Benefits Of A Lifelong Learning At Wal Mart

If an organization is already established and wants to become an “effective learning organization” they have to take into account their relationship with their employees at the time they make this decision. If the employees who currently work for management are not “self-energized, committed, responsible and creative beings” (Kinicki, 2012) (or any combination thereof) like McGregor assumes, they will not be able to jump in to some of the activities that leading organizations are doing. Managers will need to understand that if they developed an environment where management is superior and the employees are workers, any part of the human relations theory will not benefit them quickly. Managers will need to gain the trust of their employees and actually listen to their emotions.

If invested in and developed, employees are more likely to feel their social needs are met by being part of a team are well regarded and appreciated for their skill set and therefore motivated to work harder to reciprocate which leads to higher production and efficiency. People are able to realise their abilities and potential, take on more responsibility or variety of tasks which improves versatility and prevents boredom leading to demotivation. Staff feel happier if they feel valued and are likely to stay within the organisation.

This helps in maintaining a friendly relation with the members later on. This in turn, helps in the motivation of employees which result in the firm’s success.

Learning and developing skills automatically improves my own working standards which in turn benefits the company. The more knowledge I obtain the more skills I acquire which give me the opportunity to progress in my career.

Making more money would not be the only benefit that employees can get. They will have more knowledge of making more educated choices in their personal lives such as retirement plans and investment options. More doors open for the employees who have a degree because of the training and experience that are

Reduce employee turnover by empowering employees to be cross-trained, share jobs with other employees, and even offer tuition reimbursement good for one degree (BS, MS, Ph.D.).

One reason for seeking life-long learning opportunities is fact that additional education can lead toward higher pay and promotion opportunities for the employee. A concern for the employer lies in the fact that additional training makes the employee more valuable to other employers as well. If promotional opportunities do not exist in the employees company, then offering additional education to

Educate, train, and develop are core initiatives every organization should include in their annual planning including budget allotments (Manktelow, n.d.). Notably, when I worked for Kroger, they completed successor planning on each employee in coordination with the employees long term goals, aspirations, and personal interests. Honestly, this was one of the best tools they used to determine promotions, transfers, and employee development. Hence, employees who were motivated could plan their future and work their plan.

Although working at Walmart may not necessarily be great for anybody, it may also be additionally tough for women. As recently as 2013, despite the fact that women account for as much as 57 percent of Walmart’s U.S. workforce (and that they employ more women than any other U.S. company), women were paid $1.16 less per hour. That adds up to $1,100 less per year than men doing the exact same jobs, and female employees in salaried positions of $50,000 or over earned $14,500 less than their male counterparts. And if you think working at Walmart as a woman is hard already, forget about working there when you’re pregnant.

- One key factor in employee motivation and retention is the opportunity employees want to continue to grow and develop job and career enhancing skills. In fact, this opportunity to continue to grow and develop through training and development is one of the most important factors in employee motivation

Similarly, Longenecker and Fink (2005) assert that the benefits derived from training are manifold, and these include; exposure to new and better practices and ideas for application, leads to reflection, self-appraisal and retrospection, motivates employees to improve performance, encourages career development planning, helps identify specific performance problems and challenges an employee to think differently, to name a few. Other benefits are a more flexible workforce, improved performance of existing employees, decreased supervision, higher skill levels and reduced learning time, thus reducing learning costs, improved organisation morale, and to ensure for succession (Molander 1989).

Employees are encouraged to share with each other on the lessons learned from project and events through debriefing sessions.Company also reward employees through several different variable-pay programs. Employees have these stock as part of their benefit. This helps to retain employees and motivate employees to work harder. Moreover, company also provides educational forums so that staff can discuss and learn about different topics that interest them.

Another practice that helps to achieve career growth and development is offering training opportunities for the employees. The employees are offered benefits that help them to further their education and achieve higher qualifications. This is a strategy which helps to increase the skills, qualifications and competence of the employees. In this way, the staff are at a better position to gain promotions within the organization as education qualification is not a barrier for them. The employees become motivated as they become more competitive in the market which is good for their career (Branham, 2012).

Pay and rewards attract and retain employees. Having the right pay and benefit for employees motivate them. This helps employees feel valued and can remove animosity between employee and employer. Training and development has a positive impact on employees, this shows investment from the employer and enhances career progression.

·     Training - Employees want to increase their skills, knowledge, and abilities to remain marketable. It gives them a sense of job security. In today's workplace, the more training employees get, the more likely the employer will retain them. "According to a 1999 Emerging Workforce Study conducted by Interim Services and Louis Harris and Associates: Among employees who say their company offers poor training, 41 percent plan to leave within a year, versus only 12 percent of those who rate training opportunities as excellent. (Business Week, March 1, 1999)"