Employee Training Essays (Examples)

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…

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…

References
Stredwick, J. (2014). An introduction to human resource management. London: Routledge.
Truss, K., Mankin, D., & Kelliher, C. (2012). Strategic human resource management. Oxford: Oxford University Press.
 

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…

References

Barbazette, J. (2006). Training Needs Assessment: Methods, Tools, and Techniques. Volume 1. USA: John Wiley & Sons.

Hooker, B.J. (2015). Retail Customer Service Training: Ready-made Step-by-Step Lessons Made Easy For You. Australia: Australian eBook Publisher.

Lauby, S.J. (2005). Motivating Employees. USA: American Society for Training and Development.

Richason, O.W. (2015). How to Implement Customer Service Training With Employees. The Hearst Newspapers LLC. Retrieved from  http://smallbusiness.chron.com/implement-customer-service-training-employees-1119.html  on 19th November, 2015.

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…

References

Leader-Chivee, L., Booz Allen, H., and Cowan, E. "Networking the Way to Success: Online Social Networks for Workplace and Competitive Advantage." Journal of People & Strategy. Vol. 31, No. 3 (2008): 27 -- 45.

Robbins, S.P. And Judge, T.A. (2009). Organizational Behavior. Upper Saddle River,

NJ: Prentice Hall.

Stevens, B. "Corporate Ethical Codes: Effective Instruments for Influencing Behavior."

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…

Bibliography

Eisenberger, R., Rhoades, L. & Cameron, J. (1999). Does pay for performance increase or decrease perceived self-determination and intrinsic motivation? Journal of Personality and Social Psychology, 77, 1026-1040.

Gerow, J.R. (1997). Psychology -- An Introduction. 5th Edition. New York: Longman.

Hinrichs, J.R. (1976). Personnel training. In M. Dunnette (Ed.), Handbook of industrial and organizational psychology. Skokie, IL: Rand MsNally.

Miller & Osinski (1996). Training Needs Assessment. Retrieved November 18,

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…

Reference

Noe, R.A. (2010). Employee training and development. (5th ed.). New York, NY: McGraw-Hill/Irwin. (Pages 1-44)

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…

Reference

Noe, R.A. (2010). Employee training and development. (5th ed.). New York, NY: McGraw-Hill/Irwin

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…

Hill/Irwin.

Seth, M. & Sethi, D. (2011).Human Resource Outsourcing: Analysis Based On Literature

Review. International Journal of Innovation, Management and Technology, 2(2). Retrieved from http://www.ijimt.org/papers/118-m514.pdf

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…

Works Cited:

Noe, R.A. (2010). Employee training and development. (5th ed.). New York, NY: McGraw-Hill/Irwin. See page 127-129 also review figure 3.4

Chapter 3-page 102-132

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…

Reference

Noe, R.A. (2010). Employee training and development. (5th ed.). New York, NY: McGraw-Hill/Irwin. (Pages 1-44)

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…

Works Cited:

Noe, R.A. (2010). Employee training and development. (5th ed.). New York, NY: McGraw-Hill/Irwin. See page 127-129 also review figure 3.4

Chapter 3-page 102-132

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…

References

Amazon.com. 2011. Media Kit: Timeline and History. Available at: http://phx.corporate-ir.net/phoenix.zhtml?c=176060&p=irol-corporateTimeline

Bondarouk, T. And Ruel, H.J.M. 2009. "Electronic human resource management: challenges in the digital era," The International Journal of HRM, 20, pp. 505 -- 14. Available at: http://organized-change-consultancy.wikispaces.com/file/view/HR+Management.pdf 

Bondarouk, T. & Ruel, H. 2010. "Dynamics of e-learning: theoretical and practical perspectives." International Journal of Training and Development. 14 (3), pp. 149-154.

Bulut, C. & Culha, O. 2010. "The effects of organizational training on organizational commitment." International Journal of Training and Development. 14 (4), pp. 309-322.

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…

Reference

Mann, N. (2014). Seven steps to develop an effective employee training program. Business Bee. Retrieved January 23, 2015 from  http://www.businessbee.com/resources/operations/7-steps-to-develop-an-effective-employee-training-program/ 

Noe, R. (2012). Employee Training & Development. McGraw-Hill.

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…

References

Lautenslager, Al. (2003).Why you need PR. Entrepreneur. Retrieved May 8, 2011 at  http://www.entrepreneur.com/article/65672

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…

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…

Works Cited:

eCornell. (2010). Best Practices in Employee Development. www.ecornell.com/enterprise

Kotey, B. & Folker, C. (2007). Employee Training in SMEs: Effect of Size and Firm Type -- Family and Nonfamily. Journal of Small Business Management, 45(2), 214-238.

OHR. (2002). Employee Performance Evaluation: Procedures Guide. East Tennessee State University.

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…

Works Cited

Underwood, Ryan. (February 2005) "Are you being coached?" Fast Company. Feb 2005 Issue 91: p.83. Retrieved 8 Feb 2005 at  http://www.fastcompany.com/magazine/91/open_playbook.html 

Underwood, Ryan. (February 2005) "Coaching School Dropout." Fast Company. Feb 2005 Issue 91: p.85. Retrieved 8 Feb 2005 at  http://www.fastcompany.com/magazine/91/guinea-pig.html

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…

References

Noe, R. (2012). Employee Training and Development. McGraw-Hill.

Orr, J., Sneltjes, C. & Dai, G. (2010). Best practices in developing and implementing competency models. Korn/Ferry Institute. Retrieved January 29, 2015 from  http://www.kornferryinstitute.com/sites/all/files/documents/briefings-magazine-download/Competency_Modeling1.pdf

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…

References

Cherry, K. (n.d.). Freud vs. Erikson: How Do Their Theories Compare? Retrieved November 16, 2015, from http://psychology.about.com/od/theoriesofpersonality/ss/Freud-and-Erikson Compared.htm#step2

Difference Between Erikson and Freud (2011, April 5). Retrieved November 16, 2015, from  http://www.differencebetween.net/science/difference-between-erikson-and-freud/ 

Hayes, N. (1999). Access to Psychology. London, UK: Hodder & Stoughton Educational

Jarvis, M. & Chandler, E. (2001).Angles on Psychology. Cheltenham, Australia: Nelson Thornes Limited.

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…

Bibliography

Altarawneh, Lkhlas, and Al-Kilani, Mohammad H. 2010. Human Resource Management and Turnover Intentions in the Jordanian Hotel Sector. Research and Practice in Human Resource Management, vol. 18, 46-73.

Andrews. 2004. Sales & Marketing: A Textbook for Hospitality Industry. India: Tata McGraw-Hill Education.

Furunes, Trude. 2005. Training Paradox in the Hotel Industry. Scandinavian Journal of Hospitality and Tourism, vol. 5, 231-248.

Harris, Peter. 1998. Accounting and Finance for the International Hospitality Industry. Maryland Heights, MO: Butterworth -- Heinemann.

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…

References:

1) Draper, Elaine, Joseph LaDou, and Dan J. Tennenhouse. 2011. "Occupational Health Nursing and the Quest for Professional Authority," New Solutions 21, 47 -- 81

2) Fang, D., Wilsey-Wisniewski, S.J., & Bednash, G.D. (2006). 2005-2006 enrollment and graduations in baccalaureate and graduate programs in nursing. Washington, DC: American Association of Colleges of Nursing

3) Levsey, K.R., Campbell, D., & Green, A. (2007). Yesterday, Today, and Tomorrow; Challenges in Securing Federal Support for Graduate Nurses. Journal of Nursing Education, 46(4), 176-183

4) Lucia, Patricia R.; Otto, Tammy E.; Palmier, Patrick A. (2009). "Chapter 1

"

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…

Bibliography

Alexander Hamilton Institute. "Bad Attitudes & Complaints: Handling Workplace Negativity." Business Management (2012). Web.  http://www.businessmanagementdaily.com/19426/bad-attitudes-complaints-handling-workplace-negativity 

Attaran, Moshen. "Exploring the Relationship between Information Technology and Business Process Reengineering." Information & Management 41 (2004), 585-596.

Bartel, Ann P. "Measuring the Employer's Return on Investments in Training: Evidence from the Literature." Industrial Relations 39, no. 3 (2000), 502-525.

Batt, Rosemary, Colvin, Alexander, & Keefe, Jeffrey. "Employee Voice, Human Resource Practices, and Quit Rates: Evidence from the Telecommunications Industry." Industrial and Labor Relations Reviews 55, no. 4 (2002), 573-595.

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…

References

Drewes, G., Runde, B. (2002). Performance Appraisal, in Psychological Management of Individual Performance. Sonnentag, S. (Ed.) John Wiley & Sons, Ltd.

Fletcher, C. (2002). Appraisal: An Individual Psychological Perspective, in Psychological Management of Individual Performance. Sonnentag, S. (Ed.) John Wiley & Sons, Ltd.

K.J. Kennedy (2005). Evolution of Employee Benefits as Provided through the Internal Revenue Code, Retrieved from www.taxreformpanel.gov/meetings/docs/KennedyPresentation_fina_2.ppt

Hesketh, B., Ivancic, K., (2002). Enhancing Performance through Training in Psychological Management of Individual Performance. Sonnentag, S. (Ed.) John Wiley & Sons, Ltd.

(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…

Bibliography

Mills, Susan (2003) Outsourcing Can Drive Profitability in Telecom's Tough Times. TMC Net. Nov 2003. Online available at  http://www.tmcnet.com/it/1103/1103f-SCI.htm 

Leifheit, Marcelo; Correa, Juarez Sagebin; and Fink, Daniel (2001) the Continuous Education Solution for a Country Wide Telecommunication Company

Proceedings of the IEEE International Conference on Advanced Learning Techniques 2001 IEEE Computer Society.

Campbell, Susan J. (2008) AOTMP Releases Study Detailing CFO vs. CIO Approach to it and Telecom Management. Telecom Environment Management Feature Articles. 30 Jan 2008. TMCnet online available at  http://www.tmcnet.com/channels/telecom-environment-management/articles/19559-aotmp-releases-study-detailing-cfo-vs.-cio-approach.htm

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…

References

Noe, Raymond A. (2005) Employee Training and Development. The McGraw Hill Companies, Inc.

Case Study: Home Depot (2010) Hay Group. Retrieved from:  http://www.haygroup.com/ca/downloads/details.aspx?id=27568

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…

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…

References

BEEBE, S.A., MOTTET, T.P. & ROACH, K.D. 2012. Training & Development, Pearson Higher Ed.

CHIEN, I.-L. 2012. The Effect of Individual Development Plan and Job Rotation on Job Satisfaction -- the Moderation Role of Supervisor's support and Personal Growth Need.

JEHANZEB, K. & BASHIR, N.A. 2012. Training And Development Program and Its Benefits to Employees and Organizations: A Conceptual Study. Far East Journal of Psychology and Business, 9, 58-71.

SALAS, E., TANNENBAUM, S.I., KRAIGER, K. & SMITH-JENTSCH, K.A. 2012. The science of training and development in organizations: What matters in practice. Psychological science in the public interest, 13, 74-101.

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…

References

Business Ethics. (2012). Retreived from  http://www.referenceforbusiness.com/small/Bo -

Co/Business-Ethics.html

Business Ethics and Social Responsibility.(n.d.). Retreived from http://highered.mcgraw-

hill.com/sites/dl/free/0073511722/620358/ferrell7e_chapter2.pdf

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…

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…

References

Harrington, C. (2008). Health Care Policy. Hoboken, NJ: Wiley.

Kovner, A. (2011). Jonas and Kovner's Healthcare Delivery in the United States. New York, NY: Springer.

Masters, K. (2013). Role Development in Professional Nursing. Burlington, MA: Jones and Bartlett.

Noe, R. (2013). Employee Training and Development. New York, NY: McGraw Hill

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…

References

Lowe's training and development

Careers.lowes.com/training.aspx

The ADDIE Instructional Design Model www.intuology.com/addie/

Top 100 Retailers: The Nation's Retail Power Players (PDF), Stores, July 2009.

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…

References

Arthur, L. (n.d.). What Are the Disadvantages in Training Employees? Retrieved

February 21, 2015, from http://www.ehow.com/info_8026443_disadvantages-training-employees.html

Frost, S. (n.d.). The Importance of Training & Development in the Workplace. Retrieved February 21, 2015, from  http://smallbusiness.chron.com/importance-training-development-workplace-10321.html 

Martson, C. (2010, August 27). Employee Training and Development Across the Generations. Retrieved February 21, 2015, from  http://www.trainingindustry.com/articles/employee-training-and-development-across-the-generations.aspx

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…

References

Costen, W. (2011). The Impact of Training and Development. Journal of Human Resources and Hospitality, 10 (3), 273 -- 284.

Noe, R. (2013). Employee Training and Development. New York, NY: McGraw Hill.

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…

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…

References

Anderson v. City of Philadelphia, 845 F. 2d 1216 (1988).

Borse v. Piece Goods Shop, 963 F.2d 611 (1991).

Burlington Industries, Inc. v. Ellerth, 524 U.S. 742 (1988).

City of Ontario v. Quon, 130 S.Ct. 2619, 560 U.S. (2010).

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…

References

Gennard, John Graham Judge. (2005). Employee Relations. London: The Chartered Institute of Personnel and Development.

Hollinshead, Graham, Peter Nicholls Stephanie Tailby. (2003). Employee Relations. Upper Saddle River, NJ: Prentice Hall.

Lewis, Philip, Adrian Thornhill Mark Saunders. (2003). Employee Relations. London: Financial Times/Prentice Hall.

Roger W. Griffeth and Peter W. Hom, (2001). Retaining Valued Employees, Sage Publications, Inc., Thousand Oaks, CA, p. 2.

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…

References:

1) Draper, Elaine, Joseph LaDou, and Dan J. Tennenhouse. 2011. "Occupational Health Nursing and the Quest for Professional Authority," New Solutions 21, 47 -- 81

2) Fang, D., Wilsey-Wisniewski, S.J., & Bednash, G.D. (2006). 2005-2006 enrollment and graduations in baccalaureate and graduate programs in nursing. Washington, DC: American Association of Colleges of Nursing

3) Levsey, K.R., Campbell, D., & Green, A. (2007). Yesterday, Today, and Tomorrow; Challenges in Securing Federal Support for Graduate Nurses. Journal of Nursing Education, 46(4), 176-183

4) Lucia, Patricia R.; Otto, Tammy E.; Palmier, Patrick A. (2009). "Chapter 1

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…

Disciplines outlined by Senge

Among the five disciplines outlined by Senge, I have chosen the shared vision discipline. According to Senge, an organization cannot randomly grow into a learning organization. Typically, new organizations tend to learn fast but end up losing this capacity in the course of structural growth procedures accompanied by increasing rigidity of individual thinking. For an organization to sustain their competitive position, it is essential that employees work more effectively and demonstrate a quick inherence to learning than competitors. This comes with the challenge of knowledge management, understanding both external and internal environments and developing creative solutions, which employs a wide range of skills and knowledge of the organization. Existences of trust, collaboration, and open discussions are a pre-requisite (Dixon, 2009).

When all employees have the learning capacity, the organizations functional structures are not always conducive to engagement and reflection. Studies carried out on the average level of employee engagement across different industries reveal a disappointingly low degree. In addition, organizations have a common tendency of lacking assessment tools and an appropriate sense of the situation at the organizations. For organizations to continue to expand their capability and capacity, they must develop a fundamental mindset shift among their employees. In turn, this has the possibility

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…

References

Anderson A., (2013). The Five Top Qualities Needed for an Effective Leader to Facilitate Change in an Organization.  http://smallbusiness.chron.com/five-top-qualities-needed-effective-leader-facilitate-change-organization-5.html 

Miranda B., (2013). What Causes Resistance to Change Within an Organization. Retrieved May 2, 2013 from  http://smallbusiness.chron.com/causes-resistance-change-organization-347.html 

Nadler & Tushman, (1995).What Changes in Organization. Retrieved May 2, 2013 from  http://highered.mcgraw-hill.com/sites/dl/free/0073404993/579428/Sample_Chapter.pdf

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…

References

Frank & Breslow. (2000). Employment-at-will. LaborLaws.com. Retrieved January 26, 2012 from  http://laborlaws.com/block4/item414/ 

Muhl, Charles J. (2001). The employment-at-will doctrine: Three major exceptions. Monthly Labor Review. 3-12. Retrieved January 26, 2012 from  http://www.bls.gov/opub/mlr/2001/01/art1full.pdf 

OHS Health and Safety Services, Inc. (2012). California. Drug Testing Laws for All U.S. States. Retrieved January 26, 2012 from http://www.ohsinc.com/laws_state_drug_testing_laws_said.htm

U.S. Department of Labor. (2012). Employment and training administration fact sheet. Doleta.Gov. Retrieved January 26, 2012 from  http://www.doleta.gov/programs/factsht/warn.htm

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…

References

Chapter 4 Learning: Theories and Program Design.

Illinois Online Network (2013). Developing course objectives. Retrieved online:  http://www.ion.uillinois.edu/resources/tutorials/id/developObjectives.asp

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…

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…

References:

Andriessen, E., Importance of management development, Ed Andriessen,  http://www.edandriessen.com/http:/edandriessen.com/2010/04/importance-of-management-development  / last accessed on October 7, 2011

Blanchart, N.P., Thacker, J.W., 2009, Effective training: systems, strategies and practices, 4th edition, Prentice Hall

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.…

Bibliography

Bangaruswamy, 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.  http://www.educause.edu/content.asp?page_id=10629&bhcp=1 

New York State Governor's Office of Employee Relations (2003). Supporting Good Employee Performance. http://www.goer.state.ny.us/train/onlinelearning/EC/301.html

NOAA Coastal Services Center (2007, Jul 24). Needs Assessment Training Module. http://www.csc.noaa.gov/needs/12_steps.html

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…

References

Austin, S. (2008, Sep. 1). The Evolution of Workplace Training. EHS Today. Retrieved from:  http://ehstoday.com/training/evolution_workplace_training/ 

Danziger, J. And Dunkle, D. (n.d.). Methods of Training in the Workplace. Retrieved from: http://www.crito.uci.edu/papers/2005/DanzigerDunkle.pdf

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…

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…

Works Cited:

Bouloutian, A. (2009). There is a lot more to training than training. ASTD. Retrieved March 3, 2013 from  http://www.astd.org/Publications/Magazines/TD/TD-Archive/2009/12/There-Is-a-Lot-More-to-Training-Than-Training 

Fox, A. (2009). Curing what ails performance reviews. SHRM. Retrieved March 3, 2013 from  http://www.shrm.org/Publications/hrmagazine/EditorialContent/Pages/0109fox.aspx

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…

Works Cited

Tanke, Mary L., 2000, Human Resources Management for the Hospitality Industry,

Florence, KY: Cengage Learning.

Vault Editors. (2007). Vault College Career Bible. New York: Vault, Inc.

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…

Other reasons why training is an excellent way to address issues is to avoid accidents. In the case of workplace safety the cost to a company for accidents affects the entire company and all employees. The Bureau for Labor Statistics has reported that a person is injured every 5 to 10 seconds. The result can be up to 18,000 accidents each day, with the costs associated being upwards of $6 million annually (BLR 2011). These costs can influence the amount of salary increases available to workers as well as benefit costs.

Economically accidents due to unskilled or untrained workers have an annual costs of more than $110 billion each year. The loss of productive hours cause insurance rates to increase as well as disability expenses and the replacement hiring and training adds to the expense as well.

Regulatory

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…

The Navy's HM strength lies in both its employee selection process and criteria and performance appraisal management program. However, these processes are not without their inherent weaknesses. While ideally, employee selection processes should be objectively conducted through job analysis, it is inevitable that HM personnel will have to depend on both objective measures and intuitive judgment (i.e., based on their experience screening applicants for the organization) to screen and determine the suitability of each applicant for the position. Fortunately, "A school" will ultimately determine the applicant's fit in both the job s/he is chosen for and the organization that is the U.S. Navy. However, to minimize the errors in the process and analysis, it is suggested that the HM should quantitatively determine the minimum mandatory requirements that will help them assess who is the most suitable candidate given that HM needs to screen numerous applicants and must come up with…

References

Armstrong, T. (2006). "Current recruitment and selection practices: a national survey of Fortune 100 firms." North American Journal of Psychology, Vol. 8, No. 3.

Bohlander, G. And S. Snell. (2010). Managing Human Resources. OH: South-Western Cengage Learning.

Bourne, M. And Borman, W. (2006). "Development of New Navy Performance Rating Scales and Counseling Procedures)." Available at: www.internationalmta.org/Documents/2006/2006019T.pdf

"Navy's Total Force Vision for the 21st Century." (2010). Published by the Department of the Navy Human Capital Strategy.