Employee Training Essay

Employee Training Essay
In today's demanding business world, learning is of critical importance. Successful learning, the
application of what has been learnt to the workplace through successful transfer of training and a
positive work environment is what measures individual and corporate performance. As employees
are chosen to learn, it is usually in the form of structured training (Schimic & Jevremovic
2011). Due to global competitive pressures structured training does not help the employee retain
enough knowledge to be useful in the workplace, as mostly the transfer of training fails when the
employee is reinserted. This can be due to a variety of factors such as poor trainee characteristics,
poor training design and a poor working environment with no ... Show more content on
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Resources will also depend on the cost effectiveness of the training program, as an abundant amount
of resources will be needed for a successful learning environment. Resources will include factors
such as the type of equipment used, the rooms that the training will be conducted in and the size of
the class will play a role also. But even if these factors are successful it does not guarantee
successful transfer of training. Other factors may include for the class room to have the right
temperature, for the trainer to be respected by the trainee and that the emotional flow is constant
between the trainer/ee. Next is the use of self management strategies. Trainees who use self
management strategies are known to have a better chance of successful transfer of training as
opposed to those that don't (Noe & Winkler 2012). In order for a trainee to be skilled in self
management, they need to successfully self manage all the training and information retained whilst
training. In order for this to be successful, critical elements such as positive feedback from mangers
and peers will play an important role in its success. A positive work environment once entered after
training is also of extreme importance. These are just some of the challenges that an organisation
may face when designing a training program. Lastly, and possibly the most important is the
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Employee Training Plan For Employees
Employee Training Plan
Executive Summary  The Employee Training Plan creates a strategy to provide employee–training
resources with its organizational priorities.
 This plan establishes a standardized plan to meeting the training needs for all employee in the
organization.
 Training is linked to the mission, goals and outcomes of organization. It is developed in
partnership with the stakeholders and CEO's requesting the training.
 There is a shared delivery system consisting of facilities, learning technologies, distance learning
and instructional design. o Training is evaluated to determine its effect on intended outcomes.
 The plan outlines the training governance structure.
 It creates a Compensation Specialist to ... Show more content on Helpwriting.net ...
In addition, the pay for performance plan is also approved. The CEO plans to establish a another
branch location in Germany and plans to bring three mid–managers from Germany to work in the
USA location to learn how the organization operates. Nevertheless, all these changes are making
people in the organization has caused fear, anxiety, and even resistance from some of the employees.
HRM needs a means to determine if it is making effective and efficient use of resources to meet its
greatest training needs in Cultural Diversity. SCOPE: The employee–training plan will include
recommendations for how training is created, delivered and evaluated, including recommendations
for an infrastructure for a shared delivery system. * The plan will also document training needs,
priorities and resources across the enterprise and within each division.
OBJECTIVES: Create a model for governance of training. o Create an enterprise–wide
management–training program. o Identify current training programs and resources. o Identify
enterprise–wide training priorities o Identify a methodology to create division–specific training. o
Prioritize organizational training needs. o Recommend resources to meet organizational training
needs, including a delivery system. o Create guidelines for evaluation criteria and

Impact of Training and Development on Employee Performance
CHAPTER ONE
1.0 INTRODUCTION
The concept of training predates history; it is as old as man himself. The earliest man learnt to hunt
and grow crops for his survival. One of the earliest types of training was on the job training (OJT),
which is still in wide use today
China began training of her workers through conceptual case studies in the 5" century BC.
Confucius presented problems to his students and asked them to contemplate possible solutions to
those problems. The case study is still widely in practice even today, mostly in professional schools.
It is an effective tool to encourage learners to think philosophically about difficult and problematic
situations without having to go through personal experiences.
As time went on, ... Show more content on Helpwriting.net ...
543) the fundamental aim of training is helping organization to achieve its goal by adding value to
its key resources, i.e. its employees. This means that training is like investing in people to enable
them to perform better and to empower them to make decisions due to their natural abilities.
1.4 Objectives of the study
1.4.1 General Objectives
The general objective of the study is to investigate the effects of training and development
programmes to employees
1.4.2 Specific Objectives
The specific aim of the study will be to achieve the following objectives;
i. To assess the effectiveness of training on employees work performance ii. To investigate the kinds
of performance enhancing training offered to employees iii. To describe the effects of training policy
on employee performance. iv. To conclude the influences of human resources training on employees
and their actual performance in the hospitality industry
1.5 Research questions
This study will seek to answer the following questions.
i. What level of staff do organizations mostly consider for training & development so as to improve
their performance? ii. How does continuous training affect employee performance iii. Which
training & development methods do organizations employ for performance improvement of their
staff? iv. Where is the training & development conducted for the staff?
v.

The Impact Of Employee Training On Employee Engagement
THE INFLUENCE OF EMPLOYEE TRAINING ON EMPLOYEE ENGAGEMENT IN NON
GOVERNMENTAL ORGANIZATIONS OPERATING IN MERU COUNTY,KENYA 1 Mutumbu.
L, 2Dr. Guyo. H, 3Muketha. M 1Meru University of Science &Technology, PO Box, 972–60200.
Meru, Kenya 2Meru University of Science & Technology, PO Box, 972–60200. Meru, Kenya
3Meru University of Science &Technology, PO Box, 972–60200. Meru, Kenya Corresponding
author: Abstract Employee engagement is the level of commitment and involvement a worker has
towards their organization and its values. It is a win–win approach for employees and employers
and an important factor for employee's positive contribution towards organizational success. On the
other hand, Nongovernmental organizations are growing at a high rate in Kenya and while research
supporting the possible importance of employee engagement is clear, research about how to create
employee engagement is remarkably undeveloped in the nongovernmental organizations sector. The
study sought to explore the influence of employee training on employee engagement in NGO's
operating in Meru County, Kenya. Descriptive research design and purposive sampling technique
was used. The study adopted structured close ended questionnaires as research instrument and split
halves reliability test technique was adopted and a score of 0.85 obtained. The target population was
employees in 26 NGO's operating in Meru County. The sample size was 172 drawn from 3
organizations the study registered a response rate

The Importance and Benefits of Employee Training
Introduction Employees are essential in the success of any organization. They have to carry out
different activities, which assist the company to attain its business objectives. Various activities can
be performed at diverse levels. Every level of activity might require a different set of skills and
experience. Despite the fact that employees can be hired on a daily basis in agreement with job
requirements, it is significant for any firm to train as well as develop its employees. This is
necessary in helping them meet the changes in the business sector.
Different types of training for employees It is vital for the management to encourage participation of
employees in different training sessions. This will assist employees to enhance their knowledge base
as well as contribute effectively in achieving the goals of the organization. This makes it necessary
to make sure that training is suitably planned. There are different types of job training that
comprises of on–the–job training as well as computer–aided training (Bloom & Lafleur 1999).
Simulation is known to be a popular method for employees to gain job training. Most times,
companies make use of job–training centers to train new employees. All the available methods have
various levels of efficiency and are applied in different situations. On the job training happens to be
one of the common methods of training in many organizations. In this training, individuals learn as
they work for the organization. Mostly, a

Employee Training and Career Development
HRM/300
July 23, 2012
Employee training and career development programs are an essential function of a human resources
department. Organizations need to employ workers who can adjust well to the company and
appropriately train them to serve the company's objectives. An organization uses various methods of
training to ensure employees will satisfy the organizational needs of the company. A focus on
employee development in relation to organizational development is the primary goal of a company
in achieving successful results. Career development helps an organization with the future human
capital needs as well as creating and maintaining employee ... Show more content on
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Organization development addresses four areas in a company that are the organization's system, its
technology, company processes, and its human capital (DeCenzo & Robbins, 2007). In a world
with ever changing demands, an organization must be able to adapt to changes and employee
development is the partner of organization development that allows this to happen. These two areas
work together to ensure a company can meet the current and future human capital needs.
Career development is the process of learning new skills and making changes to help improve an
employee's ability to further his or her career ("Career Development Help," 2007). A career
development program will increase the effectiveness of the organization in the management of
human resources. Developing employees so they are aligned with the strategic goals of the company
increases the chance that the right people are available to meet the changing needs of the company 's
human resources (DeCenzo & Robbins, 2007). A career development program will also
increase the chance of attracting and retaining highly skilled employees. Career development
programs help compliance efforts with equal employment opportunity legislation by allowing a way
for minorities and women to advance in a company (DeCenzo & Robbins, 2007). Reducing
employee frustration with counseling will provide

Employee Learning in Terms of Training and Development
Record a five minute video describing the topics covered in this course and how that material will
be applicable in your career. Post the video to the forum and respond to your peers.
I will be discussing the employee learning in terms of training and development.
Incidental vs. Intentional learning
Learning is something that happens all the time whether or not one's aware of it. If a power failure
occurs and you loose some data, do you learn anything? If you say to yourself, "I must remember to
save my work more often", you have done some learning.
This type of learning is called incidental learning; you have learned involuntarily or without really
thinking about it. On the other hand, intentional learning happens when you engage in activities
with an attitude of "what can be learned from this?" Employee training and development requires
you to approach everyday activities with the intention of learning from what is happening around
you.
The course contents varied from discussing the learning theories to knowledge transfers to
designing learning solutions while identifying and appreciating the individual differences. Today, I
will be speaking of organizational learning and development that caters the employees' learning
needs.
Employee training is the responsibility of the organization. However, Employee development is a
shared responsibility of management and the individuals. The role of organizational management in
providing effective learning solutions is to

Employee Training and Career Development Paper
Employee Training and Career Development Paper HRM/300 September 23, 2012 Dr. Laura–Ann
Migliore Employee Training and Career Development Paper Inside any successful organization,
there will be strong training and career development programs and systems. To recognize strong
training and career development programs, one should know the: definition, methods, successes,
HRM involvement, and their own wants and needs. To clarify understanding of these, the following
will be described in detail: training and development by definition and how they fit into most
organizations; the various methods used to train and promote career development; the direct
correlation to organizational growth and success from training and development; the ... Show more
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This method moves individuals around different departments giving the opportunity to learn from
and gain exposure to all the different departments. Assistant–To Positions Qualified employees may
get the opportunity to work for and with specialized managers or other corporate heads to learn from
these individuals. Committee Assignment This method allows for employees to share in the decision
making process. This allows for their voice to be hear, learn from others, and begin making
managerial team decisions. Lecture Courses and Seminars This method uses the more standard
approach to learning. This requires employees to go to classes and learn from speakers and may or
may not require actual course work. Simulations Simulation is a method of training that works
especially well for individuals who need to make decisions in stressful situations or who operate
equipment and cannot rely on their first experience by a live situation. Outdoor Training Often this
method looks like a retreat or survival experience. It teaches individuals how to trust their decisions,
be an individual as well as team member, and perseverance (DeCenzo & Robbins, 2007).
Though these are only short descriptions, they illustrate the variety of training methods that are
available to an organization. Should an organization use one or a combination of

Employee Training
Q1. Should there be a national certification requirement in the United States for the personal
training/fitness industry? If yes, should there also be state licensure, and why? In not, explain why?
I'm on the fence about this. A long time ago, when I was first entering the fitness industry I started
out as a "gym" certified trainer. This simply meant that I was certified to work in that gym and that
gym alone. Now 20 years later I'm national certified through ISSA and work as the Head Trainer for
my gym and oversee 14 trainers of varying levels of education. I think an individual that goes
through the process of getting a national certification deserves to earn more, and should be bumped
to the head of the line in the hiring process, but believe that gym certified trainers are necessary to
help fill ... Show more content on Helpwriting.net ...
This will ensure that all trainers have completed all the necessary classes to be an effective trainer.
I'm not saying that gym certified trainers can't be great, but I think if there was to be a requirement
than that be it. I feel an Associate's Degree can be completed in a reasonable amount of time, and
can give a person some skills that are not taught in the gym setting such as nutrition, exercise
rehabilitation, or specific areas of study like power lifting, MMA, or competitive bodybuilding. Q3.
Provide your thoughts on the following scenario: "Thomas does not have a college education or a
degree. He earned his personal trainer certification by attending a 1–day workshop. Thomas has a
large following of clients who respect him and his business. Unfortunately for Thomas, in the
coming months, state licensure of personal trainers will become law. He does not meet the minimum
education requirements, and will need to suspend his training practice." What options should be
available for individuals in this situation if a licensure requirement becomes a

Employee Training & Development at Wells Fargo
Wells Fargo is considered one of the largest financial institutions in the US and one of America's
largest employers with more than 150,000 team members. Wells Fargo is a successful financial
institution because they grow with people and technology. Technology such as computers, cell
phones, i–pods, webcams, and other new technology devices are reshaping the way we play,
communicate, and plan our lives and where we work.
Wells Fargo uses their website to provide information to its customers, investors, employees and
other users throughout the United States, Puerto Rico, India and other countries around the world.
Wells Fargo allows its customers to utilize e–commerce which is a method to conduct business
transactions to suit their needs ... Show more content on Helpwriting.net ...
New technology affects learning in the workplace. The author mentions how "technology has
reshaped the way we play, communicate; plan our lives and where we work" (2007, Noe). Wells
Fargo uses e–commerce as a method to conduct business transactions throughout the United States
and the world. Through the internet they have been able to communicate with customers wherever
they are at home or travel around the world. This global collection of computer networks allows
users to exchange data and information to meet customer's needs. Employees must have knowledge
and computer skills to fully understand the process.
According to my research Wells Fargo utilizes competitive advantage as part of their training
offering professional, personal and financial development. Human resource managers start by
looking for talented and qualified people to help them grow by offering programs that will increase
their knowledge, skills, networking, find mentoring opportunities, and expand their career options.
Leadership development, training, mentoring and recognition programs are part of the professional
development program offered by Wells Fargo. Personal development is offered by balancing the
needs of the personal and work life of their employees. Time, health, and work/life assistance are
part of the personal development program. And, financial development offer to satisfy all customers'
financial needs and help them succeed financially. This is done by offering retirement savings

Employee Training and Career Development Paper HRM/300 Patricia Meunier Muenks Employee
Training and Career Development Paper Employee training and development is the key to the
success of an organization. It is the role of the Human Resource department to provide employees
with the information and tools needed for training and development, and to ensure the success of
organizational development. Training and development of employee is benefits the organization by
ensuring the organization able to adapt to every changing economy and industries. To ensure the
organization is able to meet these changes, the human resource department designs and develop
programs that meet the needs of the organization. Role of Training in an ... Show more content on
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These simulations have decision making games, role play games, and case studies (DeCenzo &
Robbins, 2007). The advantages to using simulation is that organization can design a virtual work
environment that is based on real managerial situation and has no effect on cost because poor
performance. Outdoor training is centered on teamwork. This method is most effective in the
wilderness, where employees are put through several challenges. Organization want to know how
employees will react in stressful situations. The advantages to outdoor training is that employees are
forced to build relationships, trust, and work together. Relationship between Employee and
Organizational Development The relationship between employee and organizational development is
both focuses on the improvements of the organization. According to DeCenzo and Robbins (2007)
organization development refers to the "continuous improvements, diversity, and work process
engineering" required for the organization to continue to grow (p.214). The continuous changes
within the economy, technology, and the business industry is the reason why employee and
organizational development is needed. If the organization decides to change how procedures and
processing is conducted, it is important for employees to be trained on the new procedures, process
of production, and skills needed to perform the new job requirements. In order for organizations to
be

The Importance Of Employee Training And Development
Step into a world of elegance and comfort and experience the finest, one of a kind five star property;
The Luxembourg. Soaring at seventy–five floors located at 85 Harbour Street in Toronto, you will
experience the greatest selection of dining, entertainment and absolutely stunning scenery. The
Luxembourg displays exquisite luxury throughout our three hundred and sixty crafted guestrooms
and luxurious suites, with private balconies facing the breathtaking Toronto waters. ADD MORE
TO DESCRIPTION In order for the Luxembourg to be acknowledged and maintained as a luxurious
brand, we are subsequent to six business objectives: 1. Customer Service Our clientele is our
number one priority. Our goal is to create customer loyalty through giving personal attention to the
needs of individual clients and to provide services, which are client focused. We expect our clients
to feel at home while staying at the Luxembourg while allowing us to treat them like a VIP. 2.
Employee training and development Employee training and development is what structures our
business, from day one we have focused on extensive and thorough training and development. We
want to make sure our departments are prepared for every possible situation with a client.
Individually, we shape our hotel to be the five–star expectation we would like to achieve. It is
essential that every employee is intelligent, prepared and strong enough for our brand. 3.
Competitive Analysis A hotel that is deemed five–star

Employee Satisfaction, Efficiency And The Training
During this paper I will talk about the different ways an organization has to approach employee
satisfaction, efficiency and the training that these need in order to accomplish their goals. One of the
most important requirements for an organization in order to be successful is the way employee
works, so in order to get better results I will talk about the different ways named before. Starting for
one of the ways, I will talk about how to get employees satisfied with their work. If we consider that
an organization is a system of consciously coordinated activities aimed at the realization of
collective goals, then this has to deal with keeping a positive attitude in member satisfaction and
adequate if you want to achieve your own goals. The organization must try to keep the satisfied
members, getting them to perform their tasks as well as possible and to ensure that the results we
want to achieve will be borne by all of its members and that they bring their energy, their skills and
their efforts to reach them. "There is no research evidence that there is always a strong and positive
relationship between job satisfaction and performance. A satisfied worker is not necessarily a high
performer and a high performer is not necessarily a satisfied worker. Satisfaction may lead to good
performance but good performance may just as well be the cause of satisfaction. The relationship
can be reciprocal". (Armstrong, 2007) Satisfaction labor is positive or pleasant emotional state

Employee Recruitment And Training Development
Employee recruitment and training development in HRM
Introduction
This essay is entitled Employee recruitment and training development in HRM(Human resource
management). This paper introduces the definition and content of HRM. By reference to the
network and books to further describes the contents of the recruitment and training development of
employee. Respectively describe their type, content and advantages and disadvantages.
It also describes the importance and impact of human resource management. It introduces the
activities that make up human resource management and how these activities contribute to the
success of an organization.
The definition of Human resource management: Under the market economy condition, Human
resource management Ethics issues are increasingly becoming important in the modern enterprise
management and development. It is also found that HRM Ethics and HRM has positive impact on
work and organization performance, and good work performance can improve organization
performance.
Human resource management (HRM, or simply HR) is a function in organizations designed to
maximize employee performance in service of their employer's strategic objectives.[1] HR is
primarily concerned with how people are managed within organizations, focusing on policies and
systems. HR departments and units in organizations are typically responsible for a number of
activities, including employee recruitment, training and development, performance appraisal, and
rewarding

Employee Training And Legal Requirements
Employee Training and Legal Requirement Training is an essential part and critical to all
organization and employee development. The success of implementing the strategic plans requires
extensive training of the workforce. Training provides the employees with the required knowledge
and skill to perform more effectively Blanchard pa 4. The importance of training towards
empowering the employees cannot be over emphasize. Training should be viewed as a process in
which organizational needs and employee's capabilities are analyzed and responded to in a rational,
logic, and strategic manner Blanchard p6. Management understand the significant of conducting
training for the employee and it is essential to include the necessary training required by the law in
the curriculum. The training topics may include the orientation, organization objectives, values and
plan, as well as training programs design to prevent lawsuits. There are several issues that
legislation have placed legal requirements on organization regarding specific types of training.
These training are as follows: Sexual harassment, equal opportunity, discrimination, and safety.
According to Blanchard sexual harassment is an unwelcome advance of a sexual nature and can take
one of the two forms, quid pro quo and hostile environment. Discrimination on the other hand
combines of any discrimination against an employee on the basis of gender, age, disability, culture,
sexual preferences and race to mention a few. The safety

Employee Orientation And Training For Employee Retention...
Learning objectives– Effectively their new employee orientation and training can pay big dividends
in employee retention, employee engagement, corporate culture and customer satisfaction. Worth
just to start taking customer service training. Employees who received the right customer training
and welcomed at the beginning of his career on the choice of employer feel a good feeling to serve,
pass quickly with colleagues and peers, and easy to carry new ideas. team right direction will also
talk about your business to your family and friends. They will show more confidence in customers,
business partners and suppliers. Those who do not have the right to start not tend to stay long, either.
High staff turnover means that you always have to rent geared to recruit and train new employees.
The turnover rate also takes a high toll on the morale of those who remain behind. When people
leave your organization who they will inevitably ask remain when they have to find a new job, too.
A guidance training program and customer service solid customer can reduce turnover. Learning
sequence Training session Safety in the SESSION SUGGESTED CONTENT OF SESSION Week
Introduction to the Dominos Person Responsible store Manager–Mr Roy at head quarter Mission,
Vision, Objectives of work area 1st week Introduction to other members of staff Person Responsible
store manager–Mr Roy at head quarter Go through organisation chart Discuss roles and
responsibilities of staff in general

Leadership Training And Employee Onboarding
Management invests a great deal in human resources, leadership training and employee onboarding.
This philosophy will continue as long as the Bank is in business. A new engagement with a third
party sales and culture training company has already been executed for the 2016 calendar year. The
Bank has created a detailed cybersecurity strategic plan to combat cybersecurity. The plan includes
implementation of additional hardware and software security layers to complement systems already
in place. The plan will be completed over the next three years. FirstBank is a member of the Texas
Department of Banking and the Federal Deposit Insurance Corporation. The Bank has increased its
compliance staff in order to maintain good standing with regulatory changes and the regulators.
Required employee training is provided on an ongoing basis when regulation changes or on an as
needed basis. Managers are subscribed to industry news feeds and participate in training seminars
where available. Five–Year Financial Plan The attachment following this report includes historical
financial data on FirstBank from the FFIEC UBPR. The report includes historical data from
12/31/2011 to 9/30/2015 and a future five year forecast. Asset growth should remain consistent at a
projected 10% growth year over year for the next five years. The Bank may experience anomalies in
growth in the event an acquisition event happens. The Bank is on an aggressive growth plan with
the goal to achieve 1.5

Employee Training In The 1800's
Education is an essential part in an ever growing society. It provides students the knowledge that
they will use in their everyday lives. The professor that teach the students, go through a very
complex training. This training make sure the person is qualified to teach. The training was had
some changes from the past to the present. In the eighteen hundreds, teacher training was very poor.
Most teachers were males, but they would sometimes move onto a higher paying profession.
Women were not well educated, so there wasn't a lot of female teachers. Then in 1837 Horace Mann
became the head of the state board of education. He started setting up colleges that trained teachers
to teach correctly. He helped improve the salary of a teacher and added more days to the school
year. Teachers started to be more educated in the topics they would teacher students.
Through the 1850's and 1880's a lot more women started to teach in classrooms. The women who
were to become teacher had to go to school to learn about the lessons they were to teach. The
teachers had to learn reading, writing, basic arithmetic, and some geography and history. This
allowed women to get a formal education. ... Show more content on Helpwriting.net ...
Preservice training includes all the stages of education that leads to the teacher's entry to an
occupation in a school. In–service training is the education and training that the teacher receives
while employed. To be given a permanent teaching certificate, elementary–school teachers needed
to complete a college–degree course. To be given a permanent basis in high school the teacher must
have a bachelor's degree. Furthermore a teacher must excel in at least one academic subject. To
teach, a teacher must know a immerse knowledge of general education, and must understand the
psychology of children or teenagers. They also must know the morals and techniques of teaching,
and the historical structure of

Employee Training And Development Plan
Annually each employee is required to complete a specific set of requirements to be qualified to
remain qualified to continue employment within their place of employment. This job requires that
the employee keep up with certain standards of productivity and performance to stay competitive.
Most companies must require that the employee engages in job related training and development
courses in specifically related to their job description. According to Landy and Conte (2013)
development is the formal education, job experience, mentoring, relationships, and assessment
personality and abilities that help employees prepare for the future. Training is the systematic
acquisition of skills, concepts or attitude that results in improved performance in another
environment. Annually organizations spend billions on employee training each year, to make sure
that they continually invest in educating the individuals within their workforce. It is important that
each employer detail a "training and development plan that will help employees to improve their job
knowledge, remain up–to–date and give them the tools required to handle job operations with
relative ease and comfort. Training and development also ensure employees can competently, meet
the deadlines, achieve the targets and show performance as they know the most effective and
efficient ways of performing jobs. Further, the increasingly complex nature of modern job demands
systematic training to make possible even minimum levels of

The Impact Of Training And Development On Employee...
CHAPTER–1 INTRODUCTION INTRODUCTION Training can improved person for e enhancing
his efficiency and effectiveness to a particular work area by getting more knowledge in the
organization."Training and development is a function of human resource management concerned
with organizational Activity to intend to the performance of individuals and groups in organizational
setting." Training and development constitutes an ongoing process in an organization. Training is a
tool for growing the performance of employees and growth of the organization. It is the act of
increasing the skills and knowledge of an employee for doing a particular job. It also facilitates self
development and career development of employees. According to Edwin Flippo,' training ... Show
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It has rightly been said, employee development is the key to organizational sustainable
development. Organizations must have employees who are able to quickly adapt to an increasingly–
changing world market. Author recommended Companies need to invest in on–going employee
training and development in order to both keep employees and be successful. Training enhance
employees' initiative and quality of work, thereby assisting them to be more dedicated to achieving
the organizational goals and objectives and in turn enhancing employees' effectiveness within the
organization. According to Raja Abdul Ghofoor Khan, Frequan Ahmed khan et.al. (2011) in their
study "Impact of training and development on organizational performance", it is concluded that
training & development has positive effect on organizational performance. On the job training is
very effective and also saves time & cost of the organization. On the job training help the employees
to get information of their job. People learn from their realistic

The Impact Of Training On Employee 's Behavior And Knowledge
The Importance of Training Mercedes Rios Grand Canyon University This research goes in depth
and analyzes an organization's success, which is highly influenced by employee's behavior and
knowledge. Organizations can highly influence their employees by providing the appropriate
training in order for employee's to be satisfied, successful, and committed to work. An organization
should focus on the types of training they provide to their employees and observe and allow
employees to provide feedback in order to take into account any mistakes an organization might be
committing unconsciously. Therefore, if trainees are given the opportunity to perceive the
information given to them in a more realistic manner they will ... Show more content on
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A study states, that the results support the notion that training affects job satisfaction, organizational
commitment and turnover cognitions, all of which are tied to organizational success (Owens, 2006).
Training is crucial for an organizational development and day–to–day success for a company. It can
become a useful tool for those to train new candidates, existing employees to refresh and enhance
their knowledge, for those who wish to get a promotion and an opportunity for advancement, and to
keep an organization updated. The purpose of this research paper is to evaluate and provide how
important the correlation between an organization's outcome would be if they provide great quantity
and quality of training versus those organizations that do not provide their employees with the right
training. Training does not only require time and effort, it also requires someone's ability to do so,
therefore, hiring someone that has the right attitude before, during, and after the training process is
the best candidate that an organization should have in order to succeed. Training has become an
essential part for an organization because it allows employees who have been hired for the first time,
existing employees, and a simple update within the organization to become more efficient and
successful. The quality of the training allows improving an employee's morale, fewer accidents, less
supervision, opportunities for

University of Phoenix
HRM/300
August 21, 2012
Knowledgeable and well trained employees are needed in every organization. It is important
employees are able to perform all the tasks needed in order to reach the organizations needs and
achieve the set goals. As times change, employees may stay behind in skills or may even lack
training when it comes to new systems, technology or other procedures that the company may need
in order to better performance. That is when the importance of training is more evident. An
organization has a large responsibility for their success which is why training, development, and
career development is ... Show more content on Helpwriting.net ...
By doing this, the employee acquires experience that will give him knowledge and skills, expands
its abilities. This kind of method can provide with a more reliable and comprehensive evaluation of
the employee by his supervisor (DeCenzo & Robbins, 2007). The assistant–to positions allows the
employees with clear potential to experience a variety of management activities as staff assistants or
special boards, performing many duties while being supervised by a supportive coach. This can be a
way of preparing the employee for a higher work level. The committee assignment is a method that
allows the employee to participate in committees destined to examine and solve organizational
issues, where the employee can voice recommendations, while being scrutinized by the rest of the
committee members (DeCenzo & Robbins, 2007). Lectures and seminars, offered both in–house or
through outside vendors are the traditional forms of instruction and training for knowledge and
development of conceptual and analytical abilities. Simulations provide the employee the
opportunity to develop by simulating different scenarios cases taken from real problems. The
employee then discusses the case and analyzes it, maybe even role–play. This helps improve
decision–making judgment in the employee (DeCenzo & Robbins, 2007). Outdoor training method
is used mostly to teach the importance of teamwork. It is done outdoors, mostly trying to see

The Value of Employee Training Programs
With the rapid progress of the global economic integration, a growth number of companies put a
high value on company's management– especially on employee training program. The famous
American management scientist Harold Koontz and Heinz Weihrich consider management as: "the
process of designing and maintaining an environment in which individuals, working together in
groups, efficiently accomplish selected aims." (March 9th) In that case, in order to design and
maintain a good environment and to make the people able to work efficiently in the group, we need
training. Effective training is the guarantee of organizational efficiency. As a result, employee
training program has made numerals valuable contributions to business management, particularly in
the area of employee satisfaction, productivity, and better performance in companies. First and
foremost, training program left a permanent influence on employee satisfaction. With the rapid
development of social economy, people are more and more aware of the importance of human
resource organization. Also, the concept of people–oriented has gradually thorough popular feeling
in managers' thinking. Employees are lifeblood of the organization, they will make career with a
boom, or make it unsuccessful. The talent competition between different organizations has grown
intense. Therefore, attracting talents for company is extremely essential, and the best way to achieve
that is to gain their satisfaction. Training program would be a

Employee Training and Development
Abstract
Employee attitudes and the inclusion of their opinions and suggestions are most important in today's
global and competitive work environment. In the business environment, we are dealing with many
different generations, each having diverse wants, needs, goals, and aspirations. The more that
management knows about their employee's feelings, the easier it is to manage their behavior to help
them grow and the economy will prosper. Logic and research seems to agree that front– line
employees are in the best position to assess the organization's actions, problems, and proposed
solutions
This paper presents a very practical approach to design, administer, conduct respondent feedback of
results, and assist local management in ... Show more content on Helpwriting.net ...
Provided is five reasons why training and development of an employee is essential for both the
employee participant, and the organization.
Optimum Utilization of Human Resources – Training and Development helps in optimizing the
utilization of human resource that further helps the employee to achieve the organizational goals as
well as their individual goals.
Development of Human Resources – Training and Development helps to provide an opportunity and
broad structure for the development of human resources' technical and behavioral skills in an
organization. It also helps the employees in attaining personal growth.
Development of skills of employees – Training and Development helps in increasing the job
knowledge and skills of employees at each level. It helps to expand the horizons of human intellect
and an overall personality of the employees.
Productivity – Training and Development helps in increasing the productivity of the employees that
helps the organization further to achieve its long–term goal.
Team spirit – Training and Development helps in inculcating the sense of team work, team spirit,
and inter–team collaborations. It helps in inculcating the zeal to learn within the employees.
Organization Culture – Training and Development helps to develop and improve the organizational
health culture and effectiveness. It helps in creating the learning culture within

Employee Training and Development Essay
Organisations attain competitive advantage through the utilization of skills and knowledge of their
employees (Bach and Sisson 2000).According to Subedi (2006:90), the highest value for training as
perceived by managers, supervisors and employees was the 'need for performance improvement'. If
this is true then why is it that organisations and individuals still do not invest in training? Studies
show that despite the recognition that training offers an avenue for development of skills,
enhancement of productivity, increase in individual and organisational performance (Pride et al
2009; Bulut and Culha 2010), it is still quite rare in practice (Lengermann 1996).While some
organisations invest in training, others find it more practical to ... Show more content on
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From the early 1920s till date, there has been an evolution in the relationship between management
and workers with regards to manner in which work was carried out. Unlike Taylor's principles.....
,more recent theories have revealed the need to pay added attention to innovation and change owing
to the dynamic nature of work hence the development of training activities. (CIPD 2009)
Training and development is one of the most important investments because it enhances the
knowledge, skills, attitudes, and potentials of employees (Bulut and Culha 2010; Pride et al 2009)
thereby enhancing an organisation's competences (Bach and Sisson 2000). It can be applied through
on the job training, simulation, seminars and role playing, coaching and mentoring or through more
sophisticated methods like interactive internet based platforms such as video and satellite training.
ref
A training need analysis is essential in helping organisations make decisions on if they will train or
not because it suggests where training should be directed, who should be trained and the content of
the training (Tannenbaum and Yukl 1992; Taylor et al 1998 cited in Clarke 2003). The value for
training to individuals and organisations should therefore be communicated through structured and
planned assessment mechanisms (Wickramasinghe 2006) as individuals fail to invest adequately in
their own skills and training, due to lack of access to resources

Training Managing And Appraising Employee Performance
Training Managing and Appraising Employee Performance Understanding the difference between
Performance Management versus Performance Appraisal, although both terms are used
interchangeably, they are in fact different but dependent. In a nutshell, performance management is
a continuous process approach to achieve performance goals and objects. Business Dictionary
defines performance management is defined as:
An assessment of an employee, process, equipment or other factor to gauge progress toward
predetermined goals. Conducting performance appraisals is critical to the success
Business Dictionary defines a performance appraisal as:
The process by which a manager or consultant examines and evaluates an employee 's work
behavior by ... Show more content on Helpwriting.net ...
Provide the resources to identify and hire the right people to perform the job. As well as provide
assistance with identifying and documenting company and departmental goals based off the
strategic plan. Lastly, the human resource areas should provide guidance and direction on what the
best tool(s) are for measuring the success of the company's or department's goals.
A performance assessment or performance appraisal is a tool used to capture performance results
and is typically metric based. Typically, these appraisals are presented annually or biannually,
although there is no hard and fast rule that states it has to be limited to these time frames.. There are
a number of different methods to capturing employee performance. This is another area where your
human resource partner can assist with identifying the right tool to use for creating and delivering
performance reviews. There are a number of different types of performance appraisal tools
available.
One type of assessment tool is Trait method (Snell et al). This method rates or measures an
employee's characteristics or traits, hence the name. Some common characteristics that are reviewed
are dependability, leadership, adaptability to change etc. Typically, this type of assessment uses a
scale or a range of values to determine where the employee fits and ranks on

Skills And Knowledge Of Employee Training
Employee training is essential to the organization because it helps the employees improve their
performance. Secondly, excellent employee performance helps the organization's success. It is very
important that the management provide necessary training to those employees who needs
improvement. In order to determine the need of employee training, the management must provide
several steps. This includes, conducting analysis, establishing goals and objectives. To determined
the need of employee training, the first step is to conduct an analysis as to what type of training that
will be needed, to improve the employee's performance. For example, if the employees need a task
analysis such as using a register, it is important to identify how each employee are performing while
using the register. Before I provide a task training, I can observe and conduct every transaction's
errors. This will determine the skills and knowledge of the employees while using the register. "Skill
test is a test that measures an employees level of some job related skills. Knowledge test is a test
that measures the level of an employee's knowledge about a job related topic." During my research,
I can identify errors from transactions and I can observe the employee's strength and weaknesses.
(Aamodt, 2015, p. 288) Once I finished with my observation and research, the next step is to
develop a training program for those employees that is having difficulty with their task performance.
The next step after

Employee Training Is Essential For The Success Of A Company
The MICI is definitely at crossroads; however the company should be commended for their efforts
to move the company forward. Ms. Cook seems to have been inspired by several tactics from the
text, Tactics such as the application of the JIT to the claim process at MICI. The use of JIT will help
the company increase their efficiency by cut down on wait time and processing, all of which will
translate into increased productivity and profitability. According to Heizer & Render (2011)
employee training is vital to the success of a company, this is so true of MICI, because the extensive
standard training and cross–training of the MICI employees will translate to increased efficiency,
productivity flexibility, decreased wait– time for customers; and as history has depicted, costumers'
satisfaction is integral to the success of a company because customers are the major drivers in the
market. The layout strategy is another concept the book touched on, the new layout of the claims
department will allow for better workflow. It will also improve claims time, and improve employees'
work ethics. The proximity of workers to each order and flow of work in the cell allows for the
flexibility of sharing the company's equipments (Heizer & Render, 2011). Undoubtedly, Ms.is using
the fundamental principle of the JIT, work cell concept, the concept of employees' development, the
idea of revamping a nonfunctional system to give her company a competitive advantage in the
market. Furthermore,

Employee Training Program Essay
Employee training programs are important in a business' success. Without an effective training
program implemented the business could suffer from confused employees, ill direction and
incompetence. The new employee can only excel further when taken through a properly planned
training program.
Employee Training Program 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 ... Show more content on
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There is a high importance in implementing commonly successful training procedures such as
audiovisual methods, E–learning portal, and on the job experience. Remember, the main purpose of
employee training is to develop the employee's skill which will eventually make the organization
more profitable (Ameeq–ul–Ameeq, & Hanif, 2013).
Audiovisual Methods The use of audiovisual equipment like instructional DVDs, CDs, or digital
media is beneficial in initially showing an incoming employee how the company's business works.
DVDs, CDs, or digital media can assist employees in need of training without the associated cost of
a second instructing employee. This can be of use when the training is monotonous and not required
to have a high level explanation. When possible, it can be helpful for the new employee to see his or
her own mistakes by recording. The recording of the employee's mistake and later explanation of
error and resolution in real time covering an action that is observable by both parties (Snell &
Bohlander, p. 310, 2012).
E–learning portal The electronic learning portal is taking place of many of the employee training
programs. This is because E–learning portal can be used to deliver the study material directly to the
employee instead of the employee needing to have a supervisor deliver it directly. This program has
shown to save companies anywhere between 30 and 70 percent over traditional methods (Fister,
2008). Utilizing this system decreases

New Employee Customer Service Training Plan
New Employee Customer Service Training Plan
The most important skill a new employee must be able to perform to have a successful career at the
Retail store is customer service. Customer service is defined as an organization's ability to satisfy
their customers' needs and wants (Ward, 2016). The new employees must interact with customers.
The purpose of employee's interacting with customers is to help them find the items they're looking
for (Ward, 2016). At the Retail store, customer service has a direct impact on our company's image
and reflects on how we take care the demands of their needs. To have a successful training plan, the
presenter or department must work closely with upper management. Upper management have a
more ... Show more content on Helpwriting.net ...
Therefore, to implement employer customer service training, it is recommended that a Needs
Assessment be completed, as it will help give insight to the areas where training needs the most
attention. The term needs assessment is a systematic exploration of the way things are and the
correct way of how should they be. The Needs Assessment would expose any existing performance
deficiencies and it should be done before the developing of the training program (HR Guide, 2015).
The Needs Assessment can expose deficiencies in many ways such as; organization analysis which
will analyze the organization's strategic goals (Stewart & Brown, 2014). The organization analysis
will give the Retail store insight on whether a specific type of training would be better for the
employees. The organization analysis will measure the characteristics of the work environment in
which will breakdown who's attending and supporting training (Stewart & Brown, 2014). Therefore,
if management supports the assessment than this would evaluate Retail store training climate.
Training climate is defining according to Stewart & Brown 2014, "Environmental factors that
support training, including policies, rewards, and the altitudes and actions of management and
coworkers (p. 346). The Needs Assessment should include a task analysis which identifies the work
performed by the trainees. Furthermore, it should cover

Employee Training And Thermal Resistance
Overall, my strategy entering into the company was to focus more narrowly on specific market
segments because it is important for a CEO to understand that a company cannot be all things to all
customer. Consequently, I focused the company's attention on two main market segments, segments
A and C, which tended to purchase motors in larger volumes. The customers within segment A
believed power–to–size ratio and the support from our sales department were the most important
aspect for purchasing decisions. Then, segment C customers were willing to pay a higher price point
as long as the motors provided the needed thermal resistance and power–to–size ratio. As you can
tell both segments placed significant importance on the power–to–size ratio, which allowed the
company to easily place this as a necessary budget item. Another important aspect to make the
strategy work was to invest in employee training and thermal resistance since these were important
factors to the targeted customers. Lastly, the strategy focused heavily on the existing customers
within the targeted markets since it is important to develop positive relationships with customers to
ensure they increase their purchases and keep coming back for more motors.
Now, in order to ensure success of the strategy I needed to make some important decisions. The first
decision was to keep the price for the motors at $142 because the company's customers tended to
react negatively to price changes. Then, I lowered the discounts

An Analysis Of Employee Training And Career Development
An Analysis of Employee Training and Career Development
The role of training is based on providing the specific skill sets and operational abilities to increase
performance standards for an organization. Human resource managers are required to understand the
various types of training processes, which can help at the microcosmic and macrocosmic level of
advancement for the employee or manager. These skills are essential to having a continuing
dialogue on improving employee performance and encouraging growth in various levels of the
organizational platform. The role of training can also teach new skill sets to already advanced
employees, which involves keeping abreast of new innovations and developments in the firm's
competitive stance in ... Show more content on Helpwriting.net ...
These are the various roles in which training is vital to organizational development to continually
improve production output and maintain successful innovation. One type of training can involve
teaching an employee how to operate a machine or to learn certain skill sets that are part of a
smaller focus in the training process. This localized and short–term developmental training process
can help increase productivity for the employee within a certain field of focus. The focus on
employee development typically involves the short–term training for specific tasks or operational
procedures that can benefit the production output of the company. In many cases, employee training
might simply involve smaller training procedures, such as learning how to operate a machine or
perform a certain function in a departmental setting. HR personnel can effectively train the
employee to understand the specific expectations of performance, which need to be enacted. In a
different mode, another type of employee development might be to train a talented employee to
become a manger, which would entail utilizing a "career development" strategy to educate and teach
the individual managerial skills. These skill sets provide a broader and more long–term training that
defines a leadership style of training. For instance, an HR trainer might view a particular employee
as being able to grasp leadership skills, which go outside of their specific training in a specific field
of development.

Employee Training At The Classroom Training Essay
One strategic investment most companies rely on is employee training. Around ten years ago, there
was only one type of training, face–to–face classroom training. Classroom training is the more
traditional way of training employees, where its instructor led. Advancements in technology has
given a choice of either e–learning or a classroom based system. E–learning is electronic based
where the trainee is self–learning by watching videos and taking online exams. A companies' main
concern is if both methods are effective and if so, which investment will benefit the company in
terms of time and cost. For years, companies have trusted classroom style training, however living
in a technology based world companies have to seek better options that are best suited for their
company. If both training styles comparatively provide the same results, in terms of how the
knowledgeable the trainee is on the subject after the training, then research is needed to see the
advantages and disadvantages of each training style. There are studies that show e–learning to be
just as successfully as classroom learning, not only for the trainee but for the corporation as its less
time consuming and low–cost. While classroom learning and e–learning are both successful in
training employees, classroom training is more costly and time consuming whereas e–learning is
low–cost and less time consuming. Thus, e–learning is a better investment for companies.
When selecting any method of training, companies take

Employee Training and Career Development Melissa Allen HRM 300 February 7, 2011 Scott
Harrison Employee Training and Career Development "The biggest job we have is to teach a newly
hired employee how to fail intelligently. We have to train him to experiment over and over and to
keep on trying and failing until he learns what will work," (Kettering, 2010). Employee training is
important in any job if an employer wants to be sure the job is done correctly. Training can help
further an employee's career because he or she will get better at his or her current job so the
employee needs a new challenge. Career development is an employee's responsibility so if they
want to continue in the same company, they must think long–term when ... Show more content on
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These help acquire knowledge and develop their conceptual and analytical abilities. Through the
development of training and technology this type of development is not just offered off–the–job but
through distant learning. Simulations are artificial environment that attempts to closely mirror a real
problem. Case studies have become popular because these can take real situations that have accrued
and attempt to find the right solution that fit the problem. Case studies help develop discussions
among the group and help let people defend their reason for finding that solution. Another form of
simulations are decision games and role–playing, this puts people in the same place as the problem.
When using a computer to decide this decision, they can see what happens with the decision they
chose without seeing the reactions of actual people. Role playing lets people act these problems out
and deal with people. This lets people put their words to action and find how their actions can affect
those around them. This type of development method allows people to simulate the situation, see
how deal with certain situations and how the decision chosen can turn out. Outdoor training is the
last development method. This method can sometimes be referred to as wilderness or survival
training. The importance of this training is work as a team player; it involves some physical and
emotional challenges. This helps see how certain employees will handle certain situations and help
employees

Employee Selections and Training Paper
Employee Selection and Training
The following paper will cover three real world examples of how organizations have used industrial/
organizational psychology to select and train employees. These examples are human resource
departments with companies, and more specifically, Taco Bell and McDonald's. There will be a
discussion of methods used to measure the levels of success of each training program. Lastly there
will be a discussion of any legal and or ethical concerns that may arise in the implementation of
each training program.
Human Resources Selection and Training Many organizations have a hard time getting qualified
applicants to apply for certain positions. So the first challenge is getting enough people to apply to a
particular ... Show more content on Helpwriting.net ...
It serves more than 60 million people a day in more than 117 countries a day. With such a large
number of customers coming in and out of the restaurants, it is no surprise that McDonald's has
about 1.7 million employees worldwide. McDonald's has spent countless time and money in
mastering the art of employee selection, training, and retention. McDonald's has a website for
interested candidates to apply for careers within their organization, both in restaurants and corporate
offices. During the selection process, candidates are asked to take a variety of assessments that
analyze areas ranging from characteristics, skill sets, and basic reading and writing tests. Once a
candidate has been selected and has accepted a job offer, there are several types of training
encountered within the restaurants.
Training Success Training is a planned learning experience. This effectively prepares workers for
their current and future jobs. Training for human resource managers focuses on the present job
industry while development training prepares them for the future growth. Training enhances
knowledge and job skills. Methods used to measure the success of the training are performance
appraisals. This measures the adequacy of the human resource managers. After their performances
are measured their results are discussed with them. Any changes that may need to be made in the
training process can be easily detected.
These pre–employment tests are used

Employee Diversity Training
Many organizations offer diversity training, but they do not have practices or values in place that
support an organizational culture of diversity. Although many companies have training programs on
diversity, they ineffectively manage diversity which causes high employee turnover, demotivation
and low organizational performance (Nguyen, 2014). Several examples of diversity are race, gender,
ethnicity, age, religion, and disability. In order to narrow down my research topic, I am choosing
disability as an example of diversity in the workplace. Due to misinformed peers and bad attitudes
towards the disabled, employment rates are low among disabled people. There are only a few
research studies that focus on disability in the workplace, and those studies are general and have not
been well researched (Phillips, Deiches, Morrison, Chan & Bezyak, 2016).
Before the experiment, HR practitioners will conduct a needs assessment in order to ensure that the
diversity issues are accurately identified ... Show more content on Helpwriting.net ...
Diversity training with a focus on disability will be given at two locations to 50 managers of a large
corporation. These locations have already been determined to experience diversity problems in the
workplace. Observations and interviews will be done on the employees and managers for a period of
six months prior to the training program. After the independent variable (training program) is
executed, interviews and observations will be conducted again. For immediate organizational and
training outcomes, an evaluation of the program will be done soon after the training. For research
purposes, additional observations will be conducted six months after the training intervention to see
if a substantial change is observed. If significant changes are observed in the second set of
observations, this could possibly support the research hypothesis (Leedy & Ormrod,

Employee Training and Development Paper
Abstract
Employee Training and Development Paper
Employee training and development is very important in organizations. Development, orienting, and
socializing will help employees get to know their new organization. New employees will go to a
process that will help them adapt to their new organization. Employee orientation will be the
responsibility of human resources management, and this will depend on the organization. During
this process the employees would get information on the work hours, benefits, over time pay
procedures, and the duties and responsibilities for the position that they will work in. Orientation
process the new employees will be given the organization objectives, history, rules, and procedures.
Employee training ... Show more content on Helpwriting.net ...
Organizations will have improvement changes, work process changes, and diversity changes.
Organization will have the individual is called a change agent. This individual will responsible for
the changes that will occur that will have an effect on the employees. The individual will make sure
to employees every good transition with the change. Methods an organization can offer employees
when a change has taken place are development groups, feedback from employees, and
consultation. Employment development is another important factor in an organization. When an
employee is in the development process the individual are receiving skills, knowledge, and
experience for more responsibility for a higher position in organization. No matter what level
employee is in the organization every employee can be developed. There are three on–the–job
employee development methods and three off– the– job employee development methods. The three
on–the–job methods are committee assignment, and assistant– to positions, and job rotation. When
employee is rotated on– the– job the employee will get training to do another employees job. The
Benefits of job rotation occur when an employee is out on vacation or sick leave. The manager has
other employees that are already trained to take on the responsibilities of employee who is out.
Assistant– to position occurs when an employee will work under a manager to learn management

Training Managers to Improve Employee Retention
Training Managers to Improve Employee Retention
The goal of virtually every business operating today is essentially the same: to make money. When
it comes to the fine art of turning a profit, there are as many different factors that influence whether
or not a company makes money as there are ways to make it. All successful companies begin by
hiring people who best fit the position, and in the modern–day world of business, a considerable
amount of time, effort, or money is invested in this endeavor. Once a stellar candidate has been
hired, however, it does the company no good if, six months down the road, they quit because the
working environment turned out not to be the right fit for them. Employees may leave a company
for many ... Show more content on Helpwriting.net ...
Employees were asked to rank certain aspects of their jobs from 1 to 10 by importance. Managers
were then asked to rank the same job aspects according to what they thought was most important to
their employees. The results show that discrepancies between manager opinion and employee fact
have existed for decades (Employee Retention Headquarters, 2001).
Tools of the Training Trade
Clearly, there is a need for managers to become more involved in retention, and fortunately there is
hope for companies that are struggling with high rates of turnover related to management problems.
A variety of organizations offer training that is designed to help managers perform better, in the
form of seminars, multimedia training presentations, and in–house training programs, to name a
few. Some companies also offer training that can be done exclusively online, mitigating such costs
as travel, lodging, lost productivity, and other expenses that are inherent in sending employees away
to a training seminar. Management training can also be tailored to meet the specific needs of a
business to maximize its benefits. Federal Express, the global shipping company, found that training
oriented toward empowering their front line managers to meet the needs of subordinates themselves
without turning to the HR department, best meshed with the business model of their operations in
Asia. (Cafolla, Every manager is an HR manager,

A Review of Employee Training and Development
A review of employee training and development. Donna Heeter 4/10/2006 MGT 431 University of
Phoenix Mike Anderson As we push forward into the 21st century, organizations are realizing the
very real value of having high quality and focused training available to their employees. A dollar
value return on investment is the reward to any organization willing to make the bold move toward
provided the kind of high quality training that is becoming standard to be a cutting edge industry
leader. The benefits organizations are seeking for their employees are organizational commitment,
job satisfaction and low turnover. The emphasis and value an organization places on how much and
the quality of training it gives its people is the most ... Show more content on Helpwriting.net ...
Due to our record growth, associates that have come from other companies often comment that the
atmosphere and job satisfaction at KWR that doesn't exist at other large international real estate
companies. Turnover is an organization's largest unnecessary expense. Turnover has not only
monetary consequences but lost time, opportunities and decreased morale. High quality training can
have a direct impact on decreasing the turnover at an organization. The above discussions about
organizational commitment and job satisfaction tie directly into low turnover. When employees feel
satisfied at work and are grateful for the career opportunities that have been provided for by the
available training, they will be less likely to leave. Also, social comparisons to organizations that
invest lesser amounts of resources to train employees will cause the perceived value of their
organization to increase thus making it less likely to leave (Lee & Bruvold, 2003). People who
experience high levels of quality training are more likely to experience success, on the job
satisfaction and commitment which makes leaving less of a factor. As stated earlier Keller Williams
Realty has been the fasted growing real estate company for 11 years straight and we are currently
the 4th largest real estate company in the world. Based on our past decade of growth we will be the
largest real estate company in the world between 2010 and 2012. The

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