Case: Training for Excellence at Wegman Food Market Wegmans Food Markets, “a regional supermarket chain based in Rochester, New York, is one of the top 75 U.S. supermarkets in terms of sales volume and is widely respected in the industry. Observers agree that training is a big reason why the company stands out,” (Noe, Hollenbeck, Gerhart & Wright, 2009, p. 209). In this paper I will discuss how training at Wegmans’ is related to its organizational needs and how Wegmans’ measure the success of their training programs. I will also discuss if an e-learning will be an appropriate training method at Wegman and for what aspect of training might it be most beneficial? I will discuss how on-going training for employees can have a positive impact on employee retention

Discuss how training at Wegmans’ is related to its organizational needs.
“Hiring the right people means more than just securing employees who possess the knowledge, skills, and abilities required to perform a particular job; these people must also be able to acquire new knowledge and skills as jobs and environments change,”(Dreher & Dougherty, 2001, p. 6). Wegman Food Market Human Resources department have to ensure that they are hiring the right people that will provide the customers with superior customer service and commit to implementing the knowledge they receive during training. Wegmans organizational strategy is for the employees to “understand sales and competing on the basis of quality and service,” (Noe, Hollenbeck, Gerhart & Wright, 2009, p. 209). Wegman Food Market uses hands on training throughout their stores, to provide the employees with an opportunity to experience making the products themselves. “Training content includes practical matters such as product knowledge, food safety, and the ways to cook and bake,” (Noe, Hollenbeck, Gerhart & Wright, 2009, p. 209) fits the organizational