Employee Training in a Culturally Diverse Workplace

Employee Training in a Culturally Diverse orkplace

orkplace training is vitally important for any company -- whether the company has mostly native-born experienced workers or a culturally diverse workforce including recent immigrants. But when it comes to training needs for culturally diverse employees there are strategies that should be applied and fine-tuned, and this paper addresses those strategies and tactics. Thesis: Old training models -- used by HR departments and in business colleges -- that are linear and simplistic should be considered outdated and irrelevant. The up-to-date training strategies do not stereotype cultures based on national cultural generalizations, but rather they approach cultural training based on individuals and their values and their ability to adjust to values in the new work environment.

The Literature -- The Future of Training and Development

The workplace that features culturally diverse employees is in need not only of training those whose cultures are different…… [Read More]

Employee Training the HR Department

Ultimately, the very goal of training on this case is to minimize the number of complaint calls or any other problems that may be pulling down the employees' performance.

The CEO requests team efficiency training to address the declining numbers of employees attending quarterly pep rallies.

Training required in this case can be in the form of teambuilding seminar/workshop. Pep rallies or any other group activities are normally attended by almost, if not all, of the workforce. If there are a continuously declining number of attendees from the workforce, it just reflects that there is a problem with the relationship of the group. Interactions or communications between the workers may not be in a very good level, hence the need for teambuilding. This type of training is aimed at enhancing the relationship among the employees so that the overall performance of the organization will be enhanced too.

Whatever the purpose…… [Read More]

Employee Training and Development

Employee Training and Development

It is not unusual for development managers who have worked at their positions for a significant amount of time to begin to feel listless and desire a new challenge at work. For most employees who are at an organization for any substantial length of time, such a feeling is nearly inevitable. However, there are a number of recommendations and best practices that these individuals can implement to change these circumstances for the better.

Lateral Movement

Ideally, such employees can move up in an organization and attain more responsibility and greater salaries and benefits packages. Many, however, find themselves in situations where for whatever reason, they cannot. In these instances, lateral movement is not only desirable, it is also necessary to eventually gain upward mobility. Lateral movement is simply taking on different responsibilities and different positions in an organization that are not based on either promotions or…… [Read More]

Training Effective and Ineffective Employee Training Few

Training

Effective and Ineffective Employee Training

Few features define an organization as directly and as fully as its personnel. The knowledge, dedication and ability required to afford a company success must all be encapsulated in said company's employees. hile recruitment and screening will play a significant part in ensuring that personnel are an adequate fit to contribute these qualities to a company, it is also critical that the hiring company employ training strategies both for initiation into the company and for ongoing advancement of skills.

As the discussion hereafter will demonstrate, training is necessitated by a combination of the specific procedures, practices and expectations within a specific company and by the various ways in which objectives, companies and industries will undergo change. As the text provided by eCornell (2010) denotes,

"the many challenges associated with the changing nature of work and the workplace environment are very real for every organization.…… [Read More]

Future Issues That Will Impact Employee Training

Future Issues That Will Impact Employee Training

Applying knowledge gained in the course

The emerging trends in workforce demography of any organizations are fundamental to determining the future of employee training. Hiring and training of employees significantly determines the success and future progress of any organization (Bradley, 2011). There is a difference between hiring and training processes. While an employer may hire qualified workers, it is not what the curriculum vitae is written which makes them produce results, but rather the kind of training and skills they have. A person may be good in passing tests, but when it gets to actual work, they cannot produce results. Therefore, in this line of thinking, the human resource department of every organization should set its concentration on the trends of employee training if better results are expected.

Employee training is a significant factor in management of an organization. Newly hired employees need…… [Read More]

Human Resource Management for Employee Training and Retention in the Modern World

Human esource Management for Employee

Training and etention in the Modern World

The modern business organization devotes much more effort and coordination to the entire spectrum of human resource management (HM) processes than its predecessor. Previously, even if all of the individual functions and responsibilities of HM were administrated by the same department, they remained largely separate initiatives. ecruitment was not coordinated with other aspects of HM, let alone with other departments outside of HM, beyond the initial request or notification to HM that new personnel were required. New hire training was primarily organized and delivered within individual business units rather than by the organization in any uniform way; and the notion of "organizational culture" rarely played any role in that training. Legal training was limited to the department of legal counsel and higher-level management, or provided otherwise, only after being necessitated by problems after they had already become manifest.…… [Read More]

call center employees training

Section 1.
The three objectives that will guide this customer service training for call center employees will be as follows;
1. Desired outcome- By the end of the training, each employee should be able to effectively and satisfactorily handle diverse calls from varying range of customers of different social and economic backgrounds, providing the desired service or scaling up the customer need as would be necessary to the highest expectations of the customers.
2. Conditions under which the individuals are to perform – the training expects to equip the cal center employees to develop skills to work under some of the most strenuous conditions yet still keeping their cool and impacting the positive energy to the callers, offering a range of solutions to the callers and making follow-ups even in the most difficult customer demands.
3. Standards that define acceptable performance – the training aims at training the employees on…… [Read More]

Developing a New Employee Training Program to Improve Customer Service

Customer Service Training Class For New Employees

This memorandum is in response to your request for a customer service training class for all new employees. The memorandum sets forth the justification in support of the use of a needs assessment for this initiative, including five ways in which such an assessment could identify current performance deficiencies. In addition, an implementation plan for the initiative is provided together with a description of the recommended training method and supporting justification. Finally, two ways of motivating new employees who have no interest in attending a training class are proposed, followed by a proforma survey that collect feedback from employees who attend this class. Please let me know if you have questions or comments.

Justification for a Needs Assessment for the Proposed New Employee Training Program

In any business setting, it is axiomatic that in order to improve something, it must first be measured.…… [Read More]

Employee Training Based on Needs Assessments

Organizational Analysis

The organization to be assessed for the training is an agency that provides Title III of the Americans with Disabilities Act training to the private sector. The agency contracts with private educational systems and business enterprises to ensure their operations, facility, and employees are compliant with federal law. The training would need to cover the language of the federal law, implementation of the law across various industry sectors that are represented by the businesses, and processes for assessing employee knowledge regarding the law.

The agency is charged with ensuring that the businesses they train understand the importance of removing all structural barriers in the public areas of existing facilities, in as much as the removal of these structural barriers is readily achievable. Moreover, the agency must be sure that trained employees understand that the Title III of the Americans with Disabilities Act (ADA) is designed to "afford every…… [Read More]

Solution Identification for Bounce House

The problem Bounce House is facing is lack of a formal or informal training program for its employees. This is a problem the organisation cannot afford to ignore given its implications on organisational performance. Already, the business is grappling with reduced customer satisfaction and declining revenues, in large part due to lack of professionalism on the part of its staff. The importance of a skilled and knowledgeable workforce cannot be overemphasised (Truss, Mankin & Kelliher, 2012). Workers with the necessary skills and qualifications are better placed to fulfil their roles and responsibilities effectively (Stredwick, 2014). For Bounce House, having workers with extensive knowledge of handling children and leisure safety is critical for the success of the business. This is important for ensuring the safety of children. Parents are likely to bring their children to the facility when they are assured that their children are in safe hands.
It is imperative…… [Read More]

Employees Training and Development Plan

Training and Development Plan / Employees' Training and Development Plan

Justify the use of a needs assessment of your company'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 you selected the training method that you did

Propose two (2) ways to motivate an employee who has no interest in attending a training class

Develop a survey to collect feedback from the employees who attend the training

eferences

Justify the use of a needs assessment of your company's proposed employee customer service training, stressing five (5) ways in which such an assessment would expose any existing performance deficiencies

In many businesses, particularly in the retail industry, one of the ways one…… [Read More]

Human Resource Management Employee Training

An effective learning program is inherently supportive. Such a program can for example involve new employees that learn from existing employees in a mentoring environment. In this way, new employees are supported and existing employees feel valued for their years with the company. In the learning paradigm, employees can also benefit from reward programs, such as being rewarded for star performance or creative learning.

Finally, an important component of employee training programs is carrying the costs of such programs. Employees should not be expected to pay for any part of their tuition. Any travel or food costs should be carried by the company.

A program that helps employees to learn will therefore be frequent, supportive, incur rewards, and be reimbursed by employers.

ibliography

Levine, Leslie. (2009). Strengthen Your usiness by Developing Your Employees. Allusiness.com. http://management.about.com/od/trainingsites/a/LunchandLearn.htm… [Read More]

Employee Orientation Situational Overview a

On the other hand, the comparative value of the real-time presentation must be considered in relation to the potential technical issues involved. Specifically, whereas pre-recorded presentations and self-directed learning online training programs can be tested and perfected in advance to ensure there are no technical problems with delivery, that is not necessarily the case with real-time presentations, especially those involving two-way communications. No matter how much preparation and troubleshooting is conducted in advance, live two-way presentations are notoriously susceptible to technical problems that can interfere with planning and lesson delivery. Moreover, the more computer terminals and office locations involved, the greater that potential for difficulties in execution.

Anticipated Problems

Beyond technical delivery-of-training issues, other anticipated potential problems associated with online employee training include lower levels of individual engagement and reduced opportunity for meaningful interpersonal exchanges. In that regard, even the best corporate instructors cannot implement all of the same teaching…… [Read More]

Employee Customer Service Training New Employee Customer

Employee Customer Service Training

New Employee Customer Service Training Plan

Justify the use of a needs assessment of your company's proposed employee customer service training, stressing five (5) ways in which such an assessment would expose any existing performance deficiencies.

The employees of an organization act like the 'driving force' which can either lead the organization towards success or can turn out to be the cause of its failure. A company's progress not only depends on an employee's individual performance but the way these employees communicate with the customers has its own significance. Thus, in order to run a successful organization, it is quite essential to monitor the correlation between the outcomes and the employees' input on a regular basis. To ensure employees' effectiveness, organizations usually remain concerned about training their employees.

Training means a methodical intentional process of changing behavior of organizational members in a direction which contributes to…… [Read More]

Training There Are Several Models for Organizing

Training

There are several models for organizing training departments, and each has merits depending on the needs of the company. Training often falls within the purview of human resources, or it may comprise its own department. Somewhere in between, there may be departments called organizational development or human resources development that are basically training departments. In smaller organizations, training departments may be nonexistent, as the role of trainer falls to each employee and supervisor who can help newcomers adapt the surroundings and thrive. Depending on the needs of the organization, a model for organizing the training department can be complex or simple. Most large companies need a distinct human resources training/development department that is separate from the human resources management function. The models used are generally grouped under Faculty Model, Customer Model, Matrix Model, Corporate University Model, and Virtual Model.

If I were the Vice President of Human esource Training…… [Read More]

Training the Basic Steps Involved in the

Training

The basic steps involved in the training design process include analysis, design, development, implementation and evaluation. Analysis refers to the initial evaluation of employees, employee needs, and the learning objectives. The learning objectives will be defined both for the learners and for the organization or department. The design step builds on the learning objectives. Based on the learning objectives, the trainer focuses on specific skills and measurable outcomes. It is important to have measurable outcomes to assess the learners as well as the quality of the training program.

When developing a training program, it is important to use effective instructional strategies. Development also refers to the logistics of the training such as classroom design, location, and organization. Finally, the training design process needs to be evaluated. This may include feedback from the learners, which will be fruitful in improving future training programs.

I have taken both successful and unsuccessful…… [Read More]

Training You Are the Training Manager for

Training

You are the training manager for your organization and must consider whether to create training in house or purchase training from a vendor. Describe the considerations you must take into account for both decisions.

Training is extremely important in organizations operating in the present day dynamic environment. But whether to create training in house or purchase training from a vendor is an important decision that the company has to take. The considerations that need to be made in order to decide on it are as below.

- Cost of technology: The cost involved in setting up a training facility is considered to identify the cheaper option.

- Significance of training in the business: For some companies training is not the primary necessity. In such cases the company does not need to develop training facility by involving huge investment, but outsource the training functions.

Resources available: Running an internal training…… [Read More]

Training a Needs Assessment Refers to the

Training

A needs assessment refers to the process used to determine if and where training is necessary. This is important because training is an expensive procedure, so the company needs to use its financial resources wisely, training the people who need it on the topics they need. Training can be used to solve performance issues, for example. The needs assessment will also help to identify what the nature of the training needs to be. Thus, a wide range of stakeholders participate in the needs assessment process.

The needs assessment process begins with the company's strategic direction, which is important because the needs assessment is part of "the steps we take to get there," relevant only when the organization has a sense of where it wants to go.

There needs to be an understanding of the support of managers, peers, and employees for training activities. These support networks are critical to…… [Read More]

Training the Forces That Affect Working and

Training

The forces that affect working and learning include macroeconomic forces, globalization, and technology. Companies need to adapt and change in response to these external forces in order to survive and thrive. Noe (2010) provides a wealth of examples for the various types of forces that can impact working and learning (such as the increased value placed on human capital and other types of intangible assets). One example not covered in the Noe (2010) text is the impact of electronic medical records on the health care institution. All health care organizations -- from a doctor's private practice to a pharmacy to a hospital -- will need eventually to adapt to electronic medical records in light of the Patient Protection and Affordable Health Care Act. The Act has a provision by which patient records are to be digitalized. The measure will have a tremendous impact on all health care institutions, but…… [Read More]

Training a Competency Model Identifies the Competencies

Training

A competency model "identifies the competencies necessary for each job as well as the knowledge, skills, behavior and personality characteristics underlying each competency." This is related to job analysis is that the latter "refers to the process of developing a description of the job's tasks, duties and responsibilities." The job analysis also develops "the specifications (knowledge, skills and abilities" that an employee must have to perform the job. There is by these definitions specific overlap between the two. hile the job analysis highlights what is needed to do the job, the competency model tends to focus on the underlying characteristics behind the tasks that must be performed.

There is a process that is used to develop a competency model. This process begins by conducting a strategic business analysis that outlines what the business wants to do. From there, jobs and positions are identified. These are the roles that will…… [Read More]

Training and Development Background of the Organization

Training and Development

Background of the Organization

Customer support is the heart and soul of any business. Excellent customer support helps the business to retain the business of old customers, and gain the business of new customers through word of mouth. Offering excellent customer service is the key to business growth and stability. In the area of customer support the importance of training and development cannot be overemphasized. Customer support is directly related to the ability to attain and maintain a competitive advantage.

No where is customer support more important than in the online world. Amazon .com is one of the biggest online retailers. Amazon began its venture on the Internet by selling only books, but soon it expanded its product offerings to more than just books and book related items. Now Amazon is one of largest retailers of general merchandise on the Internet. It has used its position as…… [Read More]

Training Design

Training & Development

There are several steps in the employee training design process. A training design process takes the company from the initial step of identifying whether training needs to be done and what training needs to be done, through to the final stages of evaluating the training and making adjustments to the training program to make it more effective (Noe, 2012).

A precursor step in the training design process is to recognize that there is a deficiency in the organization, wherein some training can help to resolve this deficiency. This is a necessary step, because without it the training design process will never occur. But for example, if a company recognizes that its employees lack the skills with social media needed to maintain a positive company image, then all it really knows is that there is a need to improve the knowledge and skill level of employees with respect…… [Read More]

Training and Development

Training and Development

Improving security at Classy Convention Center (CCC)

Super Safe Security (SSS) has branded itself as a company that provides top-quality security at high-risk events. Unfortunately, several highly-publicized events at one of our best-known clients, Classy Convention Center (CCC), have garnered negative publicity for our organization. We promise security with less than a 0.1% error and unless we can deliver upon this promise we are likely to be overtaken by our lower-cost competitors.

Concerns have been raised that SSS employees do not have the skills necessary to monitor the metal detectors to optimalize attendee security. The first proposed solution to this problem is that current employees should be retrained. However, retraining costs money: an estimated $15,000. But if action is not taken quickly to save face, and more security breaches are reported, the loss of revenue to the company could be even greater in the long run. There…… [Read More]

Training in Organization

Training in Organization

Training is an essential function of an employee employer relationship. However, if training is poor and does not meet the employee or employer's needs then the training could actually damage the working relationship or hinder an organization in irreparable ways. There needed to be validity testing methodologies for training. Four key training validity concepts are training validity, transfer validity, intraorganizational validity and interorganizational validity. By evaluating the validity of a training program, organizations can verify if their needs are being met. The four dimensions of training validity focus on different aspects of the training process. The first dimension is an overall training validity and it accesses if trainees match established criteria of the training program and that the program matches the needs of the trainee. The bottom line is to be sure that trainees learn what is required. The second dimension, transfer validity, accesses if a trainee's…… [Read More]

Training Effective Training for Career

Perhaps the most compelling finding in the study by Kotey & Folker is that which denotes that in early growth stages, family firms will actually tend to demonstrate a greater formality in training approaches than will nonfamily firms. Ultimately though, the research finds that size is a major driver of how training strategies are designed. This supports the notion that training must largely be constructed with the specific characteristics of the hiring organization as the foremost determinant.

A good training process will not only offer education and instruction on performing in one's responsibilities and working within company procedural norms, but it should also help to demonstrate the value system of the company, to convey its ethical priorities, to induce a sense of belonging within its culture and to reinforce a consistency of company identity. This means that certain company characteristics must be captured through the training process in addition to…… [Read More]

Training and Development Underwood Ryan

The author states that, over the course of workshops designed to elicit preferences, tastes, and feelings, he "remained the odd man out. I'm pursuing my dream career already, while everyone else (aside perhaps from the publicist) had come searching for answers to a particular set of problems and concerns. Skepticism may be the proper mind-set with which to enter into a coaching relationship, but you have to want to be coached. I didn't. I was just some jerk trying to play along. The group felt it. I felt it. So after one lost weekend, I didn't need any coaching to decide not to return for a second one." (Underwood, 2005, 85)

This desire on the part of the participant to want coaching thus is vital -- individauls must be motivated to seek advice and to execute that advice, whether motivated by the prospect of a promotion or orgaizational loyalty. But…… [Read More]

Training Competency Models

Training

Competencies have been defined as the "skills, behaviors, and attitudes that lead to high performance" (Orr, Sneltjes & Dai, 2010). A competency model is a model of the competencies that need to be in place to ensure high performance in a specific role, and more generally in the organization. Having a competency model helps the organization to target its training, by identifying both the competencies that the organization needs to succeed and matching this with the prevalence of those competencies within the organization (Noe, 2012).

The first step in developing a competency model is to identify the roles within the company, in particular ensuring that the roles presently within the company are the precise roles that the company needs to fill in order to be successful. Assuming that the right roles exist within the company, having a set of job descriptions that lead to success in that role is…… [Read More]

Employees Training and Development Plan

Freud and Erikson Theory

Compare and Contrast Freud and Erikson Theory

This essay begins by discussing Psychoanalytic Theory proposed by Sigmund Freud; the theory portrays that human behaviour is the result of conflict between the biological drives that develop slowly from childhood and play a significant part in determining a person's character. After a short review of the Psychoanalytic theory and evaluating it against modern psychoanalytic perspectives, the study will then cover a quite different theory i.e. Erikson's theory that reduces the significance of biological contributions. Erikson's Theory supposes that character/personality development is determined by not only biological factors but also by historical, ethnic, and cognitive factors. Erikson's theory explains challenges or issues that people face in the modern world. The fact that words such as "inner-space," "identity crisis" and "lifespan" have gained prominence in spoken and written language is testament to Erikson Theory's relevance. The Erikson's theory also has…… [Read More]

Training and Retaining Quality Employees

On the other hand, Harris suggests that some observers believe high turnover among employees is "not only inevitable, but also desirable… [because] employee mobility within the industry promotes workforce flexibility, allowing employees to acquire and develop new skills as they move through different organizations" (73). Harris takes it one step further when he reports that the "acquisition of transferable skills" has a powerful appeal to the "entrepreneurial aspirations of hospitality employees." Hence, Harris points out on page 73, "turnover is actively encouraged" by some leaders in the hospitality industry, along with ambitious workers, because this high turnover practice helps to "…create future managers for the industry." Moreover, turnover can be seen as a positive dynamic because "new ideas" are thus brought into the workplace -- as a way to "prevent stagnation in creativity" -- although in reality HR managers are often loathe to see highly energized, talented staff leave the…… [Read More]

Training Scope of Training Large Health Care

Training

Scope of Training

Large health care organizations will undoubtedly have a large scope of training. The investments and systems approach is beneficial for companies who can realize economies of scale. Through economies of scale the unit cost for each selective individual trained decreases. This ultimately allows the cost of investments and systems to be spread throughout the entire organization. The systems approach is particularly beneficial as it creates and distills consistent behavior throughout the entire organization. Each individual that is trained is usually receiving and absorbing the same information as their peers. This insures the continuity of the business and its underlying operations. The scope will depend primarily on the needs of the business. In some instances, training may involve the entire health care organization while in other instances; it may only require a select department. In either case, investments in systems allows for the most efficient use of…… [Read More]

Training Levels and Number of

"

Harassment, including sexual and other types as well, is also a common type of formal complaint that must be taken very seriously by contemporary businesses. More extensive employee training can help better inform employees of appropriate work behavior, so that there are less incidences of harassment between employees unknowingly.

etter trained employees makes for a more efficient work environment with less complications. Therefore, the research showed that "many organizations within it industries focus on providing "extensive retraining of employees," especially "as reengineering efforts go forward it is important to define and redefine performance goals and objectives, maintain a strong commitment to the vision, break the barriers between the departments, and be flexible as the business environment changes."

More extensive formal training can help with "nipping negativity before it derails morale" by reassuring the proper procedures but also by explaining appropriate company policy more directly and intimately so that all…… [Read More]

Employees Use the 360 Degree

A very important point is that online learning can be done individually or in groups (for example video conferences).

6. In general, in order to make a career choice one should be informed about the world of professions. Information about the profession that appears the most interesting and appropriate should be gathered. If possible, it would be important to read interviews or talk to people with similar jobs for a more accurate and realistic image. Another important part in a career choice is to assess individual strengths and weaknesses. Several personality tests are available for such a purpose (for example CPI - California Psychological Inventory, SDS - the Self-Directed Search questionnaire). For the persons in search for a career it is important to identify the skills they have and they most enjoy using. The career identified should be compatible with the interests and skills identified. In conclusion, a person who…… [Read More]

Training vs Company In-House Training

(Osten, 2001)

In terms of strategic planning for technology it is important to comprehend that integration of technology is very complex and requires "investments to plan for the alignment of technology initiatives" with the company's mission. The starting point is gaining the involvement of stakeholders through having them assist with assessment of the current technology and strategy for which direction to take with new technology. This could mean that there is a need to hire someone to be a facilitator to assist with planning. Training considerations include budgeting time for training staff. It is important that training is "task-specific and has immediate on-the-job application." (Osten, 2001) Osten states the fact that training sessions in the form of 15 to 30 minute mini-lessons "are more valuable than hours of software training." (2001) Hardware technical support should be assumed and budgeting plans made for support of both network and PCs within the…… [Read More]

Training Needs Assessment

Home Depot: Training and Skills Needs Assessment

Home Depot

Training Needs Assessment Process

The objective of this work is to conduct a Training Needs Assessment on Home Deport. Included in this will be an organization, task and person analysis. The techniques used will be related as well as will be the individuals involved in the process. Conclusions will identify the desired training outcomes.

According to one report training practices assist companies in gaining a competitive advantage. Stated as issues that affect companies and influence training practices are such as: (1) customer service; (2) employee retention and growth; (3) doing more with less; and (4) quality and productivity. (Noe, 2005) It is reported that training practices have enabled Home Depot to: (1) grow the business; (2) improve customer service; by making provision of employees with the necessary knowledge and skills to become successful. (Noe, 2005) It is reported that Home Depot…… [Read More]

Training and Development in Small Businesses

Networks of Boston

Key elements of training and development geared toward improving the performance

The three important Elements in training and development include:

Strategic Analysis

This factor will help the employees understand the strategic position of Tech Networks. It is critical to diagnose environmental changes and establish their influence on the company and employees. In training, strategic analysis establishes a view of the key variables that could affect the future and present performance of the company (Armstrong, 2007). When strategic analysis is conducted perfectly, it helps the company choose the best strategy for growth in the market. It will be beneficial to understand some key elements under strategic analysis.

The environment: Tech Networks would not exist without the ability to interact with a complex commercial, economic, technological, political, social, and cultural environment. Tech Networks of Boston is faced with changing environments. A precise understanding of the impacts is important in…… [Read More]

Training Needs Analysis Practices for Managers A

Training Needs Analysis Practices for Managers: A Study of Saudi Arabia Private Firms

Training needs analysis (TNA) is defined by Mabey and Salman (1995:158) as a "process of collecting data which allows an organization to identify and compare its actual level with its desired level of performance." The authors also indicate that this performance could be interpreted as meaning the competencies and attitude necessary for the staff to do the job effectively. Moreover, Armstrong (1996:536) states that "training needs assessment is partly concerned with finding the gap between what is happening and what should happen.. This is what has to be filled by training ." Figure (1.1) depicts this gap.

Figure

The training Gap

WHAT SHOULD BE

TRAINING GAP

WHAT IS

CORPORATE OR FUNCTIONAL ATANDARDS

KNOWLEDGE AND SKILL REQUIRED

TARGETS OR STANDARDS OF

PERFORMANCE

CORPORATE FOR FUNCTIONAL RESULTS

KNOWLEDGE AND SKILL POSSESSED

ACTUAL PERFORMANCE OF INDIVIDUALS

Source: Armstrong (1996)

Gibson…… [Read More]

Training and Development Within an Organization

Learning and Development

Business Studies Business Functions Major Subject: Human esources equested Essay Subject: Learning Development Please write essay explaining importance aspects training development business. The essay introduction, body paragraphs a conclusion.

Training and development are a major concern for employees in any organization regardless of private or public sector. For a majority of the employees, undergoing training and development are deemed as a source of job security and motivation. The vast majority of organizations have realized the importance of human resource as a driver for the organization's success. Human resources is the largest asset that a company can have and they are the drivers for all organizational goals and objectives. For example, an organization could have the latest technology that would help it reduce its costs, but if does not have competent employees to operate and use the technology it would not be able to meet its goals. This…… [Read More]

Training New Employees Writing Benefits

Ethics training for employees programs have to be carefully planned taking into consideration and setting standards for ethical behavior in the company and what the training is supposed to accomplish. Companies have to make ethical training mandatory for all employees setting a good example that no one is above the law. The ethics training should help the employees become familiar with the company's code of ethics, know more about decision making using ethical models. "Good ethical training provides training covering five basic aspects of ethical training, responsibility, respect, fairness, honesty and compassion. Compliance laws and other topics such as using internet, computers only for company related work and not misusing these resources, about work place romance etc. are an integral part of the training program" (Gordon, 2012).

The training has to supply information regarding reporting ethics violation to specific personnel and assure them that offenders will be punished harshly. This…… [Read More]

training transfer and human resources theory

Theory-based information can help organizations to ascertain the most appropriate training and development programs for their employees. In fact, theory-based information helps human resources managers to structure training and development for specific groups of people. The most relevant theories include those that are related to learning, and those that are related to social relations and identity construction.
Learning theories can be based on basic behaviorism, including patterns of reward and punishment that can be used to motivate specific behaviors and discourage undesirable behaviors that detract from inter-group harmony (Duggan, n.d.). However, cognitive theories of learning can be even more helpful for structuring effective employee training programs designed to cultivate specific skills or to increase productivity (Duggan, n.d.).
Theories that focus more on employee engagement, group identity construction, and other sociological factors are also highly relevant in the process of employee training and development. Motivation theory not only informs best practices…… [Read More]

Training Nurses About the Most Effective Practices

Hospital Evaluation Project

The world of healthcare is continually evolving. For professionals, this means that they must possess certain skill sets. In the case of graduate nurses, these issues are becoming more pronounced with the increasing demand which is placed on them. Training programs are effective in helping organizations to become responsive to the different challenges they are facing. To improve the effectiveness of them requires assessing specific psychomotor skills. This will be accomplished by developing an evaluation plan, identifying test objectives, defining parameters of the evaluation, the psychomotor skills they must possess, the steps, assigned weighting, grading rubric, passing scores and grading parameters. Together, these elements will highlight the best avenues for training graduate nurses about the challenges they are facing and the skills they must utilize. (Kovner, 2011)

Psychomotor skills are focusing on the way the mind interprets information and how the individual reacts. At the heart of…… [Read More]

Lesson Plan and Transfer of Training

Employee Training Program: Home Depot

The following training program is partially fashioned on that developed by Lowe's and integrates the ADDIE Instructional Design Model as process to help plan and implement the training program.

Home Depot will structure a comprehensive training program to introduce new employees to its cultural environment and to familiarize them with job requirements, objectives and strategic initiatives for enhanced work performance and customer support skills. The training program will also instruct employees in Home Depot's history, mission and values.

The entire training program will be based on the ADDIE instructional design Model and will last 6 weeks. Throughout those 6 weeks, new recruits will participate in a series of meetings and training sessions whereby they will become acquainted with fellow workers, managers, and leaders in the organization, as well as receiving hand-on practice in future job tasks and activities.

The ADDIE Model

The ADDIE model revolves…… [Read More]

HR Training and Development

Training and Development

One of the most important functions of human resource management is training and development, which mainly focuses on organizational activity that is geared toward improving the performance of individuals and groups with the organization. The component is commonly known as organizational learning and development as well as human resource development. The significance of this component in human resource management is attributed to its direct link to organizational productivity. Generally, organizational productivity and success is mainly influenced by the contributions of individuals and/or groups within the organizational setting. As a result, organizations are constantly faced with the need to enhance employees' contributions to their business objectives in order to become profitable and successful. Employee training and development is regarded as the most suitable way of enhancing employees' contributions towards realization of organizational objectives.

History of Training and Development

Employee training and development is not necessary a new topic…… [Read More]

Adult Training and Development

Training and Development

Employee Training and Development

You have just been assigned a training event in your organization. Since the training event will consist of purely adults, explain the considerations you should take into account.

Adult training requires taking into account situations which are more than likely occurring in their lives and how they are related to the work environment. According to Noe (2013) many organizations fail to take these views into account. This is because they will only utilize select practices sparingly and then cancel them. As they do not fit within the organizational mindset and many people believe these procedures are ineffective. This hurts the ability of the company, to evolve with the challenges it faces inside a competitive operating environment. (Noe, 2013)

To be more effective, all firms must introduce a proactive approach that will deal with possible challenges early and utilize their experiences to enable the…… [Read More]

Analyzing Training for Better Performance

Taining fo Bette Pefomance

Company Executives

Taining fo enhanced Pefomance

Benefits and Costs fo Implementing Taining Pogams: Fo the Employees

And the Company

Skilled employees ae a teasue fo an oganization. Such an employee is efficient and independent. Tained employees equie much less supevision compaed to the ones that ae untained. Taining boosts confidence among employees. Taining pogams ae useful because they save on the costs that would be incued by hiing new people. Taining and development pogams constitute some of the best investments that an oganization can make. They povide an avenue fo expanding the management teams (Siddiqui, 2014).

The computation fo the total taining cost fo each employee fo simila oganizations it I impotant to conside the specific costs incued by each. Hee ae the five most impotant factos of cost that need to be consideed in the computation.

Development costs, i.e. equipment and salaies

ii. Paticipant compensation…… [Read More]

Employee Privacy Torts

Employee Privacy Torts

Issues relating to employee privacy have been at the forefront of businesses for many years. This has been fuelled by the dynamic workplace which changes constantly and also by employees and employers being more litigation-conscious. Technology has also spurred on employee privacy issues with e-mail and the internet being related to heightened concerns about vulnerability of employers to litigation. Many employers have thus exacerbated their concerns relating to employee privacy and especially monitoring of employee behavior. Employee privacy is respected in many of the large corporations. However, there still exist some breaches in employee privacy. Small business owners are at most risk as a result of their increased monitoring practices and close employer-employee interaction.

Historical background

oberson v. ochester Folding Box Company

One of the major cases that brought employee privacy to the limelight was oberson v. ochester Folding Box Company

Franklin Mills Co. decided to appeal…… [Read More]

Employee Relations

Employee relations belong to employer-employee relationships that give satisfactory productivity, motivation, and self-confidence. Employee relations are involved with preventing and resolving problems related to individuals that occur or change work situations. Supervisors are given advice on how to correct poor performance and employee misconduct (Gennard, 2005). On the other hand, employees are given information on how to promote a better understanding of the company's goals and policies. For this paper we have chosen Tesco plc and its employee relationship. Tesco plc is the largest global grocery store based in UK. This is the second largest retailer in the world when measured in terms of benefits and third when measured in terms of income. The company has employed more than 326,000 employees around the world where 237,000 of them in Europe where it has its largest private employer.

Strategy Integrating Job Performance and Training

Job Performance and training forms the vital…… [Read More]

Employee Relations Develop a Strategy Specific to

Employee elations

Develop a strategy specific to your organization for integrating job performance and training.

Job performance is an integral aspect within the health care services industry's overall. For one, it holds both associates and management accountable for their respective actions. This accountable provides a means of deterring any subpar performance on the part of employees who might otherwise be a detriment to the overall operations of the firm. By linking job performance to training, the organization can train those deficient in certain skills. In many instances training allows a means for personnel to acquire skills deemed necessary by leadership. By integrating both concepts, organizations can minimize waste while also growing talented personnel within the organization. This is particular important in regards to the changing landscape of the health care industry overall. Excessive and meaning regulation has created fundamental change within the industry overall. As such, job training must reflect…… [Read More]

Training and Development Senge Has Defined a

Training and evelopment

Senge has defined a learning organization as one that is constantly developing its future capacities. Such organizations are not built on the concept of mere survival and adaptive learning becomes essential. However, learning organizations integrate generative learning with adaptive learning to enhance the organization's capacity to produce (ixon, 2009).

According to Senge, it is possible to achieve learning organizations. Experts have argued that the ability to learn fast is the most sustainable advantage that organizations should strive to achieve. Organizations can attain this competitive advantage through transforming themselves into learning organizations. Workforce development experts maintain that individual learning competencies must be aligned with training initiatives. In their studies, these experts have noted that a favorable learning environment is one that employers are allowed to take appropriate steps in ensuring that employees learn. First, company leaders are required to invest notable resources of time and money for workplace…… [Read More]

Employee Resistance in the Economy Today Change

Employee esistance

In the economy today change is inevitable in any organization in the world. This is because each and every organization strives to remain strong in the market as well as being relevant. The only way the organizations can achieve this is through evolving so as to ensure that they are at the same level with the rest of the world. Changes occur even in big organizations like Samsung electronics. Samsung electronics is among the largest phone makers in the world and change is inevitable for them. This is because there is a lot of evolution in the world of electronics and Samsung has to undergo changes within the organization that will ensure what they produce is exactly what the world wants. It is very difficult for Samsung to avoid change as it is the new ideas that promote its growth as an organization.

There are many reasons that…… [Read More]

Employee Rights Safety

Employee ights / Safety

Employee ights and Safety: A Case Study

The individual in question is now out of a job, due mainly to circumstances that were out of her control. Yes, it is imperative for an organization to punish those who break its policies. Yet, where is the evidence in this case that point to the individual in question? Although the organization she worked for had the right to take action against the employee who had brought the drugs into the facility, its mass layoffs and coerced lie detector tests create a situation where the individual in question was wrongfully terminated.

Employers ights

The organization was essentially acting in a reaction to the presence of drugs within its facility. According to the general rule for employment, the organization believed it had the right to terminate the individual in question based on the concept of employment-at will. This concept is…… [Read More]

Training to Be Aware of the Safety

Training

To be aware of the safety rules for operating the ribbon-cutting machine in three minutes.

This statement is problematic because it does not include a performance objective; being "aware" of the rules is not the same as applying those rules. Furthermore, it sounds like the trainee is supposed to become aware of the safety rules in three minutes. Is that what is intended, or is it intended to say that the ribbon cutting machine should be operated in three minutes?

Given a personal computer, a table and a chair, enter the data into a Microsoft Excel spreadsheet.

The performance is "enter the data into a Microsoft Excel spreadsheet," but there are no criteria. Enter what data? How much data? How fast?

Use the World Wide Web to learn about training practices.

The performance criterion is to use the Web. However, the remainder of the statement is too vague. What…… [Read More]

Training and Development Case Summary

The outcomes of the analysis activity will be used by the company to base change its decisions on them. The imminence of change will determine managers to behave differently by being resistant to alterations.

The training and development efficiency has to be measured against previous own results and current industry results, through benchmarking.

The advantages of this alternative are:

The company is aware of the competition's training and development programs and their levels of efficiency.

The company can improve its results by following industry best practices in those areas where it score below industry averages.

Also, it can monitor its improvements during its entire activity by comparing the actual results with the ones from the previous years.

The disadvantages of this alternative are:

If the industry has lower efficiency levels in average, a.C. Kaplan can't use industry best practices to improve its activity, because the company is the one creating…… [Read More]

Training and Development Components to

P., Phillips, J.J., 2008, OI fundamentals: why and when to measure OI, John Wiley and Sons

6. eliability and validity

The concepts of reliability and validity are often used as synonymous, yet there are some notable differences between the two terms. At a general level, reliability is understood as the ability of a person, system, group or another construction to function at the adequate parameters and to serve the purposes for which it was created. The concept of validity refers to the ability of a result, a statement, a finding or another such system to be realistic, well-founded, sound and trustworthy.

Within the statistical, research and science areas, the concepts of reliability and validity gain new relevance as it is crucial for the studies to be both reliable as well as valid. In other words, they have to be self-sustained and to generate sound and trustworthy results.

The constant characteristic…… [Read More]

Training Program as Director of

In this communication appears to run through all other themes in establishing a learning culture within the agency. In addition to the general supportive factors, students also need to understand what is required of them on a very specific basis. Each facilitator should therefore provide his or her group with the objectives of the specific class, and also how this will related with the individual's work in general. Students should be encouraged to ask questions throughout each learning session.

In conclusion, all the above elements integrate in order to provide a training program that ensures optimal success. Even more than other companies, the law enforcement agency needs to be up-to-date on the very latest information, making a learning culture vital for future success.

ibliography

angaruswamy, Mohan. (2000). Measuring the effectiveness of training. http://www.expressitpeople.com/20030324/management1.shtml

Goodyear, Marilu, Ames-Oliver, Kathleen and Russell, Keith (2006, Jun15). Organizational Strategies for Fostering a Culture of Learning.…… [Read More]

Training Methods

Training Methods

In the ever-changing environment that is the business world today, most employers understand the critical success factor inherent in good workplace training. Indeed, according to Danziger and Dunkle (n.d., p. 1), American organizations spend more than $62 billion per year to ensure formal training for their employees. Increasingly, American organizations are also beginning to realize the importance of effective training methods, created to meet the needs not only of the organization, but also of its employees. Via training, employees can become experts in their fields and obtain work satisfaction by fully utilizing their knowledge and skills for the benefit of the company they work for. There are several training methods, of which the formal, instructor-led model is probably the most traditional. Other training methods include e-learning, which can be either formal or informal, and peer training, which tends to be the most informal of the three training methods…… [Read More]

Training the Three Stages in

I think this is an issue that should be judged through the actual cost efficiency viability of each of the solutions proposed.

7) I think that career management and development is a concept that should be discussed in correlation with issues such as training the employees and commitment to improving their quality as employees. Career management and development can probably ensure a higher degree of employee retention within the organization, because the respective employee will most likely have a fixed career development plan in front of him, something he can relate to and something that can assure that he is likely to stay with the company for a longer period of time, because he knows he has discussed with upper management the way he will move ahead in the company.

The advantage for the company is two-fold in this case. First of all, it has made sure that one of…… [Read More]

Training One Topic That Might Be a

Training

One topic that might be a good one for egmans is how the Affordable Care Act will affect the employees of the company. This is an issue that is going to affect the company, and we need to be able to communicate to the employees what will happen with them, and what their obligations are under the new law. There are a number of different ways to train employees on this subject, but the best is the in-house classroom. There is a risk with online training that some employees might not be very computer-savvy and would therefore not be able to complete the training. Mentoring and other forms of one-on-one training would be too cumbersome for a task such as this, and this is not a special skill that needs to be learned. A classroom setting is appropriate given the nature of the material to the learned, the way…… [Read More]

Training & Development in Every

ho should conduct the training? The head of HR, the company comptroller, and our outside CPA auditor will get together with the new hire for coffee and a light breakfast the morning of his first day on the job. After their session, the "big three" will meet with the CEO to discuss their suggested strategies including who should do the one-on-one training. hile they meet, the new hire is asked to go through the financial reports and budget projections for the past 10 years, so he or she can gain some perspective on the company's fiscal operations. The CEO decides that each of the "big three" should spend two days with the new hire for training.

hat methods are most likely to be effective? hy? The best training strategy is repetition and testing. The new hire is on probation for the first 2 months; if he or she does not…… [Read More]

Training Objectives Gaps in Workplace

Employees were unaware of how to properly signal to others when using a forklift for example, which type of fire extinguisher to use on a chemical fire, or what the difference in the emergency evacuation alarm sequence.

1.

Why training is the best way to address a performance gap since it ensures all employees are informed of the company policy in the same manner. It also makes certain all employees are aware of any updates or enhancements to the training that may come along due to quality improvements or new regulatory rulings. With training individual and corporate skill levels can be assessed in a non-threatening and safe playing field. Where it is not required to directly confront any individual whether they be a supervisor, manager, senior member, or entry level employee.

ther reasons why training is an excellent way to address issues is to avoid accidents. In the case of…… [Read More]

Training and Development Training Is Important to

Training and Development

Training is important to an organization. This is mainly because, in addition to equipping new employees with the relevant skills and knowhow, it gives insight into the organization's operations and objectives.

An efficient training program can only be realized through a meaningful training material. A material can only be meaningful if it is practicable and if the trainer effectively communicates its contents to the trainee. Moreover, the training should be able to reinforce learning and the trainee must be guaranteed of the job, when it's all done. This is so because people are naturally motivated and more willing to learn if there is a prospect that the same will lead to something better.

Question Three

Orientation seeks to align new employees with not only the organization's objectives, mission and internal operations, but also with the roles that they will be expected to play in the achievement of…… [Read More]