Long-Term Training Program Over the Essay

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Once this occurs, it means that a company can: increase productivity and maintain the kind of talent necessary to remain competitive in the future. (Gitman 2009) (Rothwell 2004)

Occupational Training Needs

At the same time, any kind of training program must take into account the different occupational needs for each position. This will be different from one job to the next, as the more critical roles will require additional amounts of training and follow up. While other positions, will have less stringent training requirement. Once the different individual strengths have been assessed, is when you want to begin placing each person in the appropriate training program for a particular occupation. In general, you want to focus on ensuring that the immediate and future needs of the most critical positions are staffed first. Then, you would want to begin filling the support positions with various employees. This means that you must have a number of different training modules that are geared toward specific jobs inside the organization. As this will take into account, the intensity of the training and the time that will be required to ensure that everyone understands their roles. As you will discuss a number of different elements during this process to include the specific aspects of their jobs, ethics, company policies / procedures and understanding the changes that are taking place inside the industry. Once the training has been complete you will then have continuous follow up on: addressing possible issues and how they can be overcame. This is important, because this kind of approach will tackle the specific occupational needs inside an organization. While at the same time, it is addressing the changes that could be occurring in the industry or the economy. As this approach will ensure that any kind of training modules are adapting to these challenges. At which point, the company can address the issues that: they are facing and avoid the biggest problems that are effecting most organizations (being prepared for change). Once this occurs, it means that a corporation be able to evolve with the shifts that are occurring inside the industry or the marketplace. (Gitman 2009) (Rothwell 2004)

Developing a Medium to Long-Term Training Program

The different factors that have been covered earlier are providing a generalized background about how a business can create an effective employee training program. Yet, beneath the surface there a number of principals that must be embraced the most notable include: implementing an initial strategy that will address the immediate / future needs of the company, determining where to place talent, creating efficient evaluation procedures and having regular amounts of continuing education. Implementing an initial strategy that will address the needs of the company, is when you are taking into account: the short- and long-term aspects of any kind of training program. In this case, you want to ensure that it is tackling: the medium term and long-term challenges they are facing. As the training: will encompass these elements and take into account future changes that could take place. This is important, because it will ensure that any of needs that are facing an organization are addressed through the training program (which helps to increase productivity). (Hasen 2011)

Determining where to place talent is when you are evaluating the different aptitudes and strengths of employees. During the initial phases of training program, is when everyone should take some kind of assessment examination. That will decide where they would work best inside the company. This is important, because you are specifically identifying: various strengths that a particular individual possess and are placing them in areas where they can excel. Once they have completed the training program, is when they can adapt quickly to: these changes and increase productivity. (Hasen 2011)

Creating effective evaluation procedures is when you are monitoring for changes in staff motivation levels. In this case, you want to see the overall views of: managers and their team members about the organization as well as it policies. To accomplish this objective, a two tier evaluation process will help to achieve this goal, as it will tell executives the views of employees about: different supervisors and their management style. This improves the quality of leadership inside the company, by holding managers accountable in: how they are treating the people they are working with. As they will listen to their ideas and treat them with respect, which will helps to significantly improve productivity. At the same time, the manager evaluations will determine: the overall strengths and weaknesses inside the team. In this situation, the supervisor's comments would be compared to employee reviews. Once this takes place, it will provide outstanding insights as to how effective the training program is working at: addressing the underlying challenges inside an organization. This is because, it takes into account these different views and it is objectively analyzing the policy. (Hasen 2011)

Regular amounts of continuous education are when you are having staff members take: periodic updates and assessments of their training. In this case, you would have them go through programs that are discussing changes in: the industry, policies or the economy. This is important, because this aspect of the program will ensure that everyone knows how to adapt, to the different challenges that they are facing. Once this takes place, is when the training strategy can be continually updated, to the various changes that are occurring. (Hasen 2011)

Clearly, developing an effective employee training program is essential for all organizations to: address their medium and long-term challenges that they are facing. This is because globalization has been increasing the overall amounts of competition, which is having an impact on how this conducted. As a result, all businesses must embrace a strategy that will take into account a number of different elements to include: implementing an initial strategy that will address the immediate / future needs of the company, effectively determining where to place talent, creating efficient evaluation procedures and having regular amounts of continuing education. This is important, because it shows how all organizations must adjust their training programs to reflect the changes that are occurring. Therefore, this strategy will improve a corporation's ability to respond to shifts that are taking place, by making sure that the training program takes these different variables into account.


The Human Resources Transformation, 2011, KPMG. Available from: [15 March 2011].

Chan, a, 2011, Challenges of Human Resource Management, Zero Million. Available from: [15 March 2011].

Elk, M, 2010, Obama's Solution to Outsourcing, Huffington Post. Available from: [15 March 2011].

Gitman, L, 2009,the Future of Business, South Western, Mason.

Hasen, R, 2011, What do Employers Really Want, Quint Careers. Available from: [15 March 2011].

Jones, M, 2010, Dysfunctional Leadership, International Institute of Management. Available from: [15 March 2011].

Rothwell, W, 2004, Improving on-the-job training, Pfeiffer, San Francisco.

Sullivan, J, 2002, Did Hr Cause the Downfall of Enron, Dr. John Sullivan. Available for: [15 March 2011].

Harvard Format. http://libguides.library.uwa.edu.au/data/files2/49275/Harvard%20LibGuide%20-%20All%20Examples%20PDF.pdf[continue]

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