General Training And Firm Specific Training

The employees will value their company and their place in the company. We will have to develop a policy for the new employee where they have to wait two years being with the company before we start paying for their college to make sure people do not come here to get a degree and then leave us. Continuing education and providing educational assistance to employees could be important benefits to add as a perk for working for this company. It should be our company goal to assist in the education, professional and personal growth of our employees. Doing this and Establishing and following through with a tuition reimbursement for our employee will be beneficial to us as a company and our employees. That the company is in the perfect position to start this employee benefit, I would like you to recommended it and get the management to move forward with further exploration of the logistics. The good from this program out weights are cost that comes up because it gives us good and educated employees in the long run. We also we not have to look outside but we can save cost in looking and just promote within the company. With them working on their bachelor’s degree in business can be a positive and helpful in more than one way. Expanding the employee benefits to have tuition reimbursement will increase the level professional opportunities, increase their career options, and improve their earning potential, and increase keeping employee rather than losing them. In all

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 for employees on key areas are the foundation for well-prepared workforce and will lead to a stable structured organization. The main objective of this type of training is to help to illustrate the importance of training and why achieving the proposed goals is so important for the success not only of the employee but of the entire company.

The success of any organisation inevitably depends very largely on the staff it employs. It is necessary to ensure an adequate supply of staff members that are technically and socially competent, and capable of career advancement into specialist departments or management positions. There is therefore a continual need for the process of staff learning and development, and training fulfils an important part of this process (Mullins, 2007).

Knowledgeable and well trained employees are needed in every organization. It is important employees are able to perform all the tasks needed in order to reach the organizations needs and achieve the set goals. As times change, employees may stay behind in skills or may even lack training when it comes to new systems, technology or other procedures that the company may need in order to better performance. That is when the importance of training is more evident. An organization has a large responsibility for their success which is why training, development, and career development is

Companies without a program had an average turnover rate of two to three years, while those who offered tuition assistance saw the average employment period lengthen to five or more years. Tuition reimbursement fosters loyalty to the employer and increases overall job satisfaction. In addition to strengthening the retention rate, tuition reimbursement programs allow employers to promote within the company rather than hiring outsiders. When companies are hiring from within it increases worker morale and loyalty. It also decreases the costs of hiring and training new candidates. Training for advancement is particularly beneficial in high-need areas, especially in medical fields like nursing.

The truth is most companies offer a tuition reimbursement program as a benefit to their employees. Although it is recognized as a great way to expand the knowledge of their workers, it is also a way for them to guarantee the longevity of their career paths and reduce turnover. With that in mind, most companies have very clear,

Due to the ever changing landscape of the business world many employers often send their employees to attend trainings and seminars. Though this specialized training sessions are costly the return a company gets from it is worth the investment. A company that constantly sends its employees to school to acquire a fresh and new ideas has a greater advantage than a company that do not offer such benefit.

In an article How to improve Employee Retention, Kevin Griffin, CIO of GE Capital and other business recognized education is the key to higher retention rates, because when company is committed to their employees education, the employees see it as an investment in their worth and an incentive to continue working for the company (Florentine

Training and development create a pool of highly qualified and well trained people which give a room for promotion and reduce the problems resulting from employee turnover.

Training encourages the evolution of a culture of learning. The company that has developed a reputation of focusing on employee learning, and training will have the pool of the best people to choose from in their near future particularly of the younger

“Training refers to a planned effort by a company to facilitate learning of job-related competencies, knowledge, skills, and behaviors by employees,”

The prerequisites for training vary in different businesses, with size being a significant factor. The smaller firms tend to conduct their training for their employees on a superficial level, having their entire focus on learning informal skills. Whereas in comparatively larger SMEs, there is a broader spectrum for the learning perspective. These companies want to obtain a more formal training with an objective of achieving standard skills. Thus, different firms have different training strategies regardless of the size. This paper analyzes these differences and identifies the challenges that may inhibit certain training strategies.

Training can improved person for e enhancing his efficiency and effectiveness to a particular work area by getting more knowledge in the organization.“Training and development is a function of human resource management concerned with organizational Activity to intend to the performance of individuals and groups in organizational setting.”

In a traditional company setting, the Human Resource department (HRD) generally would look for training programmes for