...An Effective Training Evaluation Plan Tasha R Evans M3: Assignment 2 Argosy University Executive Summary The purpose of this report is to provide information as to why our training department is an essential component to our company, Davenport & Associates, Inc. with the need to cut company cost. This report has considered ways to improve the skill and performance of each employee, due to the advancement of technology. Introduction Davenport & Associates, Inc. is a private nursing staffing agency specializing in matching and placing qualified nurses with the best employers. Davenport & Associates, Inc. is a highly respectable company serving customers throughout the United States. Within the next 12 months, Davenport & Associates, Inc. plans to expand business internationally. With the demands of new clients, quality training courses and training of staff is very crucial to this organization. This report was created to provide information as to why our training department is essential to our company Davenport & Associates while having to cut company cost. We first have to ask ourselves if there are required skills being put to use within the company. The reason for the need to train each employee is due to the advancement in technology, and also improving performance. These two essential attributes would be a major benefit for the employee, as well as the company. While gathering information, it is important to ensure that each employee...
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...Effective Job Training Methods Saint Leo University Stephanie J. Jones MBA 533 Dr. Coronel 12/4/11 Based on the needs of the company, the employee, and on the duty being performed, the method by which job training is delivered may often vary. Choosing the right method can inspire employees to learn their job duties correctly and prepare them for their role within the organization. These methods include on the job training, goal setting, role playing, computer training, and team building exercises (Ivancevich, 2010). Development and training programs are essential for an organization to successfully train and educate their employees which ultimately leads to higher profits and tenured employees within that organization. Effective training in the banking industry is essential to be successful. In today’s market, companies have to increase their flexibility, use cutting edged technology, and be aware of their customers’ ever changing needs, in order to remain competitive. Being successful in these areas is crucial and having an effective training program will allow it to happen. On the job training is probably the most common and effective way of teaching employees tasks and duties regarding their positions, within an organization. Having “hands on” experience, actually performing the job duties with a trained professional, can be vital in the growth of employee and employer. More than half of all training occurs on the job (Ivancevich, 2010.) However, this method...
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...according to customer needs and wants then they will success. Customer will return to the particular industry if they receive quality service and quality product that they want. Customer will be satisfied if they get what they want. To achieve service quality and customer satisfaction must have valuable human resources. Through training and development program, employee will be become more perfect to achieve service quality. Therefore, training and development program that will influence service quality and customer satisfaction are very important for an organization to be successful. Keywords: Service quality, customer satisfaction, training and development program Acknowledgement I would like to acknowledge the important role of Ms.Adeline Yong, my tutor for teaching us how to write a research proposal, how to find journal, how to set up questionnaire, how to collect data and how to use SPSS system. This research proposal is one of my coursework to review the relationship between training program, customer satisfaction and service quality. Introduction In this research proposal, include explanatory study that will seek to test the effective training program influence service quality and customer satisfaction. The first section of the proposal introduces the proposed study. Nowadays organizations need to make themselves different from all the competitors. The most important part to make them different and special is good service quality that can achieve highest customer...
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...characteristics of an effective orientation? * The training model identifies the design inputs as the training needs from the TNA, the organizational constraints, and the training methods based on learning theory. For the hypothetical example, we have identified the training needs. Before determining what training methods to use, we need to consider the constraints. 2. How are organizations dealing with diversity? Are the methods effective? Why or why not? * The Bank of Montreal won the prestigious Catalyst Award for its effective diversity programs, promoted vigorously by its senior management. Then there is IBM; it developed a diversity program that resulted in an increase in black executives and female minority executives in about two years. Carrier Corp formed diversity councils in all business units. It develops diversity business cases to assist in training and has successfully increased the percentage of black people in executive positions. 3. What are the important components of an effective sexual harassment strategy? * Defining sexual harassment when it relates to a hostile environment is difficult, and care in determining what is enforceable is important. Those who develop and conduct training must not bring their own values into the training. Rather, they must present situations that are irrelevant and could quite likely lead to a backlash. 4. Why is team training necessary? What are the seven components of effective teams? What are some of...
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...1. What was the real GDP for 2009? The real GDP for 2009 is 5.6 percent 2. What does GDP tells us? It tells us the monetary value of all goods and services produced within the country excluding the income from abroad. 3. How did GDP change from 2008? From the 4th quarter GDP of 2008 to the 4th quarter of 2009, the real GDP for 2009 increased to 0.1 percent because the real GDP for 2009 decreased to 1.9 percent 4. What caused these changes? The decrease in the real GDP primarily reflects negative contributions from nonresidential and residential fixed investment, exports, private inventory investment, and personal consumption expenditures (PCE), equipment and software, investments that were partly off-set by a positive contribution from federal government spending 5. What was GNP for 2009? The GNP for 2009 is 14.56 trillion 6. What was the difference between the GDP and GNP? GDP is the Gross Domestic Product that tells us the monetary value produced within the country excluding the income from abroad and GNP, Gross National Product tells us the monetary value of all goods and services produced by a country’s nationals within and out of the country. 7. How did GNP changed from 2008? The GNP for 2008 in the 4th quarter is 14.35 trillion and it increases in 2009 and kept on escalating throughout each year. 8. What was causes these changes? These changes caused by the recession period that started from December, 2007 -2009. 9. What was...
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...Determining Effective Orientation and Training Methods MGT/210 12/7/2010 Anita Bingham Day 1 Hi I am the training supervisor, and I will be doing your orientation and training you. I will be training you as a sales clerk. This will be a 3 day orientation, we will be covering our specific topics and the techniques that will be used. First we will be going over our objectives and philosophy of the organization. A customer relation is your top priority as a sales clerk is pleasing customers. Sales clerks make every effort to satisfy the customer within the bounds of company policy. Handling money is where the sale’s clerk usually takes’s payment for goods and services, so they know how to run a cash register. Depending on the method of payments accepted by the store, you may need to know how to count change and how to process checks and credit cards. Merchandising is where sale’s clerks are responsible for stocking merchandise and to keep the store neat and inviting. Our philosophy is we would love for all the sales clerks to do every objective, and they would have good work skills. Our attendance policy is very easy we would like for you not to miss no more than three days. Having good communication skills will help you a lot with the customers the nicer you are to them the nicer they will be to you. Clocking in on time is a great thing to do so you know you get paid for all the work time in the day. Being at work on time is also a good thing so you have your...
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...13-Oct-14 Re: Technology Training Recommendations It has come to my attention that our new software training has not been completed by all employees. This is extremely important that all employees complete the training to make the use of this software an easy transition as easy as possible and as your training consultant these are my recommendations. Prior to the training a needs assessment will be sent out to all employees including what technology difficulties the staff are having with the software and what training methods are best so we can better understand each employees business needs. We will also offer a couple of different choices to the training to fit everyone’s schedules. The reason the training may have failed is that employees didn’t take it seriously. If you seriously want everyone using this software then it must be mandatory that they all train for this transition. This software has been installed and should be used daily. Unfortunately, I believe that it needs to be a forced training otherwise they will not want to learn a new system, because that takes time and energy. We will do an assessment of their knowledge, skills and abilities so they can all be properly trained. Secondly, I don’t believe that coffee and doughnuts are enough of an inspiration to want to do a training. They are nice to have for the training and a nice gesture, but that is not enough to make all employees attend a training session. As far as the training methods go, I would change...
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...Unit 9 – Training This document is a report regarding on training in the business world and this report includes the following: * Expected outcomes * Process of identifying needs * Training methods used * Costs and benefits of training methods used * Constraints (factors affecting training methods used) * Appropriateness and an evaluation of training programmes Training refers to acquiring job specific skills and abilities, learned at work or somewhere else and provides employees with new skills and knowledge. There are 3 methods of training that can be used in the business and these are: * Induction * On-the-job training * Off-the-job training Induction Training is a programmed designed to introduce new employee to their job and it is used to explain the roles of the staff, familiarise the worker with their job, explain the procedures used in the business, make the employee as efficient as possible and encourage the new workers to be committed to the organisation. During the training, the new workers will have the opportunity to; ask questions, find out what goes on and where to go, meet the people they will be working with and familiarise themselves with the workplace. On-the-job Training is where a worker remains at their usual place of work and learns how to do their job (e.g. doctors). The advantages of this type of training are that, it is easy to organise, specific to the job and the business and it is relatively cheap....
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...employer designing their training programs which doesn’t need to exist. a. The first step to creating a learning environment is to decide what you want to teach. The idea is to make training programs as relevant as possible to the organization (and the needs of said entity). i. One of the biggest barriers of organizations in the first step is the lack of job-applicability of their programs --- a well-done needs analysis will ensure that an organization not only needs the program but also give a good idea of whether the program will be effective or a waste of time and money. ii. The next mistake organizations make is that they fail to set clear, concise instructional objectives. In order for training to be effective, the training has to have a very narrow goal, i.e. we need to teach the employee to perform the task of connecting calls via a switchboard. iii. Once the goal is set, you should then go to a line manager and ask them what knowledge the trainee needs to know when connecting calls via a switchboard as it applies to the organization – too many organizations skip this step and end up teaching employees a different way of doing things. This causes problems in the workplace when they make it back to it, and then they have to unlearn what they learned and start over (which creates inefficiency.) iv. The last item you should look at when deciding when you are deciding what to teach your employees in your organization is whether the training program is interactive enough...
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...Technological Based Training Methods Student name Institutional Affiliation Traditional Versus Technological Based Training Methods There are various methods and materials accessible to help an organization prepare and equip its employees to better carry out their functions. Indeed, with numerous choices out there, it is daunting to establish which methods to employ as well as when to use them. The use of several methods for every training session may in fact be the most effective means to assist employees learn and retain knowledge. Today, organizations realize that they cannot use only traditional training methods, especially if they want to remain competitive (Noe, 2012). In the information period also, learning opportunities across a lifetime from one’s childhood to adulthood. The skills and knowledge of people need constant refreshing, so as to keep up with the new technologies and trends. Currently, the radical change in the workforce structure and the reinventing of traditional work, in either the factory or in the large-scale repetitive clerical operations, develop the use of advanced technologies as a prerequisite for successful training (Papani, n.d). Recently, facilities for education and training at a distance have been recognized as a way of offering access to knowledge as well as learning facilitation for people for whom if otherwise might be denied. Such facilities include intranets, extranets, e-learning, online training, and m-learning...
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...4. Employee Training and Development , Knowledge Level: Novice, Keywords: employee, training Read more: 4. Employee Training and Development Get more information on Entrepreneurship The quality of employees and their development through training and education are major factors in determining long-term profitability of a small business. If you hire and keep good employees, it is good policy to invest in the development of their skills, so they can increase their productivity. Training often is considered for new employees only. This is a mistake because ongoing training for current employees helps them adjust to rapidly changing job requirements. Purpose of Training and Development Reasons for emphasizing the growth and development of personnel include • Creating a pool of readily available and adequate replacements for personnel who may leave or move up in the organization. • Enhancing the company's ability to adopt and use advances in technology because of a sufficiently knowledgeable staff. • Building a more efficient, effective and highly motivated team, which enhances the company's competitive position and improves employee morale. • Ensuring adequate human resources for expansion into new programs. Research has shown specific benefits that a small business receives from training and developing its workers, including: • Increased productivity. • Reduced employee turnover. • Increased efficiency resulting in financial...
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...On-the-Job Training Nathan Vaughn Wilmington University BBM 315 DIS Kevin J. Cullen June 26, 2011 Abstract The purpose of this paper is to highlight a couple of different tools and techniques that can be used for on-the-job training. Some methods may work better than others, depending on the situation. Communication is very important throughout the whole training process because if two way communications fail, the instructor may think that their method is working, when in fact it is not. If the trainer is instructing and the trainee makes it known that they do not fully understand the instruction, the trainer can try a different method for relaying the information, which may prove to be more successful in helping the trainee learn. There are also different acronyms that, providing the instructor uses it, can promote the success of the training. One such acronym is “FIREARM”. “FIREARM” will be explained later in this paper. Along with previous techniques stated, I have also included personal techniques that have proven to be successful while training employees in the past. Encompassed in personal methods are the empowering and authoritarian approaches. Both are affective in their own right but should only be used when applicable. Tools and Techniques for On-the-Job Training If you were to ask any successful businessman or woman to write their biography, they would probably write about how they started out, tools and techniques they used to for training in order...
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...Introduction Many organizations across all countries have recognized training as strategic priority and it is great tool to give an organization a competitive advantage. Trainings are divided into two broad types; there are on-the-job trainings and the off-job trainings. Off-job training takes place outside worksite and there are varieties of techniques and that includes conferences, simulations, discussions, case studies, and laboratory trainings…etc. However, these programs are very costly. On-the-job training, on the other hand, is given at workplace as the name implies; employees are trained how to do the job assigned while at work. It is the oldest form of training prior to the advance of off-site trainings and still the predominant form in the United States. OJT can save money, and employees are immediately productive in their job role, building in the same time, a solid working relationship. Nonetheless, there are some disadvantages of it is that sometimes bad habits from the trainer could be passed and production might be decreased to get the trainee up to speed. Also some of OJT are done on ad-hoc manner with no formal procedure or content, and during the process, no specific goals or objectives are specified or developed. Not to mention trainers; those usually have no formal or training experience on training. That is what we can call informal on-the-job training. Lynch (1991) supported that a formal or structured OJT approach is more specific to achieve the firm’s...
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...Subject: Human Resource Development 1. * Meaning and concepts of Human Resource Development, Human Resource Development (HRD) is considered as a vital part of Human Resource Management and it is defined as "an organized learning experience within a given period of time with the objective of producing the possibility of performance change." HRD aims at overall development of human resources. HRD is more concerned with the training and development of employees. Human Resource Development (HRD) means to develop available manpower through suitable methods such as training, promotions, transfers and opportunities for career development. A) Describe the major functions in Human Resource Development (HRD) Frame work of an organization. – 2011 * OR - Features of Human Resource Development, The nature / scope / function / characteristics or features of HRD are as follows :- 1. Training and Development: HRD involves training and developing the employees and managers. It improves their qualities, qualifications and skills. It makes them more efficient in their present jobs. It also prepares them for future higher jobs. 2. Organizational Development (OD): HRD also involves Organizational Development. OD tries to maintain good relations throughout the organization. It also solves problems of absenteeism, internal conflicts, low productivity and resistance to change. 3. Career Development: HRD also involves career planning and...
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...Employee Training and Development Employees are an integral part of an organization’s ultimate success; an organization’s goal should not only be to attract high quality employees, but also to produce them. In order to cope with the rapid changes in the external environments, organizations need to grow and innovate continuously and sustain itself in a highly competitive market by strengthening or expanding knowledge base, skills and abilities of their employees (Truitt, 2011). Thus organizations must implement effective training programs to help their employees gain essential skills they need for success, productivity and enhanced job performance. Training and education have shown to have a significant positive effect on job involvement, job satisfaction and organizational commitment (Truitt, 2011). Effective training programs should foster “positive relationship between learning satisfaction and the effectiveness of the learning applied” (Truitt, 2011, p.2). Training should be aimed to provide employees with proficiency in the execution of given tasks and allows employees to enhance their skills and competence levels and to ensure that they have access to all the resources that they need to support development and growth. Employee training “typically entails personal involvement, commitment, and experiential gains” and involves “learning by doing” (Hughey & Mussnug, 1997, p. ). Positive training may assist with the reduction of anxiety and frustration which most employees...
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