Wait a second!
More handpicked essays just for you.
More handpicked essays just for you.
Human resource training and development easy
Literature review on employee engagement
Literature review on employee engagement
Don’t take our word for it - see why 10 million students trust us with their essay needs.
Recommended: Human resource training and development easy
Question 1: Identify and discuss the problems with the management of and attitudes towards training in this organisation. Support your answer with relevant course concepts.
Metraco Manufacturing P/Ltd have many problems in relation to their management of and attitudes towards training. The HR director at Metraco Manufacturing, Roger Mason is viewed as effective by upper levels peer, however his staff find his leadership ineffective (CS). The problems which have been identified includes employees believe the training has no value at the workplace, whilst other believe there is no need for it at all. Further the management at Metraco Manufacturing are not motivating their employees to complete the training, nor aiding them whilst away at Tafe.
…show more content…
Mason did not spend enough time planning out the training which he was providing his employees. As a result, there was no integration. A training needs assessment will ensure that there is more involvement from all levels, in particular the trainees managers. A training needs assessment would also be the proactive approach (Noe and Winkler 2012, pp. 90), as the case study highlight Mason is prone to being reactive. Further a training needs assessment will narrow down what the organisation needs to focus on regarding training, especially who should be provided with the training. This will eliminate drop outs, and a waste of resources as the technical staff in particular did not all require the training (CS). Some of the technical staff did not manage any stuff, nor did they believe they would in the near …show more content…
Mason, himself conducting a training or online training. Further he should build on the trainings that are provided. Blanchard (2010) discussed how business games can positively affect an organisations performance. In particular, they help build relationships between the different levels and departments (pp. 221). More than anything Metraco Manufacturing lack in applying the skills the trainees are learning; in order to integrate the learning all managements levels must be aware of the training and support the trainees. The management need to provide a higher level of support, Noe and Winkler (2012 pp. 185) highlight the highest level being management teaching the program. AT this stage I would suggest participation from management (attending sessions), and practicing skills (allowing the trainees to practice at their
a) Training is needed for employees in most of the regions and in different positions. This organization should clearly focus on Cost-Reduction training systems as this organization is losing money since 1987. They should design its training system which provides training to employees at all the levels in whatever cost-reduction system it follows. As most of the MHC’s divisions are in rural areas and the employees in that areas are not updated with the
The conventional approach of training needs assessment (TNA) has considered training as the only solution and ignored non- training issues. Over time, the concept of TNA has revealed a two-fold benefit to organisations. Businesses have changed their view of TNA, and today TNA and HDRNI is seen as an important business strategy that can prepare the organisations human resources for and make them compatible with unavoidable change and opportunities (Iqbal & Khan 2011).
Case Study 1: It is important to focus on building intent, rather the focusing on goal setting and action planning. Being that Paul is resistant to change, regardless of his wife’s encouragement to get active it is important to remind your client (Paul) of the benefits of exercise, work on behavior modification, and self-monitoring. Some useful worksheets to use include, the behavioral palate worksheet, decisional balance worksheet, goal setting worksheet, planning worksheet, and focusing on step: 1 action planning.
TSC Ansbach. Training Support. ATCO: Mr. Lafuente-Masso. The TSC supported 43 Fly simulators, training events, including ten live-fire ranges, 11 non-firing training events and ESTII Simulation training for 552 US Soldiers, 25 Host Nation Soldiers and 35 police department emergency services. The units condcuted Parnership event with host nation Soldiers, Warrior Leaders training, and Tactical operation in Urban Environment simulation training. The TSC also coordinated for Host Nation and US forces Weapons Qualifications, training event to be conducted at the oberdqachstetten Range complex from 5 until 8 Septemeber 17, for 1-501st ARB LTC, Crotzer, Battalion Commander.
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.
According to Rossett (1995), needs assessment is the "initial pursuit of information about a situation" (pg. 183) in order to provide trainers insight into "what is needed to improve performance" (pg. 184). Conducted at the beginning of any training or development process, needs assessments are intended to identify gaps between what should be happening and what is actually happening (Rossett, 1987).
Training needs assessment is a process used by the managers of the organizations with the aim to find out the best way to allocate resources to provide training (Lepicki, & Boggs, 2014). Training needs assessment (TNA) is required to find out what needs of the personnel should be met in order to achieve their performance improvement. TNA is very important to ensure training efficiency. Organizations, where training needs assessments are not conducted, are more likely to do less effective training that is not beneficial for the employees and organization. TNA is a complicated process that requires collecting data about the organization, its employees who require training, their weak points to be improved, and personal characteristics. This data is important to determine the needs of employees and define the type of training (Lepicki, & Boggs, 2014). The latter are usually defined from the assessment of the knowledge of the employees and finding out what skills they lack.
Training gives members the knowledge to be successful, and with knowledge comes power to take action and change things
When organizations plan to conduct training they first begin with a training needs assessment (TNA). According to Cekada, “a training needs assessment is defined as a process to determine whether training is the right solution to a workplace problem” (Cekada, 2010). This process includes gathering information from managers and stakeholders to determine training needs for further organization development. Within a needs assessment there are three parts: organizational analysis, person analysis, and task analysis. An organizational analysis involves determining the appropriateness of training given the company’s business strategy, its resources, and support by managers and peers for training
Managerial communication and skills is the subject that needs to be legitimately comprehended and consolidated into each organization. I accept that working ordinarily for an organization might be some piece of life, however fit to deal with our work with successful correspondence and aptitude is an Art of Living. I can certainly say that this course at Sullivan had provided for me sufficient chance to consider different viewpoints that I have been taking a shot at a regular schedule at my work place. It additionally helped me enhance each part of it. It is said that take in while you take in and play while you play, then again, my work style is to play while I take in (taking in gets to be so natural) and this could be accomplished through solid crucial learning in Managerial communication and skills.
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.
The first step in training process in organization is to analyze the training needs. Training needs analysis is a systematic method to determine what is needed to be done in order to improve employees’ performances in a particular job to the expected level. These training needs depend on the environment, the performance of the organization, and how many people need to be trained immediately or in the future. Blanchard and Thacker had stated that sometimes, the employees do not meet their job performance requirements. For one thing, the environment can affect the way the organization managers design job, supervise the employees, and make decisions (Schneider, 1976). This is to ensure customers’ requirements are fulfilled and to achieve the accommodation goal of the organization.
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
O’Donnell, D., & Garavan, T. N. (1997). Viewpoint: linking training policy and practice to organizational goals. Journal of European Industrial Training, 21, 301-309.
Previously I helped design then delivered a 9-unit training programme (I.T. and Customer Care) which was rigorously scrutinised by City & Guilds and accredited at Level 2. I found that an exhilarating phase and moving from training to teaching was not a calculated decision; nevertheless I have grown as a lecturer – achieving a grade 1 during the college’s last OFSTED inspection. These experiences helped develop my organisation, administrative and some of the research skills, plus, strong communication and interpersonal skills are additional strengths – essential in my current role and will be needed throughout this programme.