice.
Therefore, career development strategies must be equally and fairly distributed across all departments and organizational hierarchies.
The Registry
The department that handles the brunt of the administrative function at a university is oft referred to as a Registry.
The person in charge of said department is called a Registrar.
There are a myriad of functions, which originate in this administrative hub. For the life of the student at any institution, a large amount of time will be spent interacting with the officers in this department. Without the effective functioning of this department, the university will be considered incompetent and student customers will be frustrated or unhappy while they study at the institution.
We can understand that members of the university community are demanding and highly critical of any perceived faults. As such, registry employees are held to a high level and must always be reliable in resolving any student need that arises.
This constant requirement for excellence can result in constant stress and tension for employees.
These employees are therefore high demand employees for career development interventions within the organization. They are deserving of interventions that will seek to alleviate any job related stressors and establish them as highly functioning components of well-oiled machinery.
The Registry has under its prevue:
- Student Admissions
- Student Registration
- Student Enrolment
- Student Records
- Student Finance
- Student Affairs
- Examinations
- Academic Regulations
- Academic Calendar
- Course Scheduling
- Faculty Administration
- Teaching and Learning Facilities
- International Student Liaison
- Graduation
- Recruitment
Get your copy of Is the Registry Happy and arm yourself with information about employee satisfaction and career interventions on the job.
Purchase books at:
Other Books by Denise N. Fyffe:
- The Expert Teacher’s Guide on How to Motivate Students
- Learning Management System Efficiency vs. Staff Proficiency
- Sophie’s Place: A look at Career Development for the Disabled
- Examining Career Development in Jamaica and Australia
- The Philosophy of Education and Work
The 21st Century Worker 