An overview of research, theory, and investigative approaches were presented in Section III. Section IV contains an analysis of relevant information as it addresses the capstone questions presented earlier. The following analysis focuses on ensuring the available data are useful and presented effectively, not on drawing any conclusions or connections.
Relevant Analysis
The following relevant analysis contains a review of the information surrounding the problem of a 9.5% failure rate of HRTs on call monitors in 2013 (XYZ Bank, 2014). Within the analysis, the management question is addressed as to what training programs are available and what the results and costs are for each option available. The available data is are processed and used in
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(2011). The results are in - virtual training is simply better. Retrieved from http://www.on24.com/press_releases/the-results-are-in-–-virtual-training-is-simply-better/
OPM. Office of Personnel Management, Training and Executive Development Group. (2014). Training and development planning & evaluating. Retrieved from website: http://www.opm.gov/policy-data-oversight/training-and-development/planning-evaluating/
Plano Clark, V. L., & Creswell, J. W. (2010). Understanding research a consumer's guide. San Francisco: Merrill.
Quaranta, S. (2013, January 1). Compliance Training: Make it Relevant to Employees’ Jobs. CEB Blogs. Retrieved , from http://www.executiveboard.com/blogs/compliance-training-make-it-relevant-to-employees-jobs/
Trc Interactive (n.d.). Managing the training budget with a focus on cost benefit analysis (White paper).
Viswanatha, A., & Wolf, B. (2012, January 1). HSBC to pay $1.9 billion U.S. fine in money-laundering case. Reuters. Retrieved , from http://www.reuters.com/article/2012/12/11/us-hsbc-probe-idUSBRE8BA05M20121211
Wells, D., & Ostrow, P. (2011). Virtual training beats in-person training. Retrieved from
According to Molander (1989), during the early to mid-1990s, training was not generally seen as a crucial element in a company’s corporate strategy, except possibly for management training. However, recent evidence seems to show that formal training activities have risen in the last few years, with this increase being as a result of heightened competition, provision of new services or improvement of existing ones, changes in product design, and changes in manufacturing processes (Molander 1989).
...the data did not involve member checking thus reducing its robustness and enable to exclude researcher’s bias. Although a constant comparative method was evident in the discussion which improved the plausibility of the final findings. Themes identified were well corroborated but not declared was anytime a point of theoretical saturation Thus, the published report was found to be particularly strong in the area of believability and dependability; less strong in the area of transferability; and is weak in the area of credibility and confirmability, although, editorial limitations can be a barrier in providing a detailed account (Craig & Smyth, 2007; Ryan, Coughlan, & Cronin, 2007).
Computer based training is effective because it is easy to track, outreach is more efficient with just in time learning, and the content of the training is more consistent than with an instructor-led training (Pruesser,Lynn & Nordstrom, 2011). While Instructor-led training can be more natural for older employees that are not as familiar with technology, it is also easier for the employees that lack the self-motivation or control to ensure they complete the self-paced training. Regardless of the type of training the company chooses the article states that it is imperative for a company to evaluate the type of training utilized for effectiveness (Pruesser,Lynn & Nordstrom, 2011). If it is not working, it is time to consider other alternatives (Pruesser,Lynn & Nordstrom,
The information collated in this report was collected from a variety of secondary sources including websites, books, documentaries, statistics and academic journals. A report format was selected to ensure that information concerning the guiding questions were successfully answered. While surveys were conducted information collected was discredited due to the reliability of the information collected.
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.
training is vital then the next step is to determine the type of training that will most effectively strengthen the specific areas where employees are struggling (Youssef-Morgan & Stark. 2014Contract officers will have training from company Manuel, this include from customer service communication skills, management skill and how to use the company radio. attitudes, complaints, rejection, and how to satisfy customers.
The articles, published after 1996, contain varied methods of research attainment, but share similarities such as being a self-survey, having a small sample size, and being
Training is an ongoing thing that should be implemented on an annual basis. Backwoods Mail Order Company uses a variety of training methods. Each employee should be attending at least 12 hours of training per session. These particular trainings will take place every 6 months. I would uses these trainings as continue education/skills requirements. This can include watching customer service videos and taking short test following the video.Training develops skills, modifies behaviour, and increases competence in a defined area(Bohler & Hall, 2008).
Training and development are perfect opportunities to expand knowledge, improve weaknesses, performance and overall employee satisfaction. While the benefits of training and development programs are positive, there are different learning approaches and techniques for each training situation. Below I will address whether pedagogical or andragogical will be the most effective for the following training
For the training process, the Career Service Center uses multiple strategies such as; on-the-job training, audiovisual instruction, spaced training, part training, and the inclusion of feedback. The method of on-the-job training shows employees how to do the job while they are doing it, which gives exposure to the actual job and there ensures a high level of transfer. The employees use various audiovisual instruction, all of which is listed for them, allowing them to review websites and videos to receive material that they could not otherwise acquire. The training of employees is spaced, which are more effective for retaining information in the long run. Also, part training is used to break down individual tasks into components and have the employee learn them one by one before putting them all together to complete the task. This ensure that each aspect is correctly done, while also being easier and less overwhelming to learn. UWB effectively uses the part training to their advantage, clearly setting a
The data collected will be analysed and interpreted. The summary of the findings, suggestions and the conclusion will be given in the report.
To combat these and other issues that can arise due to a lack of training, the development of a training program will wan...
In general, computer-based training consists primarily of occupational training for adults, as opposed to computer-aided instruction used mainly in educational settings with younger populations. Training refers to any means of delivering information to people so they can do their jobs better. Computer-based training is delivered using computer tutorials in place of live instructors in a classroom format or video taped instruction. Computer-based training is usually interactive, self-paced, learner-directed, and offers immediate feedback to learners. The various forms of computer-based training currently available include interactive CD-ROM tutorials, multimedia simulations, and most recently, internet and intranet-based programs. Some of the numerous examples where computer-based training has been successfully implemented include instruction for bankers regarding corporate policies, Marine Corps fire teams, airline baggage handlers, MBA’s learning economics, and hostage rescue situations. One of the more sophisticated programs even simulates business war games where profits and losses vary based on management-trainee decisions.
In my department, we offer two types of training for automotive dealers. The first type is our Web-Based Training (WBT), and the second is Instructor-Led Training (ILT). These training courses have many similarities, such as learning objectives, total content, layout, structure and flow. They differ, however, in how each course is delivered, when the learning takes place, and the cost of the training.
This type of training can be given in number of ways. Off-the-job training consists of lectures, group discussions, conferences, case studies, programmed instructions, etc.