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The effect of training & development on employees
The effect of training & development on employees
Importance of on the job training
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In today’s training, learning, and development environment the need for continuous training in the workplace needed now, more than ever. Organizations see the importance of training and apply training in different aspects in the workplace. Employers and employee apply many knowledge, skills, and abilities in the workplace. On the job, training and motivation are also important factor that contribute to the training experience. Training, learning, and development play a major role in organizations.
When managers and employees receive training, it increases their knowledge, skills, and abilities (KSA’s) so they can improve performance. New employees have expectations when starting new job, believing they will receive sufficient and quality training from the organization. The KSA’s learned by employees and managers are utilized by workers in the workplace in order for them to get the job done with success. Training is important in the workplace, especially when there are expectations, rules, and regulations that must be meeting (Human Resource Management in Public Service, 2013). On-the-job training is both important to employees and managers who oversee new employee training.
On-the-job training, also known as OJT, is one of the most common training in the workplace. OJT does not include classroom-based instructions and can be more effective because not all employees learn the same. OJT is learning while performing the job and applying it in the field. This approach of learning includes formal knowledge, regulations, and other general principles of the actual tasks. An experienced employee, supervisor, or manager is responsible to perform OJT, in which the new employee is going to replace. The OJT trainer is assigned to co...
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...tivation in the workplace. Without these key principles, the workplace would be disaster. These key principles help guide the workplace and provide the KSAs that employees need.
References
(2013). In E. M. Berman, J. S. Bowman, J. P. West, & M. R. Wart, Human Resource Management in Public Service. Thousand Oaks, Ca.: SAGE Publications.
Chapter 11: Employee Development & Training. (2014, March 07). Retrieved from University of California, San Francisco: http://ucsfhr.ucsf.edu/index.php/pubs/hrguidearticle/chapter-11-employee-development-training/
Long, N., & Media, D. (2014, March 07). Components That Motivate Employees. Retrieved from Chron: http://smallbusiness.chron.com/components-motivate-employees-15627.html
Media, L. M. (2014, March 07). Chron. Retrieved from The Effects of On-the-Job Training: http://work.chron.com/effects-onthejob-training-11314.html
Mathis, R. L., & Jackson, J. H. (2010). Human resource management (13th ed.). Mason, OH: Thomas/South-western
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.
Supervisors are acting as trainers when implementing the formal orientation and OJT process. It is important that they thoroughly learn the content of the orientation process, as well as learn how to implement the process with new trainees. By implementing the Train-the-Trainer Model, Burgess is ensuring that each direct supervisor, receive the same training and have common KSA regarding the support and preparation of new employees. She increases the likelihood or consistency for the job site training offered each need employee. Additionally, with Train-the-Trainer model, direct supervisors can understand their roles in the process and it further increases their accountability regarding the success of new hires at their
Bohlander, George, and Scott Snell. Managing Human Resources. 15th. Mason, OH: South-Western Pub, 2009. 98-147. Print.
Noe, Raymond A., et al. Human Resource Management: Gaining a Competitive Advantage. 7th ed. New York: McGraw-Hill/Irwin, 2010. Print.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2014). Fundamentals of human resource management (5th ed.). New York, NY: McGraw-Hill Education.
Reed, S. M., & Bogardus, A. M. (2012). PHR/SPHR: Professional in human resources certification study guide (4th ed.). Indianapolis, IN: Wiley Publishing, Inc. ISBN-13: 9781118289174
In an attempt to solve this problem, many organizations are offering nontraditional benefits, which include training and development opportunities. Training is considered the number 1 attraction and retention tool followed by flexible work schedules and competitive salaries. The author points out that we shouldn’t just believe that more training will improve conditions. He bases his argument on a study that found that high performing organizations provided each employee with an average of only 30 hours of training, compared to the average of 45 hours of training for each employee in other organizations. So as a conclusion, if more training hours do not guarantee improved performance, then there must be other factors that needs fixing.
-Training: understanding the job well enough to know who to hire and how well they are doing.
Fisher, C., Schoefeldt, L., & Shaw, J. (1996). Human resource management. (3rd Edition). Princeton, NJ: Houghton Mifflin Company.
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
Reed, S. M., & Bogardus, A. M. (2012). PHR/SPHR: Professional in human resources certification study guide (4th ed.). Indianapolis, IN: Wiley Publishing, Inc. ISBN-13: 9781118289174
Torrington, D., Hall, L. and Taylor, S. (2008). Human Resource Management, 7th ed. Prentice Hall.
Lewis, Clive (2007) Human resource management international digest. Bradford: 2007. Vol 15, Iss.4: pg. 3.
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