Audio Video Technician Training Case Study

Training is used to build knowledge and skills after employees have made the personal decision to support the change.

In addition, training should also be tailored to specific positions in the company and employees roles. Management may need additional training to help deal with employee issues, while someone in purchasing may need more training on gifting policies and someone in finance needs to understand the company’s position on fraud.

Training and Development is imperative to the organization’s progress. Training helps addressing employee weaknesses and builds a reliable and skilled workforce. This will improve the employees’ performance and boost their self confidence, and innovation. By acquiring the needed knowledge and skills, employees can perform more efficiently and increase the overall productivity of the organization.

* Implement a timetable of training sessions available and a method of communication to staff, by the end of March

Organizational analysis “involves determining the appropriateness of training, given the company’s business strategy, its resources available for training, and support by managers and peers for training activities” (Noe, 2013, p. 114). Organizational analysis has determined that retraining needs to occur in several key areas. Training will be given to managers, on improving communication, motivating and retaining employees through coaching and individual pathway development, with a

Some employees need better training, and managers need to set up a better way of communicating their strategic planning when developing new services.

The Top 10 training needs for the employee that the management thinks are vital are listed under

Secondly, the organized training program should include some important parts such as plant operations, communication between managers and the union workers, teamwork, and management education. All the employees from foremen to managers should join the training program. After the organized training program, there must be a refresher training course every half or one year to make sure employees’ knowledge is the latest. In the process of training program, Ashley needs to collect feedback from the foremen and supervisors so that she

Finally, after finishing the implementation process, we need to evaluate the result of the training. The managers could observe and talk to the staffs how the training can apply to their job. By seeing the work performance and getting feedback from the employees, the manager

Evaluation of employee training reinforces the development of training programs. Employees must answer a series of questions intended to query the individual’s current understanding of areas such as job responsibilities, departmental goals, and organizational goals. The preliminary feedback gathered through the questionnaire provides trainers with a qualitative basis from which to determine the extent of an individual’s

The company’s managers need to take part in an extensive training process. The training should include how to establish and communicate clear, realistic

Program management is described as the act of creating, cultivating, and sustaining productive working relationships between employees and partners by developing supportive communication mediums and feedback techniques. In addition, this concept can be considered as the act of leading, assisting, and ensuring the strategic planning, execution, integration, harmonization, and assessment of effective and efficient administrative systems and programmatic initiatives. As an emerging concept, program management seeks to accomplish several purposes including identifying and leveraging non-Federal resources and offering program planning, executions, and assessment ("Overview of the Program Management Chapter", n.d.). In addition, program management capitalizes on available resources to execute all program components based on developed policies and processes and administering and coordinating program activities. (115 words)

Training and development activities include: Inductions, Health & Safety training/law, organisation and delivery of training courses, structuring appraisals & Personal Development framework, holding, recording and updating training information and managing training budgets.

It is imperative that the training supervisor stops after each section which is covered and ask if any of the employees have questions related to a section. This is to ensure that the employees understand the material put before them. The supervisor will move on to cover pay procedures and personnel policies. At this time it would be beneficial to discuss what benefits are included with their employment as well as when those

* To examine the effect of training on the employee’s performance and achievement of organizational set goals.