...Abstract Company training and development advances the skills and knowledge of employees so they can execute their roles efficiently and effectively. The following is important to know about training; training is the systematic process of altering the behavior of employees in a direction that will achieve an organization’s goals. Training is related to present job skills and abilities. It has a current orientation and helps employee’s master specific skills and abilities needed to be successful (Ivancevich & Konopaske, 2013, p. 395). Effective training can have an impact on an organizations profit and growth. Investigate and understand the training program prior to implementing the training. Assess training needs by analyzing three major human resource areas: the entire organization, the job characteristics, and the needs of individuals. There are many forms of training methods that encompass different training objectives, which may or may not be effective forms of training. What Major Training Methods Encompass and Whether They Work After needs and objectives have been determined and trainees and instructors have been selected, the second stage is implemented. The second stage includes a selection of content, development methods used, and the actual training. Combinations of instructional methods are used in some instances. Listed below are major training methods. 1. On- the- job training 2. Case method 3. Role-playing 4. In-basket technique 5. Management...
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...HRM/326 Employee Development Training is an important aspect of all organizations. Although an individual brings to the organization a specific set of skills and knowledge, it is important that these individuals be consistently developed to ensure growth of the employee and the organization. A method to ensure that training programs are successful and are meeting objectives is to conduct assessments. Assessments can help managers and the organization better understand their employees and who can be developed. In addition, it is a way to find out who cannot be developed and may no longer fit with the organization. Importance of Assessments Assessments are important to employee development because they measure the employees’ job performance. There are assessments that can measure production-oriented work and there are assessments that will allow an employer to know how well an employee is performing and the quality of work they are turning out. The assessment will also let you determine whether or not the employee obtains the skills needed to perform the job. The assessment will help the company identify the strengths and weaknesses of their workforce individually and as a team. The training and development needs can also be identified through the implementation of employee assessment. “Development helps build upon employee aptitude and current performance” (Mayhew, 2013, ). Through the use of assessments you can determine which of the current development programs...
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...Traditional Training Methods Raymond Ballou BUS 375: Employee Training Instructor: Charles Orgbon October 16, 2014 Traditional Training Methods There are many different training methods available today for organizations to train their employees. With the advancement of technology many organizations are starting to use more of a computer-based training to train their employees and it is beginning to change training in today’s workplace. However, many companies still prefer to use traditional training methods for employee training. Today, these traditional training methods are thought of to be obsolete and a thing of the past, because they are training methods that do not require the use of new technology, but if presented correctly, traditional training methods can be just as an effective learning tool as the newer technological methods. Traditional training methods have been found successful, and for many years is a useful method used by many organizations. This method requires an experiences trainer to conduct the training and make it effective for the trainees. According to Noe (2010), “Needs assessment, a positive learning environment, and transfer of training are critical for training program effectiveness” (p.259). Traditional training help trainees learn by watching the trainer and then showing the trainer what they have learned. The trainer then gives feedback to the trainee and any questions that the trainees may have at that time can be answered by the trainer...
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...TRAINING AND DEVELOPMENT Training and development describes the formal, ongoing efforts of organizations to improve the performance and self-fulfillment of their employees through a variety of methods and programs. In the modern workplace, these efforts have taken on a broad range of applications—from instruction in highly specific job skills to long-term professional development. In recent years, training and development has emerged as a formal business function, an integral element of strategy, and a recognized profession with distinct theories and methodologies. More and more companies of all sizes have embraced "continual learning" and other aspects of training and development as a means of promoting employee growth and acquiring a highly skilled work force. In fact, the quality of employees, and the continual improvement of their skills and productivity through training, are now widely recognized as vital factors in ensuring the long-term success and profitability of small businesses. "Create a corporate culture that supports continual learning," counseled Charlene Marmer Solomon in Workforce. "Employees today must have access to continual training of all types just to keep up…. If you don't actively stride against the momentum of skills deficiency, you lose ground. If your workers stand still, your firm will lose the competency race." For the most part, the terms "training" and "development" are used together to describe the overall improvement and education of an organization's...
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...International Journal of Business and Management November, 2009 A Study of on the Job Training Effectiveness: Empirical Evidence of Iran Mehrdad Alipour Assistant Prof. Management Department, Zanjan Branch, Islamic Azad University Mahdi Salehi (Corresponding author) Assistant Prof. Department of Accounting and Management, Zanjan University, Iran Tel: 98-9121-425-323 E-mail: Mahdi_salehi54@yahoo.com Ali Shahnavaz Faculty member of Statistic Department, Zanjan Branch, Islamic Azad University Abstract Training is essential to the growth and economic well-being of a nation. This need for training pervades all levels of industry, for a national level where a country’s well being in enhanced by training, to each company where productivity is improved, down to the individual whose skills are enhanced and as a result improve their position in the workplace. In other words, Training is one of the most pervasive methods for enhancing individual productivity and improving job performance in the work environment (Goldstein and Ford 2002; Gupta and Bostrom 2006). Training effectiveness must cause behavior change (i.e. skill transfer for job performance), thereby resulting in organizational performance (Goldstein and Ford 2002). The results of this study shows that on the job training is strongly affects to more creativity, achieving organizational objectives and improves work quality. Keywords: Job training, Effectiveness, Creativity, Iran 1. Introduction Any organization that wants to succeed...
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...NEED AND IMPORTANCE OF TRAINING • To increase the productivity • To reduce wastages • To lessen the supervision • To lessen the absenteeism • Employee motivation and retention TRAINING METHODS There are different training methods that are followed by different organizations to train the employees. The training methods are broadly classified into two types namely. 1. On-the-job training methods 2. Off-the-job training methods 1. On –the-job Training Methods This is one of the commonly used type of training. It is also an effective method of training the operative personnel. In this method the worker is trained on the job and at his work place. 1.1 Job Rotation: This type of training involves the movement of the trainee from one job...
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...Weaknesses of the on-the-job training that Jacob received. What did the supervisor do that was consistent with job instruction training? What did he fail to do? A. The strength of the on-the job training that Jacob received was that its task based, which means its performed in the work area, the training is actually focused on performing real job tasks which made the training much more effective, direct and learning process was faster as compared to other training methods. The disadvantage or the weakness of the on the job training is that it is inconsistent, this relies heavily on an experienced employee to provide the instruction based on what they feel are the most important topics. What is important to one employee may not be important to another. Also, it is incomplete, without a structured lesson guide; often the trainers forget to cover important information. The supervisor decided to stick around for a couple of hours to follow-up with Jacob was one wise decision made. The supervisor’s responsibility is to stay and follow up with the trainee time to time, when the equipment, the supervisor failed to fulfill his duty and support his trainee, was hurting him. Q. What does this case tells you about the traditional approach to on – the – job training? What does it tell you about job instruction training? A. Q. If you were the supervisor, how would you have trained Jacob? What would you do differently and why? A. Q. If the job instruction training method was used, how would...
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...Simulation-based learning is a training method that involves imitating the circumstances regarding a real-life job through the use of representations and models, (Saks, Haccoun, 2013. Pg.178-179). This training method presents trainees with the opportunity to learn in an environment that resembles the real-life job while protecting them from any risks. Furthermore, it helps trainees develop the necessary knowledge and skills to perform the job effectively, (Lateef, 2010). It causes them to master the task, improve their problem-solving skills, and enhance their teamwork abilities, (Lateef, 2010). Simulation training is commonly used in training for dangerous jobs, such as jobs in medicine or the military. Medical training programs often...
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...organization needs to have training programmes to achieve certain objectives that the company needs to progress in the direction to reach the company’s goals that it has set. The training has to be systematic so that it will be effective. The purpose of a systematic approach to training and development is to access if the training and development has met the training objectives. The other purpose is also to determine if the organization managed to get their return on investment in the training and development. Training and development is linked very closely to the performance in an organization and it is through this process that the company will be able to meet the current or future manpower needs. In an event that there is a gap in the performance of the employees and the organization goals, that is where training will be needed. The organizational needs that will cause the management to conduct training include skill shortages due to ageing population, employees performing poorly, company decide to produce new products, apply new technology, or design new jobs because these changes tend to require new skills. At times the company maybe prompted by outside forces, such as customer requests or legal requirements. The first phase is the training needs assessment phase. In this phase, the training objectives are established. This beginning phase is very important, as it is in this phase that we access what is the direction or mission of the training programmes. In this phase...
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...employer designing their training programs which doesn’t need to exist. a. The first step to creating a learning environment is to decide what you want to teach. The idea is to make training programs as relevant as possible to the organization (and the needs of said entity). i. One of the biggest barriers of organizations in the first step is the lack of job-applicability of their programs --- a well-done needs analysis will ensure that an organization not only needs the program but also give a good idea of whether the program will be effective or a waste of time and money. ii. The next mistake organizations make is that they fail to set clear, concise instructional objectives. In order for training to be effective, the training has to have a very narrow goal, i.e. we need to teach the employee to perform the task of connecting calls via a switchboard. iii. Once the goal is set, you should then go to a line manager and ask them what knowledge the trainee needs to know when connecting calls via a switchboard as it applies to the organization – too many organizations skip this step and end up teaching employees a different way of doing things. This causes problems in the workplace when they make it back to it, and then they have to unlearn what they learned and start over (which creates inefficiency.) iv. The last item you should look at when deciding when you are deciding what to teach your employees in your organization is whether the training program is interactive enough...
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...Unit 9 – Training This document is a report regarding on training in the business world and this report includes the following: * Expected outcomes * Process of identifying needs * Training methods used * Costs and benefits of training methods used * Constraints (factors affecting training methods used) * Appropriateness and an evaluation of training programmes Training refers to acquiring job specific skills and abilities, learned at work or somewhere else and provides employees with new skills and knowledge. There are 3 methods of training that can be used in the business and these are: * Induction * On-the-job training * Off-the-job training Induction Training is a programmed designed to introduce new employee to their job and it is used to explain the roles of the staff, familiarise the worker with their job, explain the procedures used in the business, make the employee as efficient as possible and encourage the new workers to be committed to the organisation. During the training, the new workers will have the opportunity to; ask questions, find out what goes on and where to go, meet the people they will be working with and familiarise themselves with the workplace. On-the-job Training is where a worker remains at their usual place of work and learns how to do their job (e.g. doctors). The advantages of this type of training are that, it is easy to organise, specific to the job and the business and it is relatively cheap....
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...the people that work for an organization and the capabilities of these people. The fun resource management covers (HRM) all the activities that are designed to acquire, preserve, develop and use th in an organization. The basic purpose of HRM is to make effective and efficient use of human resources of an o towards achievement of the goals and objectives of the organization. The various areas of influence of the HRM include the following. Determination of the right quality and quantity of different types of human resource assets required by th meet its current and future requirements. Determining and implementing business policies and practices that are best suited to acquire, develop, re effectively the human resources in the organization. ∑Recruitment of people. Ongoing management of activities related to remuneration of people and development and maintenance organizational culture and work environment, conducive to effective and efficient working of people as groups. ∑Providing support for recruitment of the required people in the organization. Providing support for decision making on increment, promotions, transfer and other similar people relate organization. Providing support for ongoing development and training of the people, in line with requirement of the or current availability of skills and capabilities. Pervasive Force: HRM is pervasive in nature. Ii is present in all enterprises. It permeates all levels of organization Action Oriented: HRM focuses attention...
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...PROJECT PLAN: Training & Development March 22, 2015 Topic & Brief Description: ‘Skills and Knowledge Training for Call Center Employees’ Call centers are a business element that is here to stay and potentially a thrust sector for Bangladesh. This training program will help call center agents learn to make the most of their telephone-based work, including understanding the best ways to listen and be heard. Each phone interaction has elements of sales and customer service skills, which we will explore in detail throughout this energizing and practical three-day workshop. Training Objectives: At the end of this workshop, participants will be able to: * Understand the nuances of body language and verbal skills, which are so important in conversations that do not have a face-to-face element. * Learn aspects of verbal communication such as tone, cadence, and pitch. * Demonstrate an understanding of questioning and listening skills. * Acquire comfort with delivering bad news and saying no. * Learn effective ways to negotiate. * Understand the importance of creating and delivering meaningful messages. * Use tools to facilitate communication. * Realize the value of personalizing interactions and developing relationships. * Practice vocal techniques that enhance speech and communication ability. * Personalize techniques for managing stress. Training Methods & Justification: Classroom or Instructor-Led Training: Instructor-led...
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...4. Employee Training and Development , Knowledge Level: Novice, Keywords: employee, training Read more: 4. Employee Training and Development Get more information on Entrepreneurship The quality of employees and their development through training and education are major factors in determining long-term profitability of a small business. If you hire and keep good employees, it is good policy to invest in the development of their skills, so they can increase their productivity. Training often is considered for new employees only. This is a mistake because ongoing training for current employees helps them adjust to rapidly changing job requirements. Purpose of Training and Development Reasons for emphasizing the growth and development of personnel include • Creating a pool of readily available and adequate replacements for personnel who may leave or move up in the organization. • Enhancing the company's ability to adopt and use advances in technology because of a sufficiently knowledgeable staff. • Building a more efficient, effective and highly motivated team, which enhances the company's competitive position and improves employee morale. • Ensuring adequate human resources for expansion into new programs. Research has shown specific benefits that a small business receives from training and developing its workers, including: • Increased productivity. • Reduced employee turnover. • Increased efficiency resulting in financial...
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...Assignment 4: HR Training Class Assignment John is a member of the Human Resources Department of Snazzy’s, a small retail company. Upper management has asked him to create a new employee customer service training class for all new employees. As he develops this class John will need to justify the use of a needs assessment of Snazzy’s proposed employee customer service training, stressing five (5) ways in which such an assessment would expose any existing performance deficiencies, develop a customer service training implementation plan and determine the method of training (i.e., presentation, discussion, case study, discovery, role play, simulation, modeling, or on-the-job training), justify why he selected this training method, propose two (2) ways to motivate an employee who has no interest in attending a training class and develop a survey to collect feedback from the employees who attend the training. As his first attempt to develop a training course, John will be expected to use quality resources to research the most efficient way to achieve a successful training class. Justify the Use of a Needs Assessment of Snazzy’s Employee Customer Service Training First, John is charged with justifying the use of a needs assessment of Snazzy’s proposed employee customer service training. The United States Office of Personnel Management explains that “The purpose of a training needs assessment is to identify performance requirements and the knowledge, skills, and abilities...
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