How Managers For Ensure Transfer Of Training

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.

Training and Development enhances the organizations structure and has different approaches to learning and development skill which is an important, strategies that reflects the approach of strong employee and potential candidates’ growth within an organization. Everyone is different and learns in a different manner. Organizations want to invest in top candidates who retain information in order to offer advancement opportunities.

Training is an important facet of developing and managing human resources at any organization. Training should improve not only organizational efficiency and employee productivity but it must also improve employee skills and make employees feel valued. At Clapton Commercial Construction (“CCC”) Company’s Arizona location, it is important for the company to hire and retain good employees. To that end training and development should be essential and consistently provided to employees at all levels of the organization. Training program should be designed so that it is tailored to the particular function the employees perform in the company, and also so that the company as a whole works as a

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

“In order to develop required human resource competencies, organizational leaders need to align the selection, training, development, and removal of employees with the behavioral requirements of the desired change” (Spector, 2010, p. 102). Having a focus on training can be an important part of helping employees understand how their competitive environment is changing. Along with the importance of changing their behaviors.

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,”

Companies who invested in training and development programs in the long run with show that their employees great assets to their company. “Employees may gain access to training they wouldn 't have otherwise known about or sought out themselves. Employees who feel appreciated and challenged through training opportunities may feel more satisfaction toward their jobs (Frost, 2016).”

Lee, C., Lee, H., Lee, J., & Park, J. (2014). The International Journal of Human Resource Management. A Multiple Group Analysis of the Training Transfer Model: Exploring the Differences between High and Low Performers in a Korean Insurance Company, 25(20). (2014, July 24). Retrieved September 6, 2014

Maintenance of transfer can be viewed as an enduring change in an individual’s behavior, skill, and attitude. Specifically, maintenance characterizes the sustained use of learned skills and behaviors on the job over time (Laker, 1990). Without resources to support transfer, it is proposed that behavioral changes following training will be short-lived. Skill decrements over time will be a result of a decrease in the use of trained skills on the job. A literature review conducted by Arthur, Bennett, Stanush, & McNelly (1998) found evidence of substantial decline in training effects over time with lack of use.

It is commonly acknowledged that trainee attributes have an important influence the transfer of training (see Burke & Hutchins, 2007). In this study the focus will be on those characteristics of trainees that have shown the most consistent and strongest relationships with training transfer. These include, self-efficacy and motivation to transfer.

Human resources are the most valuable assets of any organization, with the machines, materials and even the money; nothing gets done without man-power. In today’s business climate, businesses are faced with stiff internal and external competition. There are various human resource functions that give an organization a competitive edge, but most scholars argue that human resource functions becomes only operational when training has run through them all. This places training and development as an essential function in the survival of any organization. Increasingly, high performance organizations today are recognizing the need to use best training and development practices to enhance their competitive advantage.

Organisations attain competitive advantage through the utilization of skills and knowledge of their employees (Bach and Sisson 2000).According to Subedi (2006:90), the highest value for training as perceived by managers, supervisors and employees was the ‘need for performance improvement’. If this is true then why is it that organisations and individuals still do not invest in training? Studies show that despite the recognition that training offers an avenue for development of skills, enhancement of productivity, increase in individual and organisational performance (Pride et al 2009; Bulut and Culha 2010), it is still quite rare in practice (Lengermann 1996).While some organisations invest in training, others find it more practical to

Training and development has become increasingly essential to the success of modern organisations, yet some still look at training as a problem or as something that is not taken seriously. Training and development is one key approach used by organisations to improve and maintain the capabilities of its workforce. However, many experts distinguish between training and development, being that training tends to be more closely focused and adapted towards short-term performance concerns, while development tends to be adapted more towards expanding an individual’s skills for future responsibilities (Snell and Bohlander 2007). The main reason that organisations train their employees is to bring their knowledge, skills and abilities up to the

Our textbook defines training as “systematic acquisition of skills, rules, concepts, or attitudes that result in improved performance” (p. 284). Training helps employee develop the skills and knowledge needed to perform their job correctly. In order for organizations to determine what kind of training is needed, organizations must conduct a needs analysis. The needs analysis helps determine the best training for the organization’s needs. There are three types of needs analysis that are typically conducted. These need analysis are: organizational analysis, task analysis, and person analysis.