Training, Training And Development

Learning at an organization is more of a self-conducted activity, and is a continuous process that lasts the entire cycle of the organization and the tenure of the employee. Nevertheless, each organization must effectively employ certain training and development activities for new as well as seasoned employees in order to accomplish different objectives:-

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.

During the training, the new employees will learn a wide array skills and tips to create the loyalty and expectations our organization has. This will be done by learning interpersonal skills, adaptability, communication skills and professionalism. These skills will help them when they are interacting on the phone or in-person with customers. Not only does the training allows our employees to provide better service, it also allows them the opportunity to learn and grow at the same time. When the employees attend training, they

Research by Lee, Frenzelas, and Anders (2008), supports that if an organization wants to achieve better results from their training methods. It is important to consider the benefits of blending training techniques to achieve desired results (p. 363). There are several blending training methods that would be recommended for the training plan at Backwoods Mail Order Company. Part of the development of a training plan would include interactive lecture and group discussion along with relevant audio and visual aids. According to Birnbrauer (1979), lectures are not as effective if the trainees is not participating in the discussion. Even though audio and visual aid are helpful tools unless relevant to the lecture it can be ineffective as well (p. 35). By implementing in the training plan

This plays an important role in the training sessions. If the employees who are being trained have prior education related to that topic have some general experience through workplace conditions regarding the topic of discussion, then training is likely to be more effective. On the other hand, people with no prior knowledge may find it difficult to grasp the basic idea and may also struggle to catch up to people who have prior knowledge.

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.

Management training consists of courses which helps managers to be organized to deal in situations an example for this is observing employees and projects. Many businesses offer this type of training themselves; it can be done in two types of ways workshops and seminars. The advantage of this is that the manager’s confidence would

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.

“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)

This is an essay for organization recognize there is a necessary of training needs assessment for developing an effective training program. In recently years more and more companies are focus on training, however the effect of training cannot achieve companies’ goal. Most of companies choose lots of unnecessary subject for training and waste money. That result in Training Needs assessment. The judgment process of whether do training or not is training needs assessment (Raymoond, 2007). As an organization, Training need assessment can affect organization analyses of people and identify the gap between current performance and performance required. Needs assessment can improve or correct current performance to performance what organization needs before the training. Conducting needs assessment is a key of success of a training program.

The purpose of health education is to positively persuade the health behavior of individuals and committees as well as living and working conditions that influence their health. Health education is the development of individual group, community, and systemic strategies to improve health knowledge, attitudes, skills, and behavior. Health education is a social science that draws from the biological, environmental, physical, and mental sciences to promote health and prevent disease disability and premature death through education driven voluntary behavior change activities.

Training presents a chance to build the learning, aptitudes, and capacities of all workers inside of an organization. This can be done by addressing limitations, improving employee performance, and enforcing compliance. Training is one of a few segments that assume a critical part in the accomplishment of a company. Hence, consistently, companies spend a large amount of its resources on training. In this paper we will development and deliver a two-day training workshop for 100 managers. This two-day training workshop will enable supervisors to identify their role, communicate effectively, set realistic objectives, and give valuable feedback to subordinates.

Since many years, training is the important initial step of an organization to be taken care of. Training can be done step by step process of pre training employee is learned about basics of the training. Next step in training is learned about important skills he is lagging on and which are required in the job. Finally, post training where he is analyzed how it is utilized in the job and it is implemented in real job scenario later.

The article, " Why Your Employee Training Is A Waste Of Time And Money -- And What To Do About It" , by Christo Popov seeks to address how training of employees is expensive and worthless to the company and how it does not increase performance. The research problem being addressed is whether employee training is a waste of time and money and if the company is selecting the right personnel in the critical skills for the business`s stage of development and what are the shortfalls of the program.

When the organization invests in training and development to improve the knowledge and skills of its employees, the investment is expected to yield productive and effective employees. The programs could be focused on individual performance or team performance depending on the development need identified by a training needs analysis which helps in the creation and implementation of training and management development programs. In the view of Grobler, Warnich, Carrel, Elbert and Hatfield (2004:345), training needs have to be determined first.