...organizational development has become the most important and strategic function of the human resource management. This paper will examine the organizational development tools and their impact on the employee development mainly related to motivation and training. Its major topic of discussion will be the outdoor training sessions and their impact of motivation and performance. Also the paper will discuss the factors that can impact the effective outdoor training sessions like study tours. Introduction The continuous changes in the technology have put the business in tough conditions to manage their employees with old system of working and management. So the human resource management has become the strategic part of the organization. Companies are focusing more on the management of their human resource to achieve their goals like cutting the cost, better performance, and high yield etc. One of the most important functions of the human resource management is the organizational development. Since the continuous change in the working techniques made the employees resistant to change. The non efficient management of the change resistant behaviors caused high employee turnover, absenteeism, low performance and ultimately results low productivity. Companies spend lot of its resources on employees’ development and training. The better trained and well developed employees bring good performance to the company which leads toward success. So the employees’ development and training is...
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...Employee Training and Career Development Stephanie Tolli HRM/300 2/1/2016 Dr. Linda Begley Training in an Organization’s development An organization that wants to grow and progress needs to understand how training fits into the puzzle of the development of the company. Training is vital as it involves acquiring and expanding the knowledge and skills of the employees required for a certain job. As job are becoming more sophisticated and being influenced by technology and corporate changes, training is starting to become more important to the organization than ever before. Training targets specific goals, for example learning how to operate a particular machine. While career development focuses on a broader set of skills, like creative thinking and decision making, that can be used in a wider range of situations. (“Art of the Start”, 2016). Training is an opportunity that some companies do not like to add to the budget as it can be expensive. There are times that an employee may have to miss work to attend any training, and this can push back work and put the company behind schedule. Even with the added expense and potential setbacks, training and development provide both the company and the employees with benefits that make it a worthwhile investment. (Frost, 2016). Some of the reasons that make training and development so important are that it can help find the companies weaknesses, improves workers performance...
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...Employee Training and Career Development Paper Karl Bryant HRM/300 04/13/2015 Dr. Lauraann Migliore Employee Training and Career Development Paper There are many aspects that go into the training and career development in different organizations. Each organization depends on human resource department in different ways. Human resources is a people department because in most companies today managers depend on HR to find or locate candidates that are right for the job and also aid in the training or creating the proper training to ensure new hires are going to be able to get the job done right. Creating a job or career is the hard part in an organization due to the fact that you have to make sure labor demands are high enough to pay the employees for the positions if the labor demand is not high enough or worth doing you would basically be paying money when it’s not practical. The role of training in an organizations development is an important aspect of any company and is a process of its own. There are lots of steps in this process such as follows you have to create the job. Then you have to decide what the important role said job is going to have in the company. Next human resources will need to look at the position from all aspects such as the employee’s point of view and the customer’s point of view to create job training that is pertinent to suit customer satisfaction. As well as look appealing to the employee that will be working said position. Different employee...
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...Role of an employee in a Self-development is directed related to the will of the Department or agencies to have professionals, highly educated and trained professional working for them. A fewer agencies, departments or business will leave the employee by himself, without the necessary support to grown professionaly Some Agencies will leave the process of professional evolution under the motivation and thirst to manage the obstacles of time, and financial support on the hands of the Employee. It will be up to the employee to arrange and plan his professional development, by the way this system of management is an invitation for failure and professional stagnation, due to external factor that will prevent professional to looking for improvements, and being satisfied with the job that he or she has. Modern Departments or agencies will be the employees’ partner; they will invest and plan the individuals development, just leaving the rest for the employee own will to succeed. Nowadays promotions and raises are based on the most developed and competent candidates. Naturally it is expected that the employee will initiate the process of self-improvement. Because professional stagnation will lead the individual to less important positions, fewer promotions and most important less money or a poor resume. Below it is described three organizations and their view about the topic on employee self-development. Researching at the Department of interior website, it is expected...
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...Running Header: Learning Organization Paper Learning Organization Paper Joseph Edward Washington Jr. University of Phoenix HRM/426 – Employee Development Instructor, Calvin Lathan January 11, 2009 Employee Development In this Critical Elements of Employee Development Paper, Needs assessment techniques are described. A needs assessment or analysis is the process you take to verify whether training will be the right solution to correct operational deficiencies. A human resource representative will carry out one or all three of the following types of analysis (Cherrington & Middleton, 2002): organizational, individual, and task. An organizational analysis studies performance of the entire organization. An individual analysis is a smaller view to the individual employee, determining the employee’s capacity to execute their job within adequate standards. Lastly, a task analysis determines the skills and abilities required to complete the diverse tasks involved in a job. It’s important to keep in mind, that when conducting a needs analysis, a lot of the time, the focus is on the symptom and not the actual cause. So, don’t forget the cause as the analysis process is being conducted. Some of the more accepted methods to gather information are through tests, organizational records, surveys, interviews, focus groups, job analysis observation, root-cause analysis and performance appraisals. This paper discusses the following needs assessments, focus groups, performance...
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...1. Executive summary This report finds the employee training and development program in Jiangnan Group Limited is not functioning good enough to help achieve the company goals. The major areas of weakness require further investigation and remedial action by management are company too rely on manpower, traditional training programs can be too costly and often too time-consuming, continually increase manufacturing cost by China’s current Five-Year-Plan (2011-15) of minimum wage and the rising value of the RMB raise the production cost and made the goods more costly to ship. To resolve the problems the following recommendations are proposed: * Review existing T&D programs to ensure they address MCO Competency Gaps and Leadership Talent Pool needs. * Revise/upgrade existing T&D programs to improve competencies and/or add ‘new’ ones * Develop new T&D Programs to identify necessary or additional resources (outside vendors, partnering arrangement with other agencies, budget/resources needs and availability, etc.) * By using E-training system, Jiangnan Group Limited is able to train employees stationed remotely, without having to regard geographic or language barriers. * Establishing a new manufacturing facility in South Africa to benefit from the growth in South Africa and its surrounding countries. * Also save cost from establishing a new manufacturing facility in South Africa * Using robots to replace manpower * Adopt E-training for...
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...- July 2011] Employee Development and Its Affect on Employee Performance A Conceptual Framework Abdul Hameed Aamer Waheed Lecturer Management Sciences, COMSATS Institute of Information Technology Park Road, Islamabad, Pakistan E-mail: abdulhameed@comsats.edu.pk Abstract Employee is a key element of the organization. The success or failure of the organization depends on employee performance. Therefore, organizations are investing huge amount of money on employee development. This paper analyzes the theoretical framework & models related to employee development and its affect on employee performance. The key variables identifies related to employee development and Employee performance. The further discussion develops a proposed model which explains the relationship between employee development variables (employee learning, skill growth, self directed, employee attitude) and employee performance variable. The employee performance will affect on organizational effectiveness. The paper is divided into three parts. The introductory part provides brief overview related to employee development and its affect on employee performance. The second part analyzes the views and studies of the past researchers related to employee development and employee performance. In the end, paper presents the proposed model along with the discussion and conclusion. Keywords: Employee development, employee performance, organizational effectiveness. Introduction Employee Development is one of the most...
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...Employee Engagement - Development Class: Leadership and Organizational Behavior This research analyzes the significance of employee development programs that emphasizes on employee engagement. It also focuses on the organization involvement in career development plans. As analysis methods, we created a survey that was issued to friends and family. We also conducted a focus group with an undergraduate class. The results determined that training and development will increase employee engagement. The purpose of this project is to understand and analyze the importance of employee development programs. Not focusing on one organization allows the project to be a general overview. This project will provide conclusions and recommendations for employee engagement. There is no single formula for creating an employee development program, but there are some important components that should be considered. A truly effective employee development program should include learning, career planning, goal setting, and evaluation. These areas will help the program be beneficial to the employees who utilize and to the organization that provides it. Without them, the employee development reverts back to being simply thinking. According to Schein, Organizations today are undergoing a metamorphosis. Whether one thinks of it as “downsizing,””rightsizing,””flattening,” becoming a “learning organization,” or simply as “transformations” into something as yet unknown, no one would challenge...
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...TRANSFER OF TRAINING Transfer of training communicates to how trainees successfully and often they apply what they learned from training (skills, knowledge, cognitive strategies, behaviors) and how well they apply those competencies back to their current positions. The employee working environment and their characteristics plays an important role in their ability to self-motivate themselves, their peers and management to take what they have learned and transfer those techniques whether they are generalization skills such as verbal knowledge, motor skills or maintaining newly acquired skills, employer must insist or ensure that training takes place and transfer of training happens and it is constantly (Noe, 2010, p. 187, par.1). Transfer of training is often influenced by its designed, in fact researchers believe transfer of training is only effective if employees are self-motivated and has the desire to improve their current skills. According to Pham, Segers and Gijselears, they believe enhanced training programs for MBA professionals should offer reinforcement to the trainees self effectiveness and motivation to transfer, as well as to support trainees in the development of their own learning transfer strategies. They also believe these strategies leads to an increase in trainee’s job performance and can contribute to the organization success (Pham, Segers and Gijselears, 2010, p. 1, par. 1-4). However, it is important that transfer of training and their outcomes for non-professionals...
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...Employee Training and Career Development Paper Gretchen Baker HRM 300 August 4, 2012 Dr. Tim Lolatte Employee Training and Career Development Paper Training and development programs help increase both employee morale and performance. Offering training programs that are relevant to the job will send a message to your staff that professional development is a priority within the organization. Training employees so they can improve their skill set or learn new technologies will increase their productivity and overall job performance. (DemandMedia Inc, 2012) Training may be new hire training where new employees go through a specified amount of time where they learn subjects ranging from orientation to continuation classes in supervisory skills, customer service skills, communication techniques, time management, organizational techniques and strategies as well as team-building. These developmental training modules may not focus directly on an individual's performance but can help the employee improve his skill set, improve how he manages employees and can help reduce turnover. Leadership training assists with training employees who are being career pathed within the company and educates current supervisors on new, effective strategies for leading and encouraging employees. (DemandMedia Inc, 2012) Training current employees for future job responsibilities helps you develop employees from within. As employees see current employees move up within the organizational structure...
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...Employee Training and Development HRM 409B Survey in Human Resource Management and Organizational Development August 12, 2014 Abstract Employee training is often seen as an unnecessary financial burden on the company. The nature of the modern business environment dictates that training more important than it ever has been. Continual changes, especially when it comes to technology, mandates that employees are regularly trained on new skills. Training is not a punishment, even though employees typically do not enjoy being exposed to it. Some organizations only implement training programs that are mandated by the government. There are different benefits and challenges that come along with training. Key learning can provide a competitive advantage. Human resources should ideally be the department responsible for implementing and maintaining a training program. Training and development of employees is an important part of successful business. Table of Contents Introduction 4 Concept of Training and Development 4 Current findings 5 Employment Trends 6 Benefits and Challenges 8 Key Learning 9 Recommendations 9 Conclusion 10 References 11 Introduction Employee training and development is an important part of the business. Understanding the concept of training and how it will aid both the company and the employee is vital. This paper will address the current findings of training and...
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...Employee Development Plan Creating an employee development plan plays a significant role in the success of your employees. The employee development plan is utilized to communicate the organization's goals and accomplish those objectives within reason of the desired expectations. This developmental plan will cover a detailed need analysis broken down into three main components: organizational, team, and task. The learning objectives that helped to outline this plan will also be covered along with the appropriate delivery method. Last it will cover the evaluation criteria necessary to achieve all the tasks and responsibilities related success. Needs Analysis In order to ensure the employees are successful at T.G. I. Friday’s, the needs analysis process must be performed. According to "How to Conduct a Training Needs Analysis" (n.d.), the process is defined as: "the process or series of activities conducted to identify problems or other issues in the workplace, and to determine whether training is an appropriate response. The needs analysis is usually the first step taken to cause a change. This is mainly because a needs analysis specifically defines the gap between the current and the desired individual and organizational performances.” In the case of the T.G.I. Friday’s organization, the process would include understanding the existing skill set of all employees with relationship to their positions. The responsibilities of each employee...
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...Employee Development and Retention Stephen P. Czerniak University of Phoenix, Troy Learning Center HRM 565 Human Resources Management Instructor: Charles A. Zajac Group ID: TRGRAD26 Assignment Due: Workshop 5 October 3, 2006 Employee Development and Retention (1400 – 1750 words) Career Planning One believes that they are employed in a job and pursuing a career. Most employees do not pursue the concept much past that. Byars (2004) describes a job as a: “Group of positions that are identical with respect to their major or significant tasks and responsibilities and sufficiently alike to justify their being covered by a single analysis. One or many persons may be employed in the same job” (p. 440). The word “position” describes what most of think of when one uses the word “job” as a “collection of tasks and responsibilities constituting the total work assignment of a single employee. There are as many positions as there are employees in the organization” (Byars, 2004, p. 443). Some firms go so far as to use the phrase job description and position description to describe the job performed by an employee in a particular position. ***In this century, shouldn’t the employer more accurately describe the concept of “work” due to the internet, intranet and the ability to telecommunicate?*** Whether one is employed by the same firm or changes employers, one typically holds several positions during their career which is “a sequence of positions occupied by...
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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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...Human Resource Management is defined by Boxall et al (2007) as the management of people and work towards desired outcome. The activities involved should be designed in such a way as to ensure effective and efficient use of human talent to accomplish organisational goals. Boselie et al (2005) also places emphasis on gaining ‘added value’ through the strategic development of its resources preferably its staff. To achieve this, “Poacher” and “Gamekeeper” methods would be utilised. “Poacher” can be defined as offering an individual a job who is already employed or to entice them to quit their employment. It is considered as ‘buying talent’ rather than the organisation training to develop its existing staff. Many organisations such as Investment banks poach experienced and competent persons from reputable organisation, where junior professionals are promised higher remuneration and the opportunity to pursue their MBA in business administration. Poaching is achieved by offering a competitive pay package to an individual who may not get this offering from current employer. Organisations who poach attempts to get the individual they desire, so they set high standards in terms of better contract and as such weakens the competitive strength of opponents. An article in the Electronic Recruiters Exchange by Dr. John Sullivan suggested that poaching proactively targets employing uppermost talent from top organisation. It allows the organisation to acquire persons who possess...
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