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Essay on organizational learning
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The components of training and development
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Importance of Training and Mentoring
The management is committed to training and development in the field of industrial cleaning and sanitation industry. These two components are part of our culture, and we believe that the way to fulfill this commitment is to provide training for new and current employees. For this reason, we have implemented a new training program with a mentor base. We recognize the value of mentoring as an important instrument of organizational learning. Mentoring provides an opportunity for successful individuals to share knowledge and to advise employees. This interactive mechanism will not only enhance the skills of the sales team but will also enhance professional and career skills of employees. Our goal is to provide our employees with reliable mentors. Our mentors have strong knowledge of and professional expertise in their fields. The mentors will help employees learn to handle various situations, enhance their developmental skills, and avoid some of the pitfalls that can potentially sidetrack a career or delay promotion opportunities. Mentoring also has the potential of broadening skills, experience, and expertise through the organization. Our training program is based on a method that provides employees the skills they will need to perform their job. For example, the program will teach a new salesperson how to sell our products, or a new supervisor will learn how to fill out the company’s weekly payroll timesheet. Our sales team is considered one of the best teams in the industry, with higher production numbers, customer service, and community service. In the same line we want our training program to be the best. We believe that, as a means for you as our employee to expand into a winning professional, two types of schooling in business and interpersonal maturity should be in place. We understand that business is important. However, the success of a business is contingent on our employees’ personal and professional development. We want our employees to have fun in their daily work and in their training. Objective of the Training The reason for the training program is to pair the trainee with a mentor in order for the trainee to become more knowledgeable about the products and services that we provide. With a mentor, the trainee has instant access to a person who can answer questions and concerns. The training program provides the trainee with other important information including the following: the company history, features and benefits, compliance standards, contract related training, computer/software training, leadership training, customer service, communication, and regulations.
The training and development of employees in William Hill is imperative for the performance or the company as they are in a competitive market. William Hill has to inform workers to be aware of surroundings in the area that they work. Training and Development Training Training is essential for both employees and employer if they want to be effective within the organisation and also for a company like William Hill to stay competitive within their market. The reason why training is important to employees is to enable them to achieve their maximum potential in their current position, it is needed also to develop them to create further opportunities within the organisation because employees are likely to be better educated and become multi-skilled. Training should be ongoing within William Hill in developing the employee’s skills within the business.
Mentor orientation can be described as “Employees who have seniority… to oversee new hires for a certain time-period and are ultimately responsible for providing much of the training that will take place at work.” (Taylor, 2011) This enables newly hired employees to receive consistent support after the formal orientation and 3 days on the job training. The mentoring support should be planned based on the lessons in the formal orientation program identified above. Since supervisors must continue to do work-related tasks association with leadership at the job-site, mentors can direct, supervise and help new employees refine skills needed to become successful and productive.
One of the possible research topics I plan to undertake involves analyzing the impact that mentoring can have on the graduation success rate of African American males, particularly when the mentor is a Black male and the relationship takes place in the south. In my opinion, these relationships can have a profound impact on a student’s ability to persist towards graduating from college. Though my research, I want to hear the stories of Black males who have benefited from successful mentoring relationships with other Black men. I believe that establishing a strong mentoring relationship with Black males at a young age can greatly improve their chance of academic success. Furthermore, I believe that mentoring is a strong early intervention mechanism to prevent Black males from dropping out of high school and deterring them from pursuing degrees in higher education. At the same time, I would like my research interest to focus on African American males in the south, but I would like my scope to focus on mentoring relationships between black men; both structured and unstructured.
You will interact with numerous people during your lifetime; however, only important and significant people will make influences in your life. In the movie Something the Lord Made directed by Joseph Sargent, Vivien Thomas, an African-American carpenter who dreams of going to college and becoming a doctor, is forced to work as a lab assistant under the instructions and guidance of an arrogant and eccentric cardiologist, Dr. Alfred Blalock. Despite having no college degree, Vivien Thomas is able to learn medical and surgical skills through the guidance of Dr. Blalock, and their cooperation ultimately leads to the discovery of a cure for blue baby syndrome. Similar to Dr. Blalock’s tutelage, I have learned to love biology under the teaching and mentoring of my biology teacher, Dr. Cron. Even though both Dr. Cron and Dr. Blalock are excellent instructors, they are extremely and uniquely different in their mentoring styles. Differences in mentoring styles can have huge influences and impacts on the mentees’ development of skills, and personalities.
It was stated in section fifteen that more and more people in the workforce will have to manage themselves and have to place themselves where they can make the greatest contribution. The section A Challenge for Individuals also said that entrepreneurial society individuals face a challenge which is to exploit as an opportunity the need for continual learning and re-learning. This then made me think about the whole process of the program. The Management Trainee Program specifically Seaoil’s Management Trainee Program allows us fresh graduates, to know ourselves better by allowing us to have a deeper understanding of what and who we are as an individual, by making us discover our strengths, our own way of performing and accomplishing tasks and meeting goals, and assessing if our values align that of the company as well as letting us gather more information and store more knowledge. It will not only make us aware, understand, and experience the different departments and operations of the company. Upon starting, it first made me wonder why unlike other MT programs of other companies, we do not directly get immersed in the company’s operations and why do we even have to read a book and submit a book report. But after several sessions and after reading The Essential Drucker, I have realized that this MT program
Williams T. and Green A. (1997), The Business Approach to training (ed.), Gower: Publishing Limited.
We will be interweaving the experiences Maxine Clark used in business throughout her career and how those experiences measure within the Career Stage Model as discussed in Chapter 17. Each of the team members will be discussing one of the four stages of the model in depth with many examples not only from Ms. Clark but other corporations as well. Our overall focus for each stage will be in the discussion of mentoring programs. We will provide examples and professional studies that discuss the differences between a formal mentor program or an informal mentor program. Below are the four stages and the team members that will be presenting each.
A good mentor cans a new job applicant up to speed quicker and helps with answers to questions that may arise. Another sign of a good mentorship program that both parties involved can learn from each other. An organization having a mentorship program can assist with employee retention because it will foster employees feeling valued by the company and this in return develops employee loyalty to the organization (Mathis & Jackson, 2017). This can be a win-win situation for the company because employees who feel they are valued tend to take pride in their work and increase
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.
In this essay, the advantages and disadvantages of two core theoretical models of coaching (GROW and Skilled helper model) and one of mentoring (5 C’s mentoring model) will be critically appraised.
The Success of any new hire starts with their introduction to their designated roles or duties. The management team needs to play a pivotal role in ensuring that these new members are integrated seamlessly into the operation. To make this possible, the management team needs to implement an organized and well delivered way to train these individuals. The acquisition of relevant skills will enable them to have an easier time catching up and being productive members of the company in the shortest period of time. It is indeed true that some of these new employees are qualified to do the job on past skills however, there is the need to add more training. Adding this job specific training along with the skills they have in the right fashion will lead to them being able to make expectations or job requirements. Additionally, they will also need refresher training, to keep them sharp throughout their employment with the company. This paper is a proposal to the supervisor, to create a training workshop for new employees as package handlers at
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.
Training and development are important factors to the success of any organization. Each employee is a valuable asset that can either add to the success a company or contribute to its failure. Training supports and makes possible the development of new skills and knowledge. Offering training for employees at various levels within an organization assist employees develop the necessary skills and proficiency to be successful in their careers as well as prepare for new responsibilities.
A very important part of operating a successful organization is ensuring that the employees are effectively trained. Employees that aren’t properly trained, especially in a service organization, can have a negative effect on the customers’ experience. It pays off for employers to spend the time and money on training their employees. In the article titled Importance of Employee Training: 6 Reasons Why It Saves You Money, the author, Brian Benton, says “Employees who feel inadequate, underachieving, or unsupported are unhappy. They aren’t satisfied in their work, which will cause them to underperform, make mistakes, and not care about their work product. That costs the business in lost time and money.” (Benton, 2014). This paper will illustrate
My ethical and moral views, beliefs, attitudes and values have been fashioned by an up bringing that centred on Christian beliefs. Even though religion was not forced upon me as a child, my mother raised us all with a strong sense of right and wrong. Along with the influence of my family, the Navy has had a big influence on the person I am. The Navy has a strong ethos of what is expected of the personnel that serve; this is made up of the following: Leadership, High Professional Standards, and Courage in Adversity, Determination, Loyalty, Mutual Respect, Discipline, A Sense of Humour, Teamwork, and A Can Do Attitude. Most recently of all though, the biggest thing that has influenced me as a person and a parent has been my experiences of working with young people. This includes acting as a Youth Advisor for Portsmouth City Council, a Mentor for Barnardos and a Youth Advisor for East Sussex County Council. I am currently working in two secondary schools as part of my resettlement from the Navy. This has given me the experience of working with young people living in virtual poverty, in constant trouble with the Police and education services and some young people with varying levels of disabilities. This work has given me a good ability to stay impartial, to be non judgemental and has given me a capacity to treat people a lot more emphatically than I was ever able to. This is because I have been exposed to a greater range of problems and personalities than I have been used to in the Navy. These are qualities that I will hopefully be able to transfer into my coaching practice.