...Employee Training and Career Development Paper Gerald Bryant HRM/300 May 30, 2016 Barbarann Ott Employee Training and Career Development Paper Employment development is very important the success of an organization, and the career development of the employee. Employees look to learn and develop new skills. Organizations look to improve efficiency and operations. Together the two can increase organizational development, employee development, and employee retention. A good employee development program consists of planning and the use of methods. This paper will discuss the role of employee development, methods of development, the relationship between organizational development with employee development, the impact of human resources management in development, and my personal career path. The role of employee development can be crucial to the success of a business. Employee development programs can contribute to performance of an organization. A highly functional and developed employee can accomplish more by providing more experience and knowledge (University of Minnesota, 2010). Employee development has a direct impact on employee retention. Companies that train their employees and develop their skills show more faith in their process, and the people working for them. Another advantage to employee development is succession. Training employees and developing their skills can increase their effectiveness and promotable ability. Succession planning can prove easier...
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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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...Employee Training and Career Development Paper FUNDAMENTALS OF HUMAN RESOURCE MANAGEMENT HRM/300 Employee Training and Career Development Paper Training and development of the employees are important to an organizations success. The human resources management team’s role in the employee training and development, and organizational development is to provide the tools and information needed to be successful. Employee development methods are beneficial to the organization and employees because it ensures that changes are met within the organization. The importance of the human resource management’s involvement in the process is to develop and make sure that programs are available to meet the needs of the organization. Role of Training in an Organization’s Development The role of training in an organizations development is to develop employee’s skills, and knowledge to help the employees to perform his or her job more effectively. DeCenzo and Robbins (2007) defines employee training as “present-oriented training that focuses on individual’s current jobs” (p. 209). An organizations development depends on how well an employee can do his or her current job. Training provides employee’s an opportunity to develop his or her skills, knowledge, attitude, and behavior. An organization profits from training employee’s because the organization needs to have workers who are well-adjusted, have training, and experience to perform the job requirements. Organizations invest in employee...
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...Employee Training and Career Development Paper Training and development programs help increase both morale and performance of the workforce. By adding job relevant training programs will send a message to employees that professional development is a top priority within the corporation. The initial and ongoing training of an employee assists to improve their skill set, learn new technology increases productivity, and job performance (DemandMedia Inc, 2012). New hire training starts during the first week of employment for set duration receiving orientation to continue training, and obtain managerial skills; after-sales service skills, communication development techniques, time management, organizational methods and strategies as well as team-building techniques. This progressive training component may focus on individual performance but can assist the employee to improve their skill set, improves how to manage subordinates and reduce turnover rates. Leadership training helps the employees looking to pave their career path within the industry and mentor current supervisors on new, effective leadership strategies, and encourage employees with their individual goals (DemandMedia Inc, 2012). Training existing employees for future responsibilities helps in their ability promoted from within. Once employees see movement up from within the organization, others motivated to participate in those same programs, thus increasing productivity in current responsibilities, gaining a possible...
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...Employee Training & Career Development Paper Employee Training & Career Development Paper Employee Training & Career Development Paper Employee Training & Career Development Paper Employee Training & Career Development Paper Employee Training & Career Development Paper Employee Training & Career Development Paper Employee Training & Career Development Paper Employee Training & Career Development Paper Employee Training & Career Development Paper Employee Training & Career Development Paper Employee Training & Career Development Paper Employee Training & Career Development Paper Employee Training & Career Development Paper Employee Training & Career Development Paper Employee Training & Career Development Paper Employee Training & Career Development Paper Employee Training & Career Development Paper Employee Training & Career Development Paper Employee Training & Career Development Paper Employee Training & Career Development Paper Employee Training & Career Development Paper Employee Training & Career Development Paper Employee Training & Career Development Paper Employee Training & Career Development Paper Employee Training & Career Development Paper Employee Training & Career Development Paper Employee Training & Career Development Paper Employee Training & Career Development Paper Employee Training & Career Development Paper Employee Training & Career Development Paper Employee Training & Career Development Paper Employee Training & Career Development...
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...School of Psychology 2013 Paper Outline Faculty of Arts and Social Sciences PSYC573-13A (HAM) Personnel Training & Development Lecture times/rooms: Thursdays, 09:00am – 10:50am. Room I1.08. Lecturer/Convenor: Donald Cable, Room K1.01. Extn: 8296. Email: dcable@waikato.ac.nz Student consultation hours: Thursdays 14:00-15:00. Other times by appointment. Paper Description The aim of this paper is for you to develop an understanding of the theory, research, and practice relating to training and development (including career development) in organizations. Upon successfully completing this course, you should be able to: understand, and apply personnel training and development psychology theory and research, and bridge the gap between this and the practice, conduct training needs analyses and evaluate training and development (including career and professional development) initiatives, identify or develop training programs which incorporate sound principles of learning and training transfer, identify and develop the competencies that will support you in pursuing a career as an organizational psychology (or HR) practitioner with a focus on the training and development of individuals in organizations. Blending the exploratory learning aspect of Active Learning with proceduralized instruction, and creating a learning environment within which students are actively encouraged to construct knowledge, this paper includes lectures with associated readings, student seminars...
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... | | |MGT/431 Version 6 | | |Human Resource Management | | |Puerto Rico Campus | Copyright © 2009, 2008, 2006, 2004 by University of Phoenix. All rights reserved. Course Description This course focuses on the strategic role of human resource management, personnel planning and job analysis, personnel selection, performance appraisal, compensation, training, and development from the vantage point of the manager. Policies Faculty and students/learners will be held responsible for understanding and adhering to all policies contained within the following two documents: University policies: You must be logged into the student website to view this document. Instructor policies: This document is posted in the Course Materials forum. University policies are subject to change. Be sure to read the policies at the beginning of each class. Policies may be slightly different depending on the modality in which you attend class. If you have recently changed modalities, read the policies governing your current class modality. Course Materials Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright...
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...Multiple Choice Quiz Inclass Quiz 7/7/11 20 Individual Staffing Plan Paper Prepare a 1,050- to 1,400-word paper in which you develop a staffing plan for the organization in which you work, or one with which you are familiar. Determine how many people you need to hire and in what functional areas, such as manufacturing, operations, customer service, distribution, marketing, and accounting. Develop strategies to recruit the appropriate applicants. Include a discussion of how the strategy is legally compliant. Use the reading assignments, interviews with your HR representatives or staff persons, website articles, Electronic Reserve Readings, and HR journal articles to support your position. Use at least two text references. Format your report consistent with APA version 6 guidelines. Submit copy of Plagariarizer Checker Submit certificate of originality 7/7/11 80 Learning Team Charter Create the Learning Team Charter. To receive full points, you must submit a complete charter, not just contact info. 7/7/11 30 Week Three: Compensation and Benefits Details Due Points Objectives 3.1 Analyze the impact of various compensation methods and benefit programs on employees and organizations. 3.2 Relate salary and benefit administration strategies to organizational culture and performance. 3.3 Examine how incentive plans relate to organizational objectives. Readings Read Ch. 11–13 of Fundamentals of Human Resource Management. Read this week’s Electronic Reserve Readings...
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...Employee Motivation and Career Development By Laura M. Davis Employee Motivation and Career Development Employee Motivation and Career Development is an essential concept of an organizations success. It is important to understand the effects of Employee Motivation and Career development and how it will utilize the success of an organization. Introduction The Career Development process can be used for many applications in an organization. It allows the employees to understand what skills they need to develop. The success of Career Development programs is to improve the competency of their employees and better utilize their KSA’s (knowledge, skills and abilities). It is important for employees to be trained in the skills essential for meeting the challenges an organization faces in achieving their goals and expectations. The purpose of this paper is to explain how Career Development plans are an essential part of enhancing the workplace environment and how an organization can develop their employees successfully. This paper will also explain how Employee Motivation can benefit an organization and what motivates employees to reach a higher potential in their work environment. It is important for employees to be motivated and encouraged to reach their full potential to prosper and grow in the organization. Employee Motivation Individuals have different reasons for working. Most individuals work because they need to obtain something they need from work. Whatever the employees obtain...
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... |School of Business | | |HRM/300 Fundamentals of HumanResourceManagement | Copyright © 2009, 2008 by University of Phoenix. All rights reserved. MU12BSM05 7/11/2012-8/8/2012 Course Description This course explores the critical role of human achieving resources in business results. The course will help students to have a solid understanding of the fundamentals of human resource management and its strategic relevance in business today. This course will provide students with a critical perspective on the development of human capital in the context of a unified system of attracting, retaining and developing talent that creates and supports the vision and values of the organization. Students will develop an understanding of the critical business implications for human resource professionals today. Policies Faculty and students/learners will be held responsible for understanding and adhering to all policies contained within the following two documents: • University policies: You must be logged into the student website to view this document. • Instructor policies: This document is posted in the Course Materials forum. University policies are subject to change. Be sure to read the policies at the beginning of each class. Policies may be...
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...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 they first start. “If you wish to achieve worthwhile things in your personal and career life, you must become a worthwhile person in your own self-development,” (Tracy, 2010). In this paper the subjects discussed are the role of training in an organization’s development, different employee development methods, relationship between employee development and organizational development, and the role of human resource management in career development. The role of training in an organization development is making the employee a better work for better productivity in the organization. Training involves changing skills, knowledge, attitudes, or behavior. Organizations spend billions of dollars on formal courses and training programs to develop worker’s skills. When organization spends that amount on money, they want to get the most out of their money. An organization wants to make a better employee to help the organization so the company does not want to waste money on training. Typically an organization will test an applicant to see if the skills...
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...Paper III Manpower Planning and Training Response Sheet I 1. What is Human Resource Planning? Identify its objectives and role in human resource management? Definition: HRP is a process which includes forecasting, developing, implementing and controlling by which a firm ensures that it has the right number of people and right kind of people, at the right place, at the right time, doing things for which they are economically most suitable. Its ultimate objective is to effectively use the scare talent in the interests of the labor and the organization. Through HRP, organization ensures that it has the right number and kind of people, at the right place, at the right time, capable of effectively and efficiently completing those tasks that will help the organization achieve its overall objectives. Objectives: 1. To include various aspects through which an organizational tries to ensure that right people, at right place, and at right time are available. 2. It determines the future needs of manpower in the light of organizational planning and structure. Therefore, it depends heavily on these factors. Determination of manpower needs in advance facilitates these factors management to take up necessary action. 3. To take in account the manpower availability at a future period in the organization. Therefore, it indicates what actions can be taken to make existing manpower suitable for future managerial positions and the gap between needed and available manpower can be...
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...Personal Development Planning For Postgraduate Research Students Postgraduate Personal Development Planning 1 INTRODUCTION Personal Development Planning (PDP) is a process already present in most PhD supervision and study practices. PDP is ‘a structured and supported process undertaken by an individual to reflect upon their own learning, performance and/or achievement and to plan for their personal, educational and career development’ (QAA 2001). This handbook provides guidelines for Postgraduate Research students at Queen’s on what PDP involves and to help you to get the most out of the process. Please note that there may be slight variations or specific requirements for you in your School or subject area. Key features of PDP: • PDP is an ongoing process, not a single document, nor is it carried out at a single point in time. • It provides you with the opportunity to plan, reflect on and record your progress, development and achievements. • PDP formalises good practice in working for and supervising a research degree. • PDP is a structured and supported process. The structure and support is provided by: - The Skills Analysis Questionnaire - The Postgraduate Skills Training Programme (PSTP) - Records of meetings with your supervisor(s) - Training plans - Formal reviews – 3 month, differentiation, and annual monitoring - Records and evidence of your achievement - Your evaluation and reflection of your progress, achievements and skills - Your research diary or log...
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... |School of Business | | |MGT/431 | | |Human Resource Management | Course Description This course focuses on the strategic role of human resource management, personnel planning and job analysis, personnel selection, performance appraisal, compensation, training, and development from the vantage point of the manager. Policies Faculty and students/learners will be held responsible for understanding and adhering to all policies contained within the following two documents: • University policies: You must be logged into the student website to view this document. • Instructor policies: This document is posted in the Course Materials forum. University policies are subject to change. Be sure to read the policies at the beginning of each class. Policies may be slightly different depending on the modality in which you attend class. If you have recently changed modalities, read the policies governing your current class modality. Course Materials Noe, R. A., Hollenbeck, J. R., Gerhart, B., &...
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...Organizational Diagnosis Paper – Commander Support Staff By M. April Fargher I have chosen to write my organizational diagnosis paper on the organization I am currently working for. The National Air and Space Intelligence Center (NASIC), with headquarters at Wright-Patterson Air Force Base, Ohio, is the primary Defense Department producer of foreign aerospace intelligence. NASIC develops its products by analyzing all available data on foreign aerospace forces and weapons systems to determine performance characteristics, capabilities, vulnerabilities and intentions. The center's assessments are also an important factor in shaping national security and defense policies. As the DoD expert on foreign aerospace system capabilities, the center historically has also been involved in supporting American weapons treaty negotiations and verification. NASIC is a very large organization of military and civilian personnel representing multiple career fields among several units. I chose to closely diagnose the section I work for who is involved daily with every unit within NASIC. The section I work in is a support element of the center known as the Commander’s Support Staff (CSS). Our staff prepares and processes administrative support actions relating to unit programs such as military decorations, in-processing and out-processing of personnel, notification of drug testing, separations and retirements, and enlisted and officer evaluations. We manage the unit leave control program and maintain...
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