If I were in charge of training in my department, I would develop a training program that would reduce the number of transaction errors by implementing a “systematic acquisition of skills, rules, concepts, or attitudes that result in improved performance.” (Aamodt, 2013, p. 284) It is essential for an organization to train its employees to enable higher success rates amongst them and more balance between them with all possessing a learned higher level of knowledge and skills to aid them in highly efficient and effective performance. “If you want to outperform the competition, you have to out-train them.” (Hood Crecca, 2005, p. 1). This has been my professional M.O. to outperform the competition and to continually change and adjust with society and technology.
Training methods can be accomplished by performing a few fun knowledge quizzes (pretests and posttests); implement a survey to identify training needs or customize a training need in order to develop an individual’s desire for further responsibility, promotion, or even cross-training to cover positions when necessary. Training would then actively commence with the employee through a process of one-on-one coaching, modeling techniques, feedback, and assessing method with the motivation and desire to learn emulated by the employee. It is also important to hire the right people, who are motivated, passionate, and desire to be the best that they can be at their jobs.
First, it would be important for me to conduct a training needs assessment that “includes an organizational analysis, task analysis, and person analysis.” (Aamodt, 2013, p. 320). The purpose for this assessment would be to determine if any training is needed within the organization and what type of training w...
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...aining expense). (Aamodt, 2013, p. 316). It is also important to evaluate training results on a regular basis to determine if they can be improved or continued, and whether they provide “significant increased performance or affects positive changes in behavior.” (Aadmodt, 2013, p. 314). By providing updated and resourceful training throughout the year, every year, it provides organizations an inexpensive, in-house method of maintaining a high performing work force that will maintain sustainability of the organization in the competing industry.
Works Cited
Aamodt, M. (2013). Industrial/Organizational Psychology. Wadsworth Cengage Learning. Belmont, CA.
Hood Crecca, D. (2005). Chain Leader. Pal’s Sudden Service combines technology with hands-on training to drive results. Retrieved from: http://www.foodservice411.com/clmag/archives/2005/02/training.asp
The training program should be designed which covers all of its employees and they need to identify which part of its organization is bad need of training and they need to start designing its training program from that part. This training program should need support from superiors, trainers and trainees.
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).
Facilitate and observe the assessors, supporting and advising on progression and development throughout training and assessment activities
... on my job. Training has become more important then ever before. My company in years past would assign a trainer to a new technician for the initial start up of their career. After the new employees initial training, it was up to them individually to keep up with the minor changes that occurred. With the advancement of technology moving at such a fast pace, my company did in fact recognize this as a problematic issue that warranted some action. Today we have regular training sessions and are regularly provided with much needed manuals, updates and technical support. Those individuals who decline to adapt to a learning behavior are falling behind at a very fast rate and eventually lose their positions of employment.
The aim of the training is a major aspect in the planning phase and execution phase. To develop the right material or tools, you need a very clear understanding about the skills or information you want the employees to have after completing the training as well. By the way, the extent of the training also affects whether you handle the training internally or send employees to training sessions through another organization or college. Here the typical training types include safety, orientation for new employees, general issues and job-specific
-Training: understanding the job well enough to know who to hire and how well they are doing.
The HR manager can use the five step analyze, design, develop, implement and evaluate (ADDIE) training process to introduce a program that will be effective. There will be strategic training needs analysis to train employees to fit future jobs. Current needs analyses train current and new employees. Task analysis identifies specific skills training needed. The HR manager after the analysis the designs the training program with its objectives, delivery method and program evaluation. Then the manager will implement the training with on the job training where the person learns while doing the job and , apprenticeship training where the employee becomes skilled while having formal and on the job training. There can be formal lectures, programmed learning, audiovisual training and use of electronic media training
...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)
Reasons to a necessary comprehensive training adapted to the specific challenges of healthcare companies. The professionals that belong to healthcare organizations need comprehensive training programs and development to learn how to go along with the knowledge and skills that are always changing. Patient’s security can also be improved through effective training. Healthcare providers need to know how to deal with risk and situations in which their patients’ lives are endangered.
I’d like to start with the training I recommend for Mary the customer service supervisor. The objective of Mary’s training is to ensure that Mary will be able to successfully complete employee evaluations in a timely manner, maintain a better relationship with her employees by providing fair and consistent treatment to all her employees, and to prevent and resolve problems arising from the various workplace situations. The training will also briefly touch base on employment law. Since Mary is currently the only customer service department supervisor and needed often in her department the training will be conducted over a span of three days for approximately five hours each day. The prerequisites for this training are a brief survey given to the customer service department employees to better analyze the current climate of the department, and the Human Resource employee chosen to instruct the class must be well versed in employee relations and employment law. The supervisor training will be conducted in the Binz Inc. training room, and the room will be arranged in a classroom like setting. The materials needed to conduct
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.
To combat these and other issues that can arise due to a lack of training, the development of a training program will wan...
Training is an integral part of any organization’s development and is an ongoing process. Training programs will vary according to the position held within a company. “Training is a learning experience that seeks a relatively permanent change in individuals that will improve their ability to perform on the job” (DeCenzo & Robbins, 2007, p. 223, para. 1). Good organizations can be linked with the training and development of good employees. Any organization’s success in growth and innovation is dependent upon the talent, motivation, and leadership of its employees. Efforts made to recognize the value of each employee and the job he or she performs will contribute to a workplace environment that inspires, supports, and rewards employee development.
Training encompasses the process of improving personnel competencies, knowledge and potentialities, in regards to the specific tasks that will be assigned to them. This is a process that should be perpetual and is essential for the organization, in order to achieve excellent execution of jobs given to the employees (Ingram, 2008, p.162). Another importance is that it gives sales personnel managers an easier time in dealing with properly trained sales personnel. There are different basis on which training is carried out. Training is carried out upon induction of new sales people to the company. It is also important to train current sales personnel to brush up their knowle...
They can enriches and increase the customer value proposition and bring out supper productivity. Through the re-education and training course, all of employee gain the powerful in productivity and knowledge.