From Past Events, This Learning May Be A Secondary Role

In our firm, I am responsible for training and educating new staff members. I always first get an understanding of their knowledge and skill set. So, that my training to them can be based on that. As they come across new challenges while working on the files I will assist them on those challenges and educate them as well that why we are doing this way. I always demonstrate desirable professional conduct as required by our accounting professional standards and ethics when dealing with fellow employees in terms of training, educating and motivating new employees.

The new employee can be measure by giving them proficiency tests, to see how much they learn during their training. This way the trainer can evaluate and separate the best from the substandard

When a company is hiring new people I am sure we would all like to think that, ok I am hiring an adult he/she will and should know what to do if ever crunched in any bad situation. That cannot and should not be assumed. Proper training is vital for any company. The training of employees is important and crucial for any company, simply because it majorly contributes to the success or failure of the company. Training is important for managers, current employees and new employees. Although, employees may argue that training is a waste of time it is important to stay on top of everything and always remain prepared for any situation. Continually training and updating within a company is important because it keeps employees up to date on many things such as the use of new technology, technology is forever evolving. Training is an opportunity to introduce and implement new company policies, rule and regulations. Training creates and offers a safe working environment for all employees and managers. It also creates opportunities for personal growth, promotional opportunities and overall a healthy work environment. Furthermore, training is the key ingredient to a company staying on the edge when it comes to its competition.

The appraisal system includes traits, personal characteristics and competencies of the performer such as communication, decision making and, appearance and work habits instead of solely focusing on the outcomes produced during a certain period.

When creating the performance appraisal form for my company, Kids Galore, I wanted to make sure I focused on the important values and beliefs that make up the company. Some of the main points I decided to include into the evaluation are: dependability, attendance, communication skills, teamwork, customer focused, ability to follow policies, problem solving skills and determination towards achieving goals. I chose these particular points for the reason that they are important characteristics the employee should have while working at Kids Galore. I need to make sure that my employee is dependable so if there is a time I need them to work solo on a project, I can trust them to get the job done while also fulfilling my expectations. Each employee

I started working for Grand Rapids Community College as one of their student employees, not too long ago I was assigned to the Lakeshore campus at the Midtown Center, the campus had very few employees, and so the responsibility of training the new employees was designated to me. It was the most challenging task that I have ever encounter, because I felt that I was not fully train for the position. Despite that I knew the basics of what they needed to know on their first day. I know they need to be familiar with their surroundings, as well as, how to answer questions properly, and how to handle different technology devices.

While conducting the extra training it is important to maintaining knowledge, incorporating some team building excursuses or exercises will go toward building a strong base for employees. While consulting for a company in Tucson Arizona, I was presented with some of the similar issues, more interaction with the upper management went a long way in

When a new employee starts with a new company, there are several internal and external factors that can affect the employment relationship. An internal factor could be training. If an employee does not get sufficient training or the training that they may have been promised at the start of employment

Many times management misunderstands these characteristics, if they are even aware of them. Self directed learning means that adults will and want to learn given the proper motivation and conducive learning environment. As employees have a relevant reason for learning, new job or a desire for professional advancement, motivation is already established. Many times the learning environment is the issue. As payroll is a major factor for most companies, some attempt to lessen the expense by having training take place where training is least likely to be effective. For example, retail companies that have multiple locations often have training conducted in the local store. New hire training is conducted by the store manager or a designated individual. New hire training may consist of providing a tape or disc, to be reviewed at home on the employee’s time, along with online training and on the job training. Training many times consists of the trainer setting up the new employee in the system, getting online training started and leaving the employee on his/her own so that the trainer can attend to customer service needs as the

The television show Better Off Ted shows many great examples of the behavioral approach. It shows how Blake and Mouton’s leadership grid can be used to assess different leaders, it conveys what maternalism/paternalism can look like, how people use opportunism, and the strengths and weaknesses of the behavioral approach, The University of Michigan identified two different types of leadership behaviors: employee orientation and production orientation. Employee orientation is when a worker has strong human skills with their co-worker and values others that work with them. Production orientation is when someone only cares about the work that is getting accomplished.

As a member of the HR department of a small retail company, I have been tasked with implementing a new employee training program. This class is being designed especially for our new customer service associates to ensure they are successful in their new position. “Having a trained workforce means your workers are learning new skills that can improve production, cut time spent in creation of your service, reduce production costs, reduce mistakes, build confidence in your workforce, and create a better working environment” (Benton, 2014). Making sure that our new employees are fully trained is an investment in our company. When we have a skilled, trained workforce, productivity and efficiency will remain high.

For most companies, identifying what a learning organization should be and actually becoming one is tricky at best, impossible at worst. One way that manager's and companies can promote the concept of being a learning organization is to assess whether the company is in need of a short-term fix or whether it is more focused on long-term results. Organizational learning is a long-term activity that will build competitive advantage over time and requires sustained management attention, commitment, and effort. Learning organizations maximize their competitive positions during strong economic times and they prudently train their employees and prepare for change even in turbulent times. As a result, learning organizations and learning

The earliest appraisal systems, despite focusing on just one measure; quantity output, could perhaps be viewed as the most objective of all. Employees on a production line could be accurately rated on 'piece rate' or have their simple repetitive movements timed. As managers recognised the quality of work produced also affected an individual's impact on the organisation, and work output gradually shifted from directly-measurable physical activity to more complex tasks requiring the application of greater skill, knowledge and ability, more elaborate performance standards became necessary. Early performance management was highly subjective, allowing rating officials far too much personal latitude. It often included a supervisor's assessment of personality and character traits such as loyalty, honesty, attitude, initiative, cooperation, resourcefulness and ambition (Pratt 2001).

My third trait identified in StrenghtsFinder 2.0 is Responsibility. This trait I believe combined with the Achiever trait can be a great asset for a company to have in an employee. Not only do I take on many tasks but I take personal pride in getting them accomplished and done properly. It is rare when I am unable to complete a task on time or fail to accomplish it altogether. Taking personal ownership of projects and tasks has always given me the “go to guy” reputation in every organization. Having responsible leaders in my opinion is the foundation for having integrity and building trust in any

Incidental learning is where children learn through viewing others, or experiences that take place within their environment. Being a visual learner; I depended on learning through viewing for a majority of skills that I acquired. I think it would be very difficult to live life as a blind person. For this reason, I do think that an expanded curriculum is a great idea.