Performance Analysis and Training for Business Enhancement

With anyone, within a business or in their personal lives, being encouraged to do the best you can is always something that is welcomed with open arms. Alongside encouragement, feedback from different jobs that you are doing is always a good thing as well. By giving colleagues feedback from different jobs you will be able to notify them as to any mistakes that they may have made, and also feedback can give the opportunity to point out any ways that may be more productive for the employee so that they would be more efficient in doing their job role.

When companies train their employees well, they equip their employees with the necessary skills to perform well in their roles. This in turn translates into higher productivity because employees will be able to complete tasks more efficiently and effectively. The quality of work that employees create will also be higher because the training programs will teach employees how to perform well and fine-tune their skills and accuracy. For example, IBM's e-learning program for new managers, Basic Blue, costs $8,708 per manager. The company has measured an improvement in each new manager's performance worth $415,000. For every $1 that IBM invests in Basic Blue, it receives almost $47 (HRM 154). Therefore, if businesses want to gain a high return on investment, it is imperative that they also invest in training their employees. In our simulation, we had hired and promoted roughly 50-75 workers in each quarter of our first three quarters. However, we decreased the training budget each quarter, despite our increase in workers hired and promoted. This decrease in training investment led to a high accident rate and low quality index. When we spent larger amounts in training workers, and in the different training programs, there were direct correlations between increased training costs and the different outcomes intended of the

By trying possible improvements to my work shows my manager I have good initiative and is a way of evaluating present tasks and if a better method is adopted the company is receiving better value for money.

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.

Today’s corporations are highly advanced in communication, operations, and productions. The need for highly educated people is in great demand for both white and blue collar workers. With the continuing evolution of technology, companies will need to train and educate their employees to upgrade their level of knowledge. This is being accomplished through company training or

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

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).”

With digitalization in organizations, computer based training will be an operational training model that would be most operative. Subsequently many people in the organizations spend an increasingly large amount of time peering at the computer screens. It will be easier to reach most staff members without taking them away from their day-to-day events. Segments of training can be conveyed and disseminated around the computer network. Along with dedicating a day for staff to read and contribute to the training. This can be accomplished by giving training in a power point method. To make guaranteed objectives of the training are completed, individuals can be aimlessly selected to inform what they have learned during morning seminars. (Raver and Gelfand

To minimalize costs on hotels, fuel, flights, per diems, etc., we can use the conference method that will be through television monitors and the internet. It will be online training, but at the same time an interactive training where employees can ask questions and interact with the instructor. This method will ensure that all employees are being trained with maximum participation and punctuality. You can walk down the hallway to sit in and listen to what’s being taught. Also, the instructors will have the convenience of not having to leave their immediate areas of operation.

Structured and programmed training venues are designed to equip the employee, supervisor, and manager with the knowledge, skills, and abilities needed to startup, maintain, and improve services and products provided to general public on a global scale. Formal training is generally the focus of most organizations when discussing the return on investment in the form of revenue generation or in the case of governments, efficiency in utilizing citizens taxes in a responsible manner.

The electronic learning portal is taking place of many of the employee training programs. This is because E-learning portal can be used to deliver the study material directly to the employee instead of the employee needing to have a supervisor deliver it directly. This program has shown to save companies anywhere between 30 and 70 percent over traditional methods (Fister, 2008). Utilizing this system decreases

Second, companies can use techonology to beter prepare employees to service customers and generate new business. Third, new techonologies can substantially reduce training costs related to bringing geographically dispersed employees to one central training location. Fourth, these techonologies allow trainers to built into training many of the desirable features of a learning environment.[1] fifth, developing in techonology can not be stopped by anyone.

A training program that is well-designed is proven to achieve maximum results and meet the training needs identified during a training needs analysis. A well-executed training program will increase overall productivity and provide the knowledge, skills, and attitudes the employees need to perform successfully. This paper presents considerations for the design of a two-phase training program for existing employees – a two (2) day program, which covers the training needs to move the company in the right direction.

Training is an essential component to the accomplishment of whichever administration. Early training when a worker is initially employed, is extremely valuable (Noe, 2017, p. 5). If an individual’s initial training is deficient they may not be skilled to function to specifications of the occupation. As well, continuing training is imperative as the business developments. New by-laws or modernized technology will call for current employees to meet open-ended training that coincides with the development of the firm. The demand for workers to be trained in addition will increase when there are individual adjustments like alter of job description, change of labor processes, and change in customers,

It would seem that investment in learning, training and development are crucial for large organizations which believe that after the training, their employees would well develop and apply the new skills which they have learnt to benefit their organizations. However, many studies have shown that only ten percent of trainees apply what they have learnt from training to a job (Fitzatrick, 2001). However, learning, training and development will be considered to be one thing in this paper because while employees are training, they are learning new skill at the same time. Furthermore, after training they will develope their skill by applying it in their daily work. Therefore, this paper attempts to present what really happen in the training