Development and Training Paper
Training and development programs are introduced to organizations to improve the knowledge, skills, and abilities of employees. In addition, development and training programs are essential for an organization to successfully train and educate their employees. The quality and variety of the training companies provide is key for motivation. Reasons for training range from new-hire training about your operation to introducing a new concept to a workgroup. Quality training and development programs are essential in keeping the staff motivated about learning new concepts and keeping the department profitable.
The banking industry has been subject to many robberies in the past couple of years. The city as a whole has seen various types of robberies committed ranging from takeovers to forced entry. In comparison to other banks within the city, Union Bank of California has fallen victim to huge monetary losses as well as losses within the staff. Union Bank of California stresses the importance of adhering to company policy when such unfortunate circumstances arise. By abiding by the banks’ policy, employees will minimize the amount of risk on both themselves and the costumers while limiting the potential losses for the bank.
One of the key factors in the development process is determining the issues that need to be addressed. In the case of rising bank robberies in the city, Union Bank realizes the need to educate and prepare the staff in handling a robbery situation if the circumstance were to take place. Union Bank of California has procedures already in tact for such an occasion but based on current events, it becomes quite evident that further extensive training is necessary for...
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...he training program, and what results occurred. The evaluation should also include validity, accuracy, and reliability (www.managementhelp.org).
In conclusion, training and development programs are essential to the success of an organization. Training programs are incorporated to increase the knowledge and skills of the employees while also educating the staff on policy changes and procedures. With an effective training program in place, any organization can overcome obstacles while increasing the safety and security of their staff.
Reference
(2007). Is your training effective?. Retrieved August 21, 2007, from Bizmanualz Web site: http://www.bizmanualz.com/information/2005/06/09/is-your-training-effective.html
Training and results. Retrieved August 21, 2007, from Free Management Library Web site: http://www.managementhelp.org/trng_dev/evaluate/evaluate.htm
The use of the six principles of training by a 100m sprinter would greatly improve the athlete’s performance. This is because the progressive overload, specificity, reversibility, variety, training thresholds and warm up/cool down principles all greatly affect the performance of any athlete. The principles of training can be employed in order to improve all aspects of fitness, from flexibility to strength and aerobic endurance.
Security is as diverse as the people who manage these teams or the organizations who hire them. The Types of Security can be classified into a large amount, and this report captures the most prevalent of the bunch. Loss prevention is one of the most common Types of Security, present at larger department stores and shopping
Biddick, K. (2004). Think big when protecting small business from employee theft. Nation’s Restaurant News, 38(36), 26. Retrieved May 10, 2005, from ABI-Inform Online
Management should have policies and tracking systems regarding inventory that can indicate if an employee is stealing money or products from the Target stores. Target should allocate a lot of time and resources to theft loss prevention. Theft is not only a financial loss, but it can lead to workers compensation claims and loss of customer loyalty with the brand. It is important that enterprise risk management is aware of potential risks with theft and violence. Training on the store level is the key to minimize the exposure of risk to the entire business.
...anding as they arise. These training will be administered online and must be applied to all individuals with the department. Some individuals may not have the ability or be familiar with the use of computers in which the human resource department must accommodate accordingly in assuring that they complete the training. Six months after the initial training human resources must survey employees on their perceived outcome of the initiative.
Training and development is essential to employee’s retention, loyalty and overall satisfaction. When employees feel there is opportunity within a company and diversity leading the way employees pride and productivity is enhanced.
The difference between high performing companies and all other organizations is the degree to which training is integrated into company culture and strategy. Despite less time was given for formal training, the employees were benefiting more. This is due to the environment of continuous learning in which nontraditional training opportunities were offered and encouraged. Another important factor is linking strategy and training. Training is considered an investment for the organization because it is potentially a company’s most critical asset.
Key success measures The training institute operations will be evaluated by the professionals overseeing the necessary program and the centers operations will be assessed by the COP/ Executive The success measures will
According to Mathis and Jackson (2003) referred to the definition of training and development. It can be known that these behaviors are designed by the organization. In order to improve the performance of staffs. Training and development contain a large number of educational techniques and programs. “Training can consist of on-job training, off-job training, formal training, skill
Knowles, M.S. (1976). Separating the Amatures from the Pros in Training. Training and Development Journal. 30(9). 16.
...t. This method would allow upper management to see the feedback as well as the success of the program and the improvements that can be made for the next training program. (Noe, 2013)
Robbery rates have always fluctuated depending on many outside factors. Currently, we are experiencing a trend of decreasing robbery rates. The academics are intrigued and eager to see why this phenomenon is happening. This paper will examine and summarize the current state of academic literature on the relationship between poverty and robbery.
The following memorandum written by a director of a security and safety consulting service discusses a critical issue effecting business in our economy today, that of employee theft. "Our research indicated that, over past six years, no incident of employee theft have been reported within ten of the companies that have been our clients. In analyzing the security practices of these ten companies, we have further learned that each of them requires its employees to wear photo identification badges while at work. In the future, we should recommend the uses of such identification badges to all of our clients." The issue of employee theft is a broad problem and has different labels to identify it, shrinkage for the retail industry and hidden profit loss in the technology sector are serval examples of common terms used for employee theft. The author of this memorandum presents several data points and suggests one recommendation to effect the issue of employee theft based on a sampling of the client population.
... to develop skills, the dates the trainings have occurred, and the details of the development opportunities. By taking full advantage of these development opportunities employees can realize the college’s vision of building successful futures.
Competency-based education is perceived by some as the answer, by others as the wrong answer, to the improvement of education and training for the complex contemporary world (Harris et al. 1995). Popular in the United States in the 1970s in the performance-based vocational teacher education movement, competency approaches are riding a new wave in the 1990s with the National Vocational Qualifications (NVQs) system in England and Wales (begun in 1986), New Zealand's National Qualifications Framework, the competency standards endorsed by Australia's National Training Board (NTB), and the Secretary's Commission on Achieving Necessary Skills (SCANS) and the National Skills Standards initiative in the United States. Competency standards are propelled by a strong political impetus as the way to prepare the work force for the competitive global economy. At the same time, a growing chorus of critics argues that the approach is conceptually confused, empirically flawed, and inadequate for the needs of a learning society (Chappell 1996; Ecclestone 1997; Hyland 1994). Much of the debate is taking place in Britain and Australia, where there has been more time to examine the impact of the competency approach, and this publication therefore focuses on literature from those countries. However, the issues are relevant to vocational education anywhere. This publication looks at the claims of both sides in an attempt to locate the reality of competency-based education and training (CBET).