Training, Training And Development

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

Training for employees on key areas are the foundation for well-prepared workforce and will lead to a stable structured organization. The main objective of this type of training is to help to illustrate the importance of training and why achieving the proposed goals is so important for the success not only of the employee but of the entire company.

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 and Development enhances the organizations structure and has different approaches to learning and development skill which is an important, strategies that reflects the approach of strong employee and potential candidates’ growth within an organization. Everyone is different and learns in a different manner. Organizations want to invest in top candidates who retain information in order to offer advancement opportunities.

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.

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.

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 and development have an important role in influencing employee’s performance and the organization as well as it enhances the efficiency and the effectiveness of the employees and organization.

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:-

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 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.

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.

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

“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)

The author speaks from personal training and development experience and lists the following as common problems: no strategic focus to training, not being useful and interesting, and training in long marathon sessions rather than short bites. In addition, fixes to these common problems are discussed. First, organizations should plan first and train later. Creating a strategy and execution plan will ensure core skills and competencies will be addressed. Next, organizations may consider finding trainers that have actually worked in the field they are training for. Other fixes discussed include: “plan for sprints, not a marathon,” “road test the training,” and “spend less, not more.” These suggestions can help companies avoid common mistakes in employee training