Training

To ensure that the training is truly taught for its intended purpose requires conducting training needs analysis. BusinessDictionary.com defines a training needs analysis as an “assessment of the training requirements of a target group in terms of (1) number of trainees, (2) their educational and professional background, (3) their present level of competence, and (4) the desired behavior or skill level acquired at the completion of training” (Training needs analysis, 2014).

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.

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.

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

Before any training begins, it is absolutely necessary that the problems are identified so as to create a plan that specifically addresses these needs. Blindly training people on random tasks does nothing to accomplish any mission. Only when focus and precise training is applied in the correct area, will the organization begin to grow into something stronger. Brown (2002) wrote " to identify specific problem areas in the organization, HR and management must know what the problems are so that the most appropriate training will be directed to those organizational problems, " (p.569.).

The five main steps in determining and executing training in an organisational context: analyse the required standards, analyse the current skill and knowledge level, determine the skills/ knowledge gap, identify training solutions and evaluate performance after training.

The training program would entail a series of four training courses that each employee would be required to take. These sessions would include both day and night shift employees. Moreover, each session would encompass aspects of each of the main objectives that are pertinent to the improvement of the organization and employee and that are causing hindrances for the organization which essentially need to be addressed within the organization based from the concerns that are present. I would initially set the training to last for three hour increments. I would start with developing time slots and dates in which employees could sign up for that potentially work with

This paper is about how SuperTraining Corporation can best utilize various IT resources to gain a competitive adavanted in the area of on-line training and eduction. Some topics sucha as e-commerce, network

The most important key in training is the instructor. The trainer can turn the training so interesting that the participants cannot wait to assist to the next session. Any companies can improved work performances as a result of a good training were the investment of energy, time and money is a success. The company needs to have three items in perspective: who is the instructor, the role you want from the participants and how is going to be the presentation for that training.

On the basis of the training objectives, provide a training agenda and indicate the time allocated and order of modules in your program. the

First you need to identify the individuals training needs, if this is not done the training will be a waste of time as they may already be

Knowing the company’s goals, it will dictate what type of training and development department we should have. Also, we need to assess our training needs. Identify skills we need now and skills we will need in the future. These skills must drive our decision making regarding how we will structure our training department. (Johnston, 2015)

Putting together an effective employee training program can be a monumental task if not planned properly. There are four steps, repeating to produce a continuously better program that is best for both employer and employee. The process steps include needs assessment, design, implementation, and evaluation. Once it is evaluated, it should then show some weakness that should begin the cycle again with needs assessment and

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.

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.