What Is Fleetcor Technologies?

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.

1) Prepare the manufacturing staff’s calculations for the three alternatives (please refer to the attachments):

Employee training not only contributes towards benefiting individual, but also to the organization, allowing it to continue operating effectively. Improved profitability and service delivery (Morrison et al.2010)

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 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 and development are an essential part of any human resource (HR) department. One manner this can be done is through a training needs assessment, which provides the goal of helping to improve employee job performance. A training needs assessment is broken into three specific areas: organization analysis, task analysis, and personal analysis. The first area deals with what type of environment, strategies, and resources are needed to help determine where to emphasize training. The second deals with what kind of activities are needed to be performed in order to determine the KSOAs needed. While the third area is used to understand what the specific performance, knowledge, and skills base are needed to help ensure the right individuals receive training (Snell & Morris, 2016, pp. 264). This third area is important, because not every employee needs to be trained on the same thing which can save resources for the

Goal 3: Optimize HS workforce (Cerner processes and tools, learning the IP processes, and, proactively manage onboarding)

The pace of learning should be accelerated and training and development objectives should focus on keeping employees update with advanced and latest technology so that their knowledge doesn’t run obsolete and reduce their productivity. Learning should also focus on providing employees with knowledge of the entire system as this would help them integrate the vast business. The learning portfolio should be diversified and make use of internet to trainemployees across the globe.Training should also focus on improving customer service as the customersare the focus of every business. If customers are not satisfied with the products or the personnel of the company, the company faces the risk of losing market share.

Ensuring the proper and effective training for jobs the employees do remains a function of management. A subject matter expert should provide the training to ensure smooth, safe, and effective standards of performance. An effective training and education program within a company allows the business to flourish. Proper training and ensuring the employees had the necessary resources prior to putting the new equipment in the production environment may have prevented the situation from becoming unproductive.

Another important point that was pointed out by the author was that the introduction of technology is one of the main reasons for the increasing value placed on effective and timely training. I do agree with this statement because I see where technology is becoming an increasing part of our lives, both professionally and personally, and in maintain a competitive advantage, training has to be conducted to keep up with the changing times.

The training package should depict the methods and techniques affecting the use and upkeep of the new technology to ensure success. Part of the package should address how the staff and workforce will receive training. The training schedule should reflect the dates and time of the training sessions and who will attend. The key point is for the trainees to understand that everything else stops and all focus is on the training. The training tailored and geared to the strengths and weaknesses of the individual attending the training. The human resources department can assist and conduct the evaluation of each individual. Pre-test method is an alternative to obtain a true evaluation of the mass workforce strength and weaknesses. The younger generation will learn more rapidly compared to the older

One of the most important objects that today’s business depends on is training. Speed market requires that employees constantly learn new skills. Increasing dependence on collaboration creates a demand for the ability to solve problems in teams. The ability that regularly requires proper training. Organizations need training programs that improves skills and behaviors that will help the organization achieve its goals, this is created throughout instructional design.

Furthermore, spoiled work, damages, and accidents to equipment and machinery can be kept to a minimum by well trained employees, continued training helps employees develop their ability to learn by adapting themselves to new work methods, learning to use new kinds of equipment, and adjusting to major changes in work relationships and job content, also, through training, new employees learn to measure up to standards for performance, thereby satisfying their human need for personal growth and increasing their value to the organisation (Pigors and Myers 1977).

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.