Research Paper On Siemens Kalwa Work

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 means the providing development opportunities for employees to upgrade their skills, knowledge and ability to perform their current job in efficiently and effectively. Therefore through a training program expecting that aims to change the behavior of the employees toward achieving the organizational objectives and the goals of the organization in terms of all the skills of their related work.

In the upcoming training of our supervisors and upper management we will discuss the new discuss success factors of the organization. These success factors will shape our culture and help guide a universal approach to operating our business as we build an organization that is innovative, engaged and empowered. In this paper I will address the training strategy that we will use from the agenda, to the mission, to the context.

There are many negative effects in lack of training which includes unhappy employees, low production, unsafe work environment, increased expenses, and possibly the loss of customers, these negative effects can result in unproductive employees and it’s up to management to ensure that all employees have the appropriate training for their job functions. It’s important to keep employees engaged and motivated in order for them to be successful to any organization. “Studies consistently show that a

Although there are many different types of training methods, only four approaches to training are defined in this essay. Firstly on-the-job training as proposed by CIPD (2010) is the process whereby individuals attain skills and knowledge within the workplace, whilst also putting those acquired qualities into practice, therefore increasing employee expertise and credentials. The second form of training is through formal training; OECD (2010) defined formal training as taking place in a formal setting. It is specific, structured and has a clear training outline. The third form is known as online training otherwise known as e-learning is carried out via the internet mainly to train employees and it is often used by firms due to its flexibility (CIPD, 2010). Finally, off-the-job training occurs outside the work environment (CIPD, 2010).

Initially, training can be viewed as a prime opportunity to expand the knowledge based on all employees. The concept of training and development is described as ongoing efforts that are made within an organization to enhance performance and self-fulfillment of their employees through a variety of educational methods and programs. This can range from specific instructions in job skills to long-term professional development. More and more companies have embraced the ideology of continuous learning and other aspects of training and development as a way to promote employee growth and obtaining a highly skilled workforce. The quality and productivity of workers through training are now widely acceptable as a significant tool in guaranteeing the

Training and development provide employees the skills and knowledge to keep up with the company’s changes and growth. It can also help to develop and improve the corporate culture, its efficiency and its effectiveness; and helps in creating the learning culture within the company.

Job training is not only beneficial for increasing productivity, but it can also be a tool that help change people’s behavior and inspire them to know how to perform their job more proficiently and effectively. The key when it comes to training is to identify the issues that can be helped from training, then carry out the correct training to gain better results. Most of the time employees come to a company with academic abilities and not have the skills or knowledge to carry out their duties. When leaders train correctly, it can be a company’s biggest asset. In order for managers make training count, they must organize it directly to the needs of the people and to the organization. Training is not a simple tasks, it requires a substantial amount of money in human capital. But the ending results can be advantages to a company.

Training and development refers to the process to obtain or transfer knowledge, skills and abilities (KSA) needed to carry out a specific activity or task. It includes not just factual and explicit KSAs but also incorporates KSAs that are often difficult to articulate. Training and development will assist employees in the use of new technologies, and communicate and function better in improvised work systems. In order to meet the current and future challenges, training and development assumes a wide range of learning actions, such as training of the employees and knowledge sharing,

For Staff or employees training is essential for specific purposes related to business. Incorporating training that develops employees towards long-term career goals can also promote greater job satisfaction. A more satisfied employee is likely to stay longer and be more productive while on term. Carter author there are numerous sources of online information about training and development for supervisors to conduct training among workers. These reasons include, Increased job satisfaction and morale among employees, workers motivation growth. In addition, efficiencies in processes, resulting in financial increased, and Capacity to follow new technologies and methods. Also increased innovation in strategies and products. Risk

To determined the need of employee training, the first step is to conduct an analysis as to what type of training that will be needed, to improve the employee’s performance. For example, if the employees need a task analysis such as using a register, it is important to identify how each employee are performing while using the register. Before I provide a task training, I can observe and conduct every transaction’s errors. This will determine the skills and knowledge of the employees while using the register. “Skill test is a test that measures an employees level of some job related skills. Knowledge test is a test that measures the level of an employee’s knowledge about a job related topic.” During my research, I can identify errors from transactions and I can observe the employee’s strength and weaknesses. (Aamodt, 2015, p. 288) Once I finished with my observation and research, the next step is to develop a training program for those employees that is having difficulty with their task performance.

(Transfer of training refers to on-the-job use of knowledge, skills, and behaviors learned in training. Transfer of training is influenced by the climate for transfer, manager support, peer support, opportunity to use learned capabilities, technology support, and self-management skills.

Secondly, the stages in training and development process are going to be identified with a specific focus on different training and development methods and consideration of its advantages and disadvantages.

* To examine the effect of training on the employee’s performance and achievement of organizational set goals.

To remain competitive and seeking for competitive advantages, the organisation must ensure that their employees continuously learn and develops. Training and development intervention only can bring organisations to adopt, compete, challenge the business environment, demands of the customers and achieve the organisational goals. Training and development programs determine the organisation as well as employee’s development, growth, success and survival. So it is believed that organisation should give utmost importance to training and development programmes in the organisation. Thus role of training and development becomes imperative for success and survival of the organisation.