...Employee Training Lakin Brown HRM/300 October 20, 2015 Ralph Apuan Employee Training The most successful part in running a business is making sure employees are properly trained and given correct information. A properly trained employee will be able to add growth to the company. We will be discussing the role of training in an organization, different employee development methods and there benefits. We will also look in to the relationship between employee development and organizational development. How human resources play a part in career development. I will discuss my career developments, where I see myself in five years, how a company can help me with my career development, and if they meet my needs. Let us discuss how the role of training in an organization is a very important key to success. As soon as new employees are hired, they should be put through a training course on how the company will want things ran correctly. It is also important that should any new systems or guidelines come about that the organizations is retraining employees to keep then up to date and knowledgeable. During on going training it will help in the progression of the company. If an organization can keep all employees up to date with new laws, technology, and new development, they will see great growth in the future. There are many different types of employee method for training that are classified under two categories one is on the job training and the second if off the...
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...Immediately after induction and usually combined with it is the function of developing the employee's ability to do the job on which has been placed on them. Training is seen as the process by which organizations build the skills and abilities of employees. Most skill acquisition takes place during employment, through informal on-the-job training or through formal training either in the workplace or at an external training institution. This study aimed at assessing the impact of on-the job training on employee's job performance in the manufacturing sector. The study will draw lessons from KBL a successful organization in the manufacturing sector. Chapter one summarizes the background information of on-the job training and also gives an overview of KBL where respondents of the study will be drawn from. Chapter two is was a summary of literature review from secondary sources giving an outline of on-the-job training. Chapter three is was a summary of the methodology on how the researcher intends to collect data, analyze and present findings of the study. Data in this case will be collected by use of questionnaires administered to a sampled number of employees and heads of department of KBL. The findings were then interpreted and recommendations made. Chapter 4 covers the findings of the study, which presents the impact of on-the-job training on employee's job performance. The data was then analyzed using statistical packages for social sciences (S.P.S.S). Chapter five covered the conclusions...
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...Training and Selecting Employees Jason Peters PSY 435 November 11, 2014 Robert Seneca Training and Selecting Employees Organizations have come to an understanding that their essential survival comes down to the dependency of a well-trained and a properly selected candidate for the positions they are seeking to fill. Organizations now understand that the training and retention of their employees are more cost effective then it would be to rehire multiple personnel for the same position over and over. Studies have been conducted, and techniques were developed from these studies to aid the organizations with their hiring and training practices. Although there is no positive proof that these tests and techniques are foolproof, they however provide a guideline for the organizations with the hiring and training of the right employee. Employee Selection and Training The success for an organization to thrive and succeed with its growth essentially begins with the selection and training of its employees. Employees who understand the task of the job and are proficient with its completion develop a positive work atmosphere. It is also essential that the employees receive the proper positive coaching to ensure that they are completing the tasks that are specified with that job while receiving feedback of their performance. For the selection and training of an employee, there are proper methods that can be used to choose and train an employee of the organization. The employee...
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...New Employee Training John Doe HRM/240 August 28, 2011 Diane Blankname New Employee Training Companies seeking new employees for a position as a computer support specialist have different requirements. Some organizations prefer employees to obtain up-to-date certifications, but some organizations prefer for new employees to have an associates or bachelor’s degree (JobBank USA, 2010). Although the employee may meet the educational requirement to obtain a job as a computer support specialist, the company must make sure that the employee is capable of performing the unique operations of the company. Computer support specialist should be kept up-to-date on the latest technology since technology changes every day. New employees should be evaluated to see if they need additional training. According to Bohlander and Snell (2007), competency assessment focuses on the sets of skills and knowledge employees need to be successful at knowledge-intensive jobs. Competency assessment is a superior way to see if an employee needs additional training to perform the tasks of a job. A company or organization can ask employees to perform certain tasks required for the job, to see if the employee needs additional training. Implementing the correct training program is important to organizations. If the training process is not done correctly, a company can waste a large amount of money by providing poor training to employees. For entry-level positions as a computer support specialist,...
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...TRANSFER OF TRAINING Transfer of training communicates to how trainees successfully and often they apply what they learned from training (skills, knowledge, cognitive strategies, behaviors) and how well they apply those competencies back to their current positions. The employee working environment and their characteristics plays an important role in their ability to self-motivate themselves, their peers and management to take what they have learned and transfer those techniques whether they are generalization skills such as verbal knowledge, motor skills or maintaining newly acquired skills, employer must insist or ensure that training takes place and transfer of training happens and it is constantly (Noe, 2010, p. 187, par.1). Transfer of training is often influenced by its designed, in fact researchers believe transfer of training is only effective if employees are self-motivated and has the desire to improve their current skills. According to Pham, Segers and Gijselears, they believe enhanced training programs for MBA professionals should offer reinforcement to the trainees self effectiveness and motivation to transfer, as well as to support trainees in the development of their own learning transfer strategies. They also believe these strategies leads to an increase in trainee’s job performance and can contribute to the organization success (Pham, Segers and Gijselears, 2010, p. 1, par. 1-4). However, it is important that transfer of training and their outcomes for non-professionals...
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...resource management. This paper will examine the organizational development tools and their impact on the employee development mainly related to motivation and training. Its major topic of discussion will be the outdoor training sessions and their impact of motivation and performance. Also the paper will discuss the factors that can impact the effective outdoor training sessions like study tours. Introduction The continuous changes in the technology have put the business in tough conditions to manage their employees with old system of working and management. So the human resource management has become the strategic part of the organization. Companies are focusing more on the management of their human resource to achieve their goals like cutting the cost, better performance, and high yield etc. One of the most important functions of the human resource management is the organizational development. Since the continuous change in the working techniques made the employees resistant to change. The non efficient management of the change resistant behaviors caused high employee turnover, absenteeism, low performance and ultimately results low productivity. Companies spend lot of its resources on employees’ development and training. The better trained and well developed employees bring good performance to the company which leads toward success. So the employees’ development and training is in direct relation with the performance. (abdul & aamer, 2011) Organizational development The...
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...Employee Training and Development Employees are an integral part of an organization’s ultimate success; an organization’s goal should not only be to attract high quality employees, but also to produce them. In order to cope with the rapid changes in the external environments, organizations need to grow and innovate continuously and sustain itself in a highly competitive market by strengthening or expanding knowledge base, skills and abilities of their employees (Truitt, 2011). Thus organizations must implement effective training programs to help their employees gain essential skills they need for success, productivity and enhanced job performance. Training and education have shown to have a significant positive effect on job involvement, job satisfaction and organizational commitment (Truitt, 2011). Effective training programs should foster “positive relationship between learning satisfaction and the effectiveness of the learning applied” (Truitt, 2011, p.2). Training should be aimed to provide employees with proficiency in the execution of given tasks and allows employees to enhance their skills and competence levels and to ensure that they have access to all the resources that they need to support development and growth. Employee training “typically entails personal involvement, commitment, and experiential gains” and involves “learning by doing” (Hughey & Mussnug, 1997, p. ). Positive training may assist with the reduction of anxiety and frustration which most employees...
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... Training Methods Employee development and career development through training is one of the most important activities that should be undertaken by every organization. This is because training has significant and long lasting positive impacts as far as the success and effectiveness of the workforce is concerned. Likewise, the key objective of training is to improve production of products and services, ensure better worker behavior, and equip the employees with critical information that pertains to their job descriptions. Initially, the organization is required to identify the areas of concern among its workforce that need training and development and then seek to find the best training methods that fully suit the particular needs. Afterwards, the organization will create a suitable program for the training, ways on how best to execute it, and then later evaluate to see whether it will be able to meet the objective of the organization for training. Case method This method involves the use of real situations that are useful in facilitating discussion and analysis during training. The method is usually successful if the trainees are active enough to use their listening and thinking skills on audio tapes, video-tape, and an oral description. Moreover, many organizations prefer this method because it is less costly and it provides indirect experience through a particular situation. On the job Training This involves training and developing...
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...Businesses and organizations worldwide operate on the brunt of one and only one asset. The Employee. Low level, High Level, menial staff member, high ranking management official, all of them are classified as employees. Employees or workers are those people who work for the organization. It is they who work on the tasks and run the place. The owner of any business or organization is usually only responsible for investment and management, but it's the employees who actually run the place. Competent and skilled employees are a valuable commodity and all organizations and businesses are eternally on the hunt for these people. They prove to be an asset that cannot be measured in terms of cash. How does one become a competent and skilled employee? There are only two things which get a person classified under the competent and skilled and sought after category. Experience and know-how. These are the two major factors which make an employee outstanding. However, this does not mean that only previously experienced and knowledgeable people are hired into organizations. If that were so, after a few years all the industries would shut down due to lack of employees. The pre-requisite of the job would be experience, and to get experience one would need to have a job. Everything would shut down after the passing of one generation. That is why; fresh young blood is hired almost all the year round in companies, especially small ones since they cannot afford to pay large sums of money to the more...
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...service, the employees, and the restaurant in whole. It is the individual company that is responsible for a good training program to ensure that their employees know the company’s standards, requirements, and how they want their employees to conduct themselves. I feel that there are many issues that would require extra training for a restaurant manager. One of these incidents would be how the manager reacts to a certain situation with an angry customer. It is imperative to know how to communicate with customers that may be experiencing difficult situations with restaurant employees or other customers. Another issue that might arise is disorganized paper work in the office, like documents not done right or missing. This indicating that the manager does not organize well or is over their head with paper work they do not understand. This is an issue that would need to be handled by training the manager one on one with an accountant, or another manager that can explain things more thoroughly. These issues are usually easily fixed by quick and not expensive training. If they continue to keep happening then it is up to the company if they want to take the time to retrain someone else of further train the manager more. When dealing with larger problems such as constant customer complaints and employee complaints about the manager as an individual it may require more training, probation period for the manager and or replace the manager. An issue like this is definitely a priority and...
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...Employee Training and Career Development Stephanie Tolli HRM/300 2/1/2016 Dr. Linda Begley Training in an Organization’s development An organization that wants to grow and progress needs to understand how training fits into the puzzle of the development of the company. Training is vital as it involves acquiring and expanding the knowledge and skills of the employees required for a certain job. As job are becoming more sophisticated and being influenced by technology and corporate changes, training is starting to become more important to the organization than ever before. Training targets specific goals, for example learning how to operate a particular machine. While career development focuses on a broader set of skills, like creative thinking and decision making, that can be used in a wider range of situations. (“Art of the Start”, 2016). Training is an opportunity that some companies do not like to add to the budget as it can be expensive. There are times that an employee may have to miss work to attend any training, and this can push back work and put the company behind schedule. Even with the added expense and potential setbacks, training and development provide both the company and the employees with benefits that make it a worthwhile investment. (Frost, 2016). Some of the reasons that make training and development so important are that it can help find the companies weaknesses, improves workers performance...
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...Employee Training and Development Employee training and development could have great impact on a firm's market share. This research paper is designed to give factual reports of employee training and development, and to show how they differ from smaller to larger firms. The following research will cover beginning from the early stages of employee training and development, to the present day techniques used by Human Resource Managers in the U.S. "During and after World War II, in-service training by employers became a common practice. The rapid changeover in industry from peace to war led to training schemes for semiskilled workers, for workers transferred to new jobs, and for women newly brought into industry. Thereafter, the rapid contemporary advance of technological change made training a necessity in almost all walks of life. At the operating level in industry and in public utilities, new techniques, new methods, new tools, new synthetics, new sources of power, and increased uses of automation have brought extensive changes in the past decades, and the rate of change tends to increase as time goes on. Comparable changes are taking place in the office with the extended use of computers and data processors, which provide for the storing and recall of information in amounts unknown 20 years ago," 1Britcana Encyclopedia. The training and development with a candidate usually starts with orientation. Work 911 had this to say about the importance of orientation, "1. To Reduce...
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...the employee training and development program in Jiangnan Group Limited is not functioning good enough to help achieve the company goals. The major areas of weakness require further investigation and remedial action by management are company too rely on manpower, traditional training programs can be too costly and often too time-consuming, continually increase manufacturing cost by China’s current Five-Year-Plan (2011-15) of minimum wage and the rising value of the RMB raise the production cost and made the goods more costly to ship. To resolve the problems the following recommendations are proposed: * Review existing T&D programs to ensure they address MCO Competency Gaps and Leadership Talent Pool needs. * Revise/upgrade existing T&D programs to improve competencies and/or add ‘new’ ones * Develop new T&D Programs to identify necessary or additional resources (outside vendors, partnering arrangement with other agencies, budget/resources needs and availability, etc.) * By using E-training system, Jiangnan Group Limited is able to train employees stationed remotely, without having to regard geographic or language barriers. * Establishing a new manufacturing facility in South Africa to benefit from the growth in South Africa and its surrounding countries. * Also save cost from establishing a new manufacturing facility in South Africa * Using robots to replace manpower * Adopt E-training for management & marketing training ...
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...organisation. Increasingly, high performing organisations today recognise the need to use the best training and development practices to increase their competitive advantage. Training and development is a crucial aspect of every business, if the value and potential of its people is to be exploited. According to Fitzgerald (2002) “training is a process that entails the acquisition of knowledge, sharpening of skills, concepts, rules, or changing of attitudes and behaviours to enhance the performance of employees.” McNamara (2010) agrees that training is an educational process, further adding that it involves the presentation and learning of content as a means for enhancing skill development and improving workplace behaviours. To add more onto this, learning is a lifelong process of transforming information and experience into knowledge, skills, behaviours, and attitudes. It could be described as a process whereby experience results in behaviour changes (Rogers, 2003). Lastly, development is a framework that helps employees broaden their personal and interpersonal skills, knowledge and abilities (Heathfield, 2011). It includes such factors as employee training, career development, mentoring and organisational development. It is pointed out by (Heathfield...
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...teach a newly hired employee how to fail intelligently. We have to train him to experiment over and over and to keep on trying and failing until he learns what will work,” (Kettering, 2010). Employee training is important in any job if an employer wants to be sure the job is done correctly. Training can help further an employee’s career because he or she will get better at his or her current job so the employee needs a new challenge. Career development is an employee’s responsibility so if they want to continue in the same company, they must think long-term when they first start. “If you wish to achieve worthwhile things in your personal and career life, you must become a worthwhile person in your own self-development,” (Tracy, 2010). In this paper the subjects discussed are the role of training in an organization’s development, different employee development methods, relationship between employee development and organizational development, and the role of human resource management in career development. The role of training in an organization development is making the employee a better work for better productivity in the organization. Training involves changing skills, knowledge, attitudes, or behavior. Organizations spend billions of dollars on formal courses and training programs to develop worker’s skills. When organization spends that amount on money, they want to get the most out of their money. An organization wants to make a better employee to help the organization...
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