Summary
The current memo explains the need for research on the effectiveness of the ongoing training and education programs at the organization where it establishes the research problem that will be addressed by the study. The memo also creates the significance of the research to different stakeholders by identifying the advantages that will emerge from the execution of the current research. There is also the review of the secondary and primary research approached that will be conducted on the proposed study and some of the research findings that can be used in resolving the research problem. With your permission, I would like to research the effectiveness of the current education and training programs in enhancing the performance of organization
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Most of the education and training programs are implemented using seminars and training workshops where internal and external training experts are utilized to implement the plans. However, a problem may arise when the educational and training programs are not effective in enhancing the skills sets of organization employees.
Due to the massive scale of training, IMCOM incurs a lot of financial costs to implement the employee training and education program. The need for applying a cost-benefit analysis to establish whether the high prices of employee training and education are worthwhile explains why the current study was implemented. The fact that much time is also used in the implementation of the training program also demonstrates why research on the impact that they have on the organization performance was required.
What Secondary Research I Have Conducted about the
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The implementation of the study will also assist in improving the current training program by highlighting the different areas where change is required. Various stakeholders such as employees and top management of IMCOM will benefit from the research as it will help in coming up with recommendations that can improve the performance of the organization. The study will also contribute to the current knowledge of the human resource management sector by showing the weaknesses and strengths of the ongoing training and education program and showing how the program can be
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.
Question 2[Answer] A low-cost method contains evaluating employee responses and attitudes directly follow their training. An expensive program would include associating training scores with job performance some months after the training. However, the less expensive method, the prime aim is to estimate how employees act about the program but deprived of drawing any assumptions about the impact on performance. For the more expensive method, performance pointers can be quantified into productivity gain, which would allow practice investigators to estimate the money return of the training (utility).
Human resources (HR) goal is to strengthen the employer-employee relationship. They must ensure that a company most important asset or it’s human capital is being nurtured and supported. This goal is supported by a variety of functions within the human resources department and throughout the organization. The various disciplines of HR require expertise in compensation, benefits, safety, payroll, recruiting and training. Even though it is not a revenue generating source, HR management needs to be effective because implementing methods and strategies can show result throughout the functions of an organization.
Managers should establish educating and training programs. Policy
Customized Training Program Strategic Human Resources Management Course It's like getting Big 5 consulting at a fractional training cost. Instead of having a team of overpaid management consultants spending months to analyze the problem, the action-learning and facilitation allowed us to solve the problem on our own, faster and at much less cost. Even better, rather than giving us fish, we learned how to fish.
• Solution 1 – Human resource development and training – the first option is retraining and developing the capacity of the employees to ensure they accomplish effectively their different tasks and responsibilities (Bass & Riggio, 2005). It is important because the employees would be informed about new techniques and approaches towards accomplishing different obligations and duties (Aulicino, 2006). However, the training and development of the employees may be expensive and also additional time may be consumed since the employees would be req...
If you establish a program to treat your employees as ambassadors for the company, there is a greater chance of success. All the other training, however, will not be enough, unless they can see company success in your financials. If your employees share product experiences with others, your company is more likely to thrive. Combine that with giving them the chance to see the company is successful through transparent accounting.
Tracey, W. R. (1994). Human resources management & development handbook. Amacom books. Retrieved from EBSCOhost.
I had the opportunity to shadow a personal trainer named Josh Henderson. He is a personal trainer on the side, while working for a healthcare company for his main job. Some background information about Josh is he is from South Carolina and loves to lift heavy things. Every 3 months Josh competes in a regional or national powerlifting competition. Recently he got 2nd place at the 2016 Empire classic for strongmen in the heavyweight class. He not only makes goals for his clients, but trains with his clients for goals for himself. His goal now is to get his bodyweight below 220 pounds by August 20th to qualify for a Beach Classic in Seattle(I forgot exactly what the name of the tournament was). Josh is very passionate about personal training.
In today’s dynamic and competitive marketplace, the need for consistent skills and knowledge up grade has not lost its importance. What used to be effective training and development programs in the past may not be so now due to changing circumstances hence the need to continuously adapt these programs to suit the current needs of the organisation. Such actions are only possible when the organisation knows how effective its previous training and development programs have been through follow-up and evaluation programs. In the absence of such proactive follow-up programs any organisation is likely to be faced with undesirable consequences such as low productivity and profitability and unjustified high costs of induction programs.
In search for the elements involved in becoming a certified personal/fitness trainer I utilized three give cyber resources: O*net, Occupational Outlook Handbook, and Career One-Step. Of the three resources I appreciated the occupational outlook handbook more than the other two. Within the Triad hierarchy O*net would grab my attention next and finally career one-stop. One very big distinction between occupational outlook handbook and the other two resources were the statistics involved with the given information. Career one-stop was too simplistic when provided information about becoming a fitness trainer. Here is an example from the website,
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.
of strengths of your study, more research needed to be used in the further study…
O’Donnell, D., & Garavan, T. N. (1997). Viewpoint: linking training policy and practice to organizational goals. Journal of European Industrial Training, 21, 301-309.
My secondary research was some websites on where I got my information, also I listed the websites.