Training Importance : Ewing Landscape And Irrigation Supply And The Reason For Its Development

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 is a process to develop skills in the employees that can help in achieving desired organizational objectives by providing them necessary skill developing activities. Training is used as an important tool in an organization as it has the ability to change the organizational culture and value. Training involves providing opportunities to employees so that they can develop their skills that are required to perform well. Even though employee training shows that management has implemented human resource strategies successfully but it doesn’t guarantee success.

The Capstone project at the corporate headquarters of Fleetcor Technologies in Norcross, Georgia. There are eight main offices located in the United States and several Worldwide. The organizations serves over 500,000 commercial accounts with millions of cardholders across the United States, Canada, Mexico, Europe, Africa and Asia. Fleetcor Technologies manages relationships with more than 800 partners, ranging in size from major oil companies to small petroleum. In the past year Fleetcor Technologies organization has added new hires and developing plans to add a new training methodology. The overall goal of the capstone project is to improve teaching and learning within the organization. Booth, W. C., Colomb, G. G., & Williams, J. M. (2008), noted that the audience has to understand what the evidence means,. The audience targeted for this capstone project are the senior leadership/training group involved as they play a critical role in the direct outcome of the training program geared towards organizational goals. The second group is human resource to assist in the institution of new training policies and procedures can highlight how new employee satisfaction and retention can be bolstered. An external mentor/consultant will be needed to provide impartial guidance during the research and development phases of implementing this training program. Lastly the capstone project can help the efforts of

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 is one of the most frequently used approaches to changing people’s mindsets. A company might offer training programs to large blocks of employees on subjects such as teamwork, diversity, emotional intelligence, quality circles, communication skills, or participative management. Training employees is also important because it helps them understand the purpose and importance of a new strategy, overcome resistance, and develop the necessary skills and behaviors to implement the strategy.

Most organizations do not follow-up on the benefits of training as regards staff performance. As a result of this they don’t take training and development as an important factor in organizational growth and survival. Most manages do not know how to assess the return on investment in training, nor are they equipped with the necessary management tools to monitor the decision making process of such investment. It has been discovered that training and development budget is the first cut when the organization is faced with difficulties because most of them are of the opinion that investment in the area of training and development is not linked to the bottom line of the business. Globalization and rapid technological development has changed the conditions for companies and increased competition in the world markets. The quality of a company’s human resources is the key driver for sustained top-level performance. It has become crucial to continually invest in human resource development in order to guarantee success in the global market. As earlier said, managers engage in minimal training thereby not giving quality training to their employees, this in turn affects the overall outcome of the training and the performance of the staff. Most organizations that have a competitive image see more reasons to train their workers than those who are on the lower rung of the ladder of recognition, but training and development is still needed to create a niche. In the light of the above,

Due to the lack of training with new hires, this has caused a decline in sales due to lack of knowledge and experience. The following four week program will prepare all new sales employees to be able to be confident and efficient on the sales floor. Week one will include an overall introduction to the program. Week two will teach the new hires all products (living room, bedroom, mattress, dining room, office, accessories, and etc.) the company offers. Week three will breakdown all of the financing programs and how to run the PLH system to create cash sales and contracts. Week four will allow the new hires to put what they learn and work the sales floor with guidance of their superior.

The need of this study takes place when an organisation aims to find out the connection between the employee training and development in order to achieve competitive advantage. Therefore this research will be focused on the significance of training and development of employees on an integrated scale to measure the employee satisfaction in order for the business to achieve competitive

- One key factor in employee motivation and retention is the opportunity employees want to continue to grow and develop job and career enhancing skills. In fact, this opportunity to continue to grow and develop through training and development is one of the most important factors in employee motivation

Since PowerPoint is being broadly used in all kinds of presentations especially in the educational and business industries, some of its most outstanding characteristics will be discussed on the following paragraphs. On the article “Toward a Better Understanding of PowerPoint Deck Design” by David Farkas, professor of the Department of Technical Communication at the University of Washington, he points out ten problems with the use and study of this application. Some of the most important problems will be addressed next: The first one he discusses is the relationship between PowerPoint and the organizational culture which deals with the fact that PowerPoint is not guilty of the bad organization of the users, in this case of NASA, where they are required to have the capacity of deciding when PowerPoint is a suitable mean of communication and when it is not. On his second point he classifies PowerPoint slide presentations in two categories, as performance support or for standalone use. He indicates that when the speaker is creating a PowerPoint presentation he/she must be aware of the purpose of the slides, asking himself if the slides will be distributed to the audience as a future reference and therefore should contain information that can be understood later, or if they will work just as a support during the presentation and future references will be provided in a separated document. Farkas

·     Training - Employees want to increase their skills, knowledge, and abilities to remain marketable. It gives them a sense of job security. In today's workplace, the more training employees get, the more likely the employer will retain them. "According to a 1999 Emerging Workforce Study conducted by Interim Services and Louis Harris and Associates: Among employees who say their company offers poor training, 41 percent plan to leave within a year, versus only 12 percent of those who rate training opportunities as excellent. (Business Week, March 1, 1999)"

Studies have also demonstrated that employees who have participated in training and development opportunities are less likely to depart

In this composition, we explore the relationship between training and learning, and to what extent is affects individual job performance. Before we look into that, we define job performance as “the value of the set of employee behaviors that contribute, either positively or negatively, to organizational goal accomplishment” (Colquitt et al, 2009: 37). Bratton et el (2007) defines learning as “the process of constructing new knowledge and it’s ongoing reinforcement”. Firstly, we investigate how organizations view the importance of training and whether or not this is the only way to improve

Training is a big business in the United States. U.S. organizations spent approximately $164.2 billion on formal training and development in 2012. The “best” companies were described as spending over $2,000 per person training their workers. Research has indicated that the most important sales training topics for industrial sales representatives consisted of the presentation, product knowledge, negotiating, communications, closing, follow-up and time management. Sales training activities require evaluation (Pettijohn, Pettijohn, & Taylor, 2009).

* PowerPoint contributes to properly forming the course content and giving lesson (Sugahara & Boland 2006: 392, Hlynka & Mason 1998: 47, Nouri & Shahid 2005: 55).