...Discuss at least three challenges and three opportunities for the implementation and maintenance of an effective employee training program. Effective training and development begins with the overall strategy and objectives of any businesses. The entire training process should be planned accordingly to specific company goals and outcomes, instead of just talent development activities (DeLong, 2011). Whilst developing a successful training strategy, it is needed for the company to evaluate its customers and competitors, strengths and weaknesses, and any relevant industry or societal trends. Furthermore, this information will be used to identify where training is needed by the organization as a whole or by individual employees. What is more, HR manager can also conduct an internal audit to find general areas that might benefit from training, or to complete a skills inventory to determine the types of skills employees possess and the types they might need in the future. Implementing and maintaining an effective employee program includes both challenges and opportunities in it. Opportunities: • Costs involved within the training process will be paid off later. Upfront costs that will be required from the employers to implement and maintain the training process are invested in future improved skills of personnel and therefore will be returned to a company via more effective employee’s competences. • Maintaining an effective employee program will result in creating pools of qualified...
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...vocational, and training services to various segments of the local population. In response to the increasing dropout rate of high school students in the local community and a worsening financial situation at the local school district, the organization is considering the opportunity to offer basic skills and vocational training programs in the community. The purpose of this new program is to equip high school dropouts with necessary skills needed to gain potential employment opportunities. As an executive director, justify the reasoning behind this new program and develop a complete launch plan, including a budget and consideration of environmental factors. You must determine how data will be used to support the new program and consider human resources issues affecting this new program. The organization has these issues to consider: • The local economy situation is depressed due to steady job losses resulting from employers relocating to other cities and communities that offer better economic incentives to employers. As a result, local property taxes that support funding of high school programs have declined singifantly in recent years. The reduction has caused the local school district to lose significant financial resources to retain good teachers or fill vacant teachers’ positions. • In the last two years the high school dropout rate had climbed to 15% from 5%. The local school district along with state agencies decided to sponsor and fund new training and vocational...
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...1. There is a growing recognition that the transfer of training is an increasingly significant issue amongst organisation’s today. The circumstances of transfer include the overview of knowledge and skills developed in training to do with the job and the preservation of the learning on the job (Saks & Belcourt, 2006). There are also factors to do with training input that can effect training outcomes and transfer including training design, trainee characteristics and work environment factors (Saks & Belcourt, 2006). Training design refers to the elements built into the training program to increase the chances that transfer of training will occur. Carlos designed a three-day communication program that included lectures, videos, exercises, and games, which taught active listening, upward communication, brainstorming and other areas (CS). Trainee characteristics include the ability, skills, motivation and personality factors of the trainee to transfer what they have learnt into work. This is where Carlos should have discussed and prepared employees to self-mange their use of new skills and behaviours on the job (Noe & Winkler, 2012 p. 181). Self management involves determining the degree of support and negative consequences in the work-setting, setting goals for using learned capabilities, applying learned capabilities, monitoring the use of learn capabilities, and engaging in self-reinforcement (Noe & Winkler, 2012 p. 181). Exposing trainees to the self-management...
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...HUMAN RESOURCE DEVELOPMENT PRACTICES: ENHANCING EMPLOYEES’ SATISFACTION ETHIOPIAN A CASE STUDY OF ETHIOPIAN ELECTRIC POWER CORPORATION A PROJECT SUBMITTED TO THE SCHOOL OF BUSINESS AND PUBIC ADMINSTRATION OF ADDIS ABABA UNIVERSITY IN PARTIAL FULFILLMENT OF THE REQUIREMENTS FOR THE DEGREE OF MASTER OF ART IN BUSINESS ADMINISTRATION By DESALEGN AMLAKU ADVISOR ATO TESHOME BEKELE ADDIS ABABA UNIVERSITY SCHOOL OF BUSINESS AND PUBLIC ADMINISTRATION MBAMBA-PROGRAM June 2010 ADDIS ABABA UNIVERSITY SCHOOL OF BUSINESS AND PUBLIC ADMINISTRATION MBAMBA-PROGRAM TO A PROJECT SUBMITTED TO THE SCHOOL OF BUSINESS AND PUBIC ADMINSTRATION OF ADDIS ABABA UNIVERSITY IN PARTIAL FULFILLMENT OF THE REQUIREMENTS FOR THE DEGREE OF MASTER OF ADMINISTRATION ART IN BUSINESS ADMINISTRATION By DESALEGN AMLAKU GUGISSA GSR /1996/01 ADVISOR ATO TESHOME BEKELE June 2010 ADDIS ABABA UNIVERSITY SCHOOL OF BUSINESS AND PUBLIC ADMISTRATION MBAMBA- PROGRAM HUMAN RESOURCE DEVELOPMENT PRACTICES: ENHANCING EMPLOYEES’ SATISFACTION STU TUDY CORPORATION A CASE STUDY OF ETHIOPIAN ELECTRIC POWER CORPORATION (EEPCo) By Desalegn Amlaku Gugissa GSR/ 1996/01 Approved by the Board of Examiners: ______________________ ___________________ __________________ Advisor Signature Date ______________________ ___________________ __________________ Examiner Signature Date ______________________ ___________________ __________________ Examiner Signature Date Declaration I hereby declare that this project is my original work...
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...JOINT HEALTH AND SAFETY COMMITTEE (JHSC) CERTIFICATION PROGRAM CONSULTATION PAPER November 18, 2009 Prevention Division Workplace Safety & Insurance Board + JOINT HEALTH AND SAFETY COMMITTEE CERTIFICATION PROGRAM CONSULTATION PAPER Invitation to Participate................................................................................. 3 1. Introduction ................................................................................................. 4 a) Purpose of Consultation ....................................................................................................... 4 b) Legislative Framework ......................................................................................................... 5 c) The Certification Process...................................................................................................... 5 d) Certification Training Outcomes ............................................................................................ 6 e) Certification Standards ........................................................................................................ 6 2. Certification Review Committee .................................................................. 7 a) Objectives .......................................................................................................................... 7 b) Composition ............................................................................................................
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...1.0 INTRODUCTION Training is the process for provide the necessary skilled staff to do the work effectively, skilfully and qualitatively. Training employees is not continuous, but it is cyclical, given at a specified time. General training will be given to an expert or professional in a related field or work. Training is required at every stage of the work, everyone at work. In order to maintain themselves and rapidly changing technology, ideas, values and environmental updates, training plays a vital role. Training programs, the quality of work is necessary, any increase in staff at all levels of the organization. When a person moves from one assignment to another of a different nature, it is also needed. Taking into account this context, the unit is designed to provide insight into the concept of necessity and training methods, but also training assessment, retraining and organizational learning dimensions. Training is a process of learning a sequence of programmed behavior. This is the knowledge of the application and gives the rules and procedures to guide their behavior. It helps to bring the attitude of knowledge, skills and staff, positive change. Training is to get more and better quality work, investment from your talent. In this regard, training is an attempt to improve their skills or increase current levels of knowledge, so that employees do better his current work involves higher duties workflow. It bridges the gap between what the employee has & what the job demands...
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...total rewards benefits package to both its full-time and part-time employees. (2012 Annual Report: Lowe’s, 2012). Current Total Rewards Program at Lowe’s In order to retain and recruit top-notch employees, Lowe’s offers benefits that are sought after by many. Several options for health care benefits are allotted depending on co-pay amounts, which cover standard care, prescriptions, dental, and vision. Lowe’s total rewards package offers paid and unpaid time off from work to their employees as well as a basic sick pay leave. In both vacation and sick pay, employees, after 89 consecutive days of employment, will accrue six days per year. (Lowe’s Employee Benefits, n.d). Employees have access to stock purchase plans, and 401K plans while employed at Lowe’s. “Lowes matches the first 3% deferred at each pay period at 100%” (Lowe’s Employee Benefits”, n.d, n.p.). In addition to these somewhat standard offerings, Lowe’s offers quite a few other notable benefits: • Life Insurance – Several plans are available to the Lowe’s employees depending on their needs and how much they want to receive in the event of their death or the death of a family member. The plans available are; basic term, employee term, supplemental term, dependent term, personal accident and travel accident plans. • Disability Insurance – Short and long term disability programs are set forth at Lowe’s....
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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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... CONTENTS Introduction .............................................................................................................................. 4 What is Mentoring? .................................................................................................................. 5 Why a Mentoring Program? ..................................................................................................... 6 The Benefits of Mentoring Programs ....................................................................................... 7 Steps to a Successful Mentoring Program............................................................................... 9 Choosing a Mentor................................................................................................................. 15 Roles and Attributes of the Mentee and Mentor..................................................................... 16 Mentoring for EEO Groups..................................................................................................... 18 Other Ways of Mentoring ....................................................................................................... 19 Mentoring Without a Program...
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...negotiations and verification. NASIC is a very large organization of military and civilian personnel representing multiple career fields among several units. I chose to closely diagnose the section I work for who is involved daily with every unit within NASIC. The section I work in is a support element of the center known as the Commander’s Support Staff (CSS). Our staff prepares and processes administrative support actions relating to unit programs such as military decorations, in-processing and out-processing of personnel, notification of drug testing, separations and retirements, and enlisted and officer evaluations. We manage the unit leave control program and maintain a suspense system for personnel actions and correspondence. We also maintain and monitor duty status changes such as deployment, prepare and process unfavorable information files and adverse actions. The CSSs are the building blocks of strong units, and they support commanders and their missions. Following Basic Training, enlisted airmen attend and complete technical training school for...
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...1 Career Development Plan Part I—Training and Mentoring Program Training and Mentoring Program Christina Hill University of Phoenix HRM/531 Human Capital Management Dr. Decosmo Monday, August 2, 2010 Career Development Plan Part I— Training and Mentoring Program InterClean, Inc. is an International sanitation and cleaning company which is planning on increasing growth and market share at a fast pace. InterClean, Inc expects to a 40% increase in its sales profitability over the next year. In order to accommodate this aggressive sales goal, the company has decided to implement a new solutions-based selling approach which requires organizational restructuring and staffing initiatives practically with the Marketing and Sales areas. To accomplish the organizational initiatives, management has decided that a formal training and mentoring program needs to be implemented at InterClean, Inc that will support the acquisition and address the training needs of its growing employee base. The Human Resources department has been tasked with creating the new enhanced training system based and mentoring program. This paper will discuss the development of the training and mentoring program at InterClean, Inc. It will discuss new training and mentoring needs, training and mentoring program objectives, performance standards, delivery methods, training and mentoring content, time frame, evaluation methods, feedback, and alternative learning options. ...
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...Employee Training and Career Development HRM/300 Employee Training and Career Development The success of the organization relies heavily on well-trained and knowledgeable employees. Employees who have invested in their careers are looking to develop new skills and improve. Organizations and employees can improve organizational development and employee development by working together. Newly hired employees success in the company relies on their initial training as much as ongoing training and development while employed. New laws and regulations, as well as technology updates, require ongoing training of all employees. This paper will discuss employee development methods, the relationship between employee and organization development, describe the rule of human resources in career development and my personal career path. Employee Development Methods Well-trained and experienced employees are needed in all organizations. In the current market jobs are more complex and require a lot more training. The importance of training and development has increased and plays a direct role in the success of the company and employee retention. Employee development is also important for succession planning. Improved skills and training will increase the employee’s promotable ability and make it easier for employees to move up within the company. A major part of the training process includes changing the employee skill set, knowledge, and behavior. On the job training and off the job...
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...Carpentry Carpentry is the skilled trade of cutting, shaping and installation of building materials. This field requires a broad knowledge of general woodworking procedures. This trade consists of measuring, estimating and many other math related skills. Carpenters learn their work mostly on the job and through training programs. Many carpenters learn their skills in school. High school courses in carpentry, shop, drawing, and math will help on the job. Some carpenters join a program called an apprenticeship. This program combines learning on the job and classroom work. Applicants for this program must be at least 17 years old and pass an exam to see if they have the skills to become a carpenter. The length of the program is usually thirty-six to forty-eight weeks. Carpenters learn their trade through on-the-job training, as well as training programs. Most pick up skills by working under the supervision of experienced workers. Others participate in employer training programs or apprenticeships. Most employers recommend an apprenticeship as the best way to learn carpentry. These programs combine on-the-job training with related classroom instruction. On the job, apprentices learn elementary construction design and become familiar with common carpentry jobs, such as layout, form building, rough framing, and outside and inside finishing. They also learn to use the tools, machines, equipment, and materials of the trade. Apprentices receive classroom instruction in safety,...
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...Staff Training ------------------------------------------------- NEGLECTED ELEMENT OF THE RISK MANAGEMENT EQUATION By Melanie Lockwood Herman Nonprofit leaders are quick to rank staff training as an important goal in the workplace. During discussions with funders and other external stakeholders many managers tout the commitment of their organizations to provide inservice training to paid and volunteer personnel. Yet the commitment to training may waiver when grant dollars or fees for services are on a downhill slope. Designing Your Training The questions below were created to guide you through the process of designing training for your organization. * What are your organization's usual practices for staff training? Many organizations have on-going staff training programs. Your risk management training should be incorporated into other existing organizational training practices. * Who will do the training? Selection of instructors will influence the nature of your training program. Training might be delivered by a staff member, outside consultant, or in some cases a law enforcement officer or other government official (e.g., child protective services worker). * How will the training be delivered? Will individuals undertake training individually or in a group session? Must participants gather in a single location or can they be trained from remote locations? A growing number of organizations are choosing online and video-based training programs to ensure consistency...
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...Problem Solution: Riordan Manufacturing Riordan Manufacturing (Riordan) is a global plastics company owned by a Fortune 1000 enterprise, Riordan Industries. It produces plastic beverage containers in Albany, Georgia, custom plastic parts in Pontiac, Michigan and plastic fan parts in Hangzhou, China. Riordan's Research and Development is conducted in San Jose, California, corporate headquarters. Declining sales and profits has forced Riordan to change its sales processes and adopt a customer-relationship management system (CRM). A team approach was implemented with the expectation that sales will improve. Each sales team consists of a sales person, product engineer, and customer service representative (Apollo Group, Inc., 2004). Riordan's managers have noticed that there is a decline in morale and work ethic. An annual employee survey indicated that employees are dissatisfied with the current reward system as well as benefits and overall satisfaction. The company is concerned that dissatisfied employees will find employment elsewhere. Riordan's President does not feel comfortable with changing the compensation system and the company has allocated $50,000 to hire an independent human resource (HR) consultant to analysis the issues in the employee survey. The HR consultant presented a proposal to redesign Riordan Manufacturing’s compensation and reward system which suggested a salary survey of the company's positions be conducted to determine current market positioning and...
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