Training Package

A learning organization is fast becoming a reality. In any organization continuous learning means growth through learning events and experiences for individual employees as well as teams, and the organization as a whole. HR plays an important role in developing a culture of continuous learning. Identifying training and development needs and arranging and development programs for employee is part of the whole learning process. A system which creates an environment conductive to learning through experience, coaching, mentoring, self-learning as well as through training and development is a must in the learning organization. HR which is the main organizer, director and controller of learning must ensure that actual learning is followed by its application for bring about improvements in different areas of operations. If that happens, the learning objective is achieved and HR is successful in adding value to the organization.

The Dollar General cooperation ensures that a well-established training plan in all departments is developed and implemented in line with the strategic plan. Training will assess the needs of the implementation plan and the organization as a whole. Evaluation of the training method will be used for effectiveness and suggestions for improved practices that is beneficial to the organization. It will be placed a high on the list of priorities for resource allocation. At the operational level, the managers may be requested to provide new concepts on the quality of training and educating for the new implementation plan.

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

Comment: Others trainings needed are: training on tools to make decisions, activation of backup personnel, what is EM Resource and how to have

Training and development is one of the many essential functions of human resource management; it is deemed as the planning learned experience by which employees are taught various aspects of a given job and most importantly how to perform a job and or a future tasks. The basis for training and development implementation is to mold an efficient employee who performs tasks effectively resulting in optimum productivity, which aids in an organization’s overall aspirations. Job training has been around for centuries and has been utilized to teach individuals task specific to a given job or industry; it differs from education which affords individuals general information regarding traditional topics such as science, math, history, reading, and writing. Over those centuries, a few training methods have been explored such as on the job training, classroom training, vestibule training, systematic training, and the most currently used computer training. Within each of these, training methods can be found imperative information to assist an organization successfully meeting objectives.

In regards to training a strong, educated, and high-performance workforce, an up-to-date training plan that will equip employees with the tools necessary to meet organizational goals. Learning plans will need to be technical, as well as practical. Managerial level employees will have access to a tuition assistance program that will encourage higher education for use within the organization and their field of expertise. Employees will not only be equipped to perform the core tasks of their profession, but will also be well versed in teamwork, sensitivity, leadership, and recognizing various personality types, and how to better interact with them. They will be offered monthly internal training sessions, hosted by their co-workers, and will alternatively host them as well. This allows for fiscally sound cross-training opportunities, and well-rounded individuals to advance within the organization. This will also serve as a measure of the effectiveness of the training program, by allowing the employees to demonstrate their knowledge to their peers and leadership.

However, individuals that perform the training function within an organization may adapt the ISD to their need and therefore there is not one standard training model. The AF ISD has five different steps to the process: Phase 1: Analysis, Phase 2: Design, Phase 3: Development, Phase 4: Implementation, and Phase 5: Evaluation. When performing each training phase, “The ISD process provides a systematic approach to planning, developing, and implementing training and education” (AF/A1DL, 2010). In other words, the AF ISD approach streamlines training and development process by incorporating the business strategy. Furthermore, the federal government funds the AF mission; therefore, it is only logical to combine training and development strategies with the business strategy for financial reasons. Additionally, the process creates an efficient and effective way to train and develop employees which leads into the why private sector should adapt the AF

“Training is an ongoing activity designed to increase the level of competence and expertise of staff and volunteers. It can be formal, informal, costly, intensive or casual and can be provided by a supervisor, a program specialist, an outside expert or a training consultant” (Shalala, 1994)

North Australia Hospital was introduced to a hospital-wide, computerised administration system spending $2.5 million on

Drivers’ must be assertive and stay aware of all situations while responding attentively and professionally. This area will refer to the different degrees of attention "tuned out;" "relaxed awareness;" "focused awareness;" "high alert" and "comatose." ("Stratfor Global Intelligence", 2010). These levels of attention illustrate different degrees of attention when drivers are operating vehicles. Once that topic of discussion is completed the last in class training will teach drivers on vehicle inspection standards. At the end of every month drivers will be presented with a checklist that must be approved by upper management after completion, assuring vehicle are in great condition, suffers no damages, mechanical issues are updated, and cleanliness of vehicle is in good standing for customers.

Team E will discuss all the different types of training tools and modules. In this paper team e will discuss the needs assessments, training methods, and training evaluation strategies. Mr. Stonefield will be able to effectively provide training materials and safe work practices for all employees.

“I’m sure you two aren’t aware of what is going on here, but we haven’t much time to talk. So I will quickly tell you. Witches, yes witches, have taken over. You may be thinking about fairy tale witches, but these witches do more than fatten kids and eat them. They destroy everything in their path and are doing whatever it takes to become superior. Our new president is a witch. You probably didn’t know she was, or that she was anything out of the ordinary.” she said.

Training and development is a key component to any organization’s current and future success. By fostering a learning oriented organization, you are creating a culture and environment that will deliver high quality service and products, anticipate and prepare for the future needs of the organization, and increase both customer and employee satisfaction. Training and development must be supported by the Human Resource function, and utilized by senior management to drive staffing strategy and decisions, performance management, and meet operational goals. In order for the training and development program to be successful at all levels, it must be properly designed, implemented, and evaluated. Below, we will discuss the seven steps of the training design process to demonstrate the best practices and organizational importance of a strong training and development program.

Education and training: train project manager and line employees in the new methodology. They choose to execute a one-day training program.

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