...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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...2.1 Training need at different levels In order for the training to be effective, we need to focus on different levels, a family environment is a good motivation key for the employee Management level | Costumer level | Operational level | -Practical learning for developing skills, making decision and leadership.-off the job training and role playing for practical understanding | -problem solving, to manage complain and queries,-workshops for customer service | -Correcting performance to motivate and bring efficiency.-advice or coaching the line managers. | 2.2 Method of training | Advantages | Disadvantages | On the job training (rotation, mentoring, self development approach...) | -Quick feedback.-Rapid consolidation if the task is not up to standards.-Employee is working and learning in the same time. | _Trainee will be trained and informed based on what happened that day, so he may lack of important issues related to safety and productivity._Adopting the bad habit of trainers._It can mess with workflow and the production of the day. | workshops | _they make employee practice and to know about their skills | _cost might proof as a loss .- might be demotivation to employees | Role playing | -Experiencing different roles and different responsabilities.--Employee get to know what it take to manage a different responsibility. | -reluctant to swap roles to take wider responsibility . | Coaching | -It gives the decision making courage -Specify area...
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...How training and development supports business growth Introduction Tesco is the largest British retailer and is also the world’s third largest grocery retailer with outlets across Europe, USA and Asia. The business began in 1919 with one man, Jack Cohen, selling groceries from a stall in the East End of London. Jack bought surplus stocks of tea from a company called T.E. Stockwell. T.E. Stockwell and Cohen combined their names to brand the tea Cohen originally sold – TESCO tea. In 1929, the first Tesco store opened in north London. Tesco has expanded since then by a combination of acquisition of new stores, retail services and by adapting to the needs of consumers. Tesco has net profits (before tax) of around £3 billion. Tesco’s primary aim is ‘to serve the customer’. Keeping existing customers happy is important, as they are more likely to return. This is more cost effective for the business than acquiring new ones. In the UK Tesco now has over 2,200 stores ranging from the large Extra hypermarket style stores to small Tesco Express high street outlets. Tesco’s original product range of grocery and general merchandise has diversified to include banking, insurance services, electrical goods as well as telephone equipment and airtime. This move towards ‘one stop shopping’ means customers can meet all their purchasing needs from one place. Tesco has also expanded its customer base through its Tesco.com website which attracts one million regular users. As the company has grown...
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...IMPACT DOES TRAINING HAVE ON EMPLOYEE COMMITMENT AND EMPLOYEE TURNOVER? SCOTT BRUM University of Rhode Island Training is of growing importance to companies seeking to gain an advantage among competitors. There is significant debate among professionals and scholars as to the affect that training has on both employee and organizational goals. One school of thought argues that training leads to an increase in turnover while the other states that training is a tool to that can lead to higher levels of employee retention (Colarelli & Montei, 1996; Becker, 1993). Regardless of where one falls within this debate, most professionals agree that employee training is a complex human resource practice that can significantly impact a company’s success. The training industry as a whole has shown significant growth through the years. Statistics indicate that investment in training is continuing to grow as more and more companies realize its importance. In 1995, $7.7 billion was spent on the wages and salaries of in-house company trainers and $2.8 billion was spent on tuition reimbursement (Frazis, Gittleman, Horrigan, Joyce, 1998). The American Society for Training and Development found that in 2004, the average annual training expenditure per employee was $955, which is an increase of $135 per employee from the previous year. The number of formal learning hours per employee also rose from 26 hours in 2003, to 32 hours in 2004 (atsd.com, 2005). As the investment in various training programs...
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...A STUDY ON EFFECTIVENESS OF TRAINING PROGRAMME TABLE OF CONTENTS ACKNOWLEDGEMENT……………………………….i ABSTRACT………………………………………………ii LIST OF TABLES……………………………………....iii LIST OF CHARTS………………………………………iv CHAPTER | TITLE | PAGE NO | I | 1.1 INTRODUCTION1.2 INTRODUCTION TO THE STUDY | 110 | II | REVIEW OF LITERATURE | 11 | III | OBJECTIVES OF STUDY | 16 | IV | RESEARCH METHODOLOGY | 17 | V | DATA ANALYSIS AND INTERPRETATION | 20 | VI | FINDINGS OF THE STUDY | 44 | VII | 7.1 SUGGESTIONS AND RECOMMENDATIONS7.2 CONCLUSION | 4546 | VIII | 8.1 LIMITATIONS OF THE STUDY 8.2 SCOPE FOR FURTHER STUDY | 4748 | ANNEXURES I. QUESTIONNAIRE……………………………………….. II. BIBLIOGRAPHY…………………………………………. ABSTRACT Training is a learning experience, in that it seeks a relatively permanent change in an individual which will improve his (or) her ability to perform on the job. We typically say training can change the skill, knowledge, attitude and social behavior. It means changing what employees know, how they work, their attitude towards their work or their interaction with their co-workers or their supervisors. THE EXPECTED RESULTS OF TRAINING PROGRAMME HIGHER PRODUCIVITY: Training helps to improve the level of Performance. Trained employees perform better by using better method of work. BETTER QUALITY OF WORK: In formal training, the best methods are standardized and taught...
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...RE: Different methods of training(A) On the Job Training Methods On the job training methods are by far the most commonly used in training for all levels of personnel. The object of on the job training is to bring the employees to at least a minimum acceptable standard of performance in the shortest possible lime. The worker by these methods learns to master the operations involved on the actual job situation under the supervision of his immediate loss who has to carry the primary burden of conducting this training. Various methods of on the job training are as follows:- (1) On specific Job—The most common or formal on the job training programme is training for specific job. Current practice in job training has been strongly influenced by the war time training within industry which was first designed to improve the job performance through job instruction training. There are following methods of training: (A) Experience—This is the oldest method of on-the- job training. But as a sole approach, it is wasteful, time consuming and inefficient. It has been observed that it should be followed by other training methods to make it more effective. In a survey, it was found that they kept up to date through a variety of activities which were largely unrelated to formal continuing education courses. On the job, problem-solving and colleague interactions were prompted as being most important for professional growth by 62 per cent respondents. (B) Coaching-On-the-job coaching by...
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...Training consists of planed programs designed for individuals, group and or organizations to improve performance, in turns that implies that measurable changes knowledge, skills, attitudes and social behavior. “When we examine the training enterprise as a whole, it is clear that training issues can be addressed from at least two perspectives. At the structural level, we can examine issues such as the following, among others: the aggregate level of expenditures by the various providers of training (e.g., federal, state, and local governments, educational institutions, private-sector businesses), the degree of cooperation among the providers, incentives (or lack of incentives) for providing training, who gets training, and the economic impact of training.4 These are macro-level concerns.” This means that before beginning a training, the company examine each of their employees and everything else from the government that is in charge and the laws that makes them work legally and everything else. In the United States there a few training trends that suggest the time and the money that could be budgeted from a company for the next decade. These contains automation, continuing worker displacement, acquisitions, downsizing. In 2004 for an example 87% of US employees worked in service based industries, which they had major challenges as for: 1. Hyper competition 2. A power shift to the customer 3. Collaboration across organizational and geographic boundaries 4. The need to...
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...IMPACT DOES TRAINING HAVE ON EMPLOYEE COMMITMENT AND EMPLOYEE TURNOVER? SCOTT BRUM University of Rhode Island Training is of growing importance to companies seeking to gain an advantage among competitors. There is significant debate among professionals and scholars as to the affect that training has on both employee and organizational goals. One school of thought argues that training leads to an increase in turnover while the other states that training is a tool to that can lead to higher levels of employee retention (Colarelli & Montei, 1996; Becker, 1993). Regardless of where one falls within this debate, most professionals agree that employee training is a complex human resource practice that can significantly impact a company’s success. The training industry as a whole has shown significant growth through the years. Statistics indicate that investment in training is continuing to grow as more and more companies realize its importance. In 1995, $7.7 billion was spent on the wages and salaries of in-house company trainers and $2.8 billion was spent on tuition reimbursement (Frazis, Gittleman, Horrigan, Joyce, 1998). The American Society for Training and Development found that in 2004, the average annual training expenditure per employee was $955, which is an increase of $135 per employee from the previous year. The number of formal learning hours per employee also rose from 26 hours in 2003, to 32 hours in 2004 (atsd.com, 2005). As the investment in various training programs continue...
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...invest in the type of diversity training which will covers a broad range of in-depth workplace diversity curricula for the Abercrombie & Fitch training program. 1. What are the instructional goals and objectives? 2. What are the definitive tasks to be performed which will incorporate this training into the day to day company processes? 3. What are the learning outcomes, and expected results? “The task analysis was to identify the important work-related tasks, knowledge, skills, and behaviors, abilities which determined if the content and activities are consistent with trainee on-the-job experience; and to develop measurable and relevant content, objectives and methods”. (SHRM Education Series Perform a Task Analysis). This has played a vital role for management to not only be aware, but to gain an understanding about the training structure behind the processes of what management, along with Abercrombie & Fitch Company employees will be learning and developing in. By management having the opportunity to understand the course of action, management will now be in an advantageous position to discuss training with employees more extensively and bring alignment to the Abercrombie & Fitch Company mission, goals and organizational expectations more definitely and clear. Person Analysis: In light of the facts previously gather which has been that diversity training has not been a standard training process, for the Abercrombie...
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...Ojt Hrm First week in my OJT May 25 Friday Our on-the job training in Tempura Japanese Restaurant took-off with a brief orientation with the store manager. First, the trainees were introduced to the whole staff, followed by a tour inside the store premises-from the dining area, then to the bar and finally in the kitchen. During this tour, the manager gave us a few ideas on how it works and we have our first glimpse on how the restaurant operates. After that activity, he/she gave us our first on-site post: the entrance. We’re instructed to stay there and open the door for the guests. He/She also reminded us that it’s a must to greet the incoming guests with “Yokoso , Ma’am/ Sir” while outgoing customers must hear the words “Doumo arigatou gozaimasu”. May 26 Saturday On our second day on Tempura, the staff taught us the standard position for serving. At the end of this activity, we were expected to learn the basic steps on how to serve the guests efficiently, have an adequate proficiency about the menu including the right pronunciation for each dish. A staff also made a demonstration on table-setting. In this task, the demonstrator specifically pointed-out that the table was set in a specific manner that follows a strict standard.After the activity, we were instructed to go back to our first designated post and usher the guests. May 27 Sunday After two days of warming-up on our new environment, the trainees were able to catch up on the life in Tempura. Day 3 is an exciting...
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...OF TRAINING AND DEVLOPMENT In simple terms, training and development refers to the imparting of specific skills, abilities and knowledge to an employee. More clearly, training and development may be understood as any attempt to improve current or future employee performance by increasing an employee’s ability to perform through learning. Usually by changing the employee’s attitude or increasing his or her skills and knowledge. The need for training and development is determined by the employee’s performance deficiency, computed as follow: Training and development = standard performance –actual performance. Difference between training, development & education We can make a distinction among training, education and development. Such distinction enables us to acquire a better perspective about the meaning of the terms. Training, as was stated earlier, refers to the process of imparting specific skills. Education on the other hand, is confined to theoretical learning in classroom. Though training and education differ in nature and orientation, they are complementary. An employee, for example, who undergoes training is presumed to have had had some formal education. Furthermore, no training programme is complete without an element of education. In fact, the distinction between training and education is getting increasingly blurred nowadays. As more and more employees are called upon to exercise judgment and to choose alternative solution to the job problem, training programme...
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...Report on “How I assess the training & development issues/needs of an Organization?” Prepared by : Supervised by & submitted to: Nazia Tazreen ID 2010010002014 Tazreen Rahman Md. Rasel Bhuyan ID 2011010004081 Course Teacher Abeda Awwal ID 2010110001061 Training & Development Kaniz Fatema ID 2010110001080 Mahajabin Begum ID 2010110001070 Program : MBA (THIS REPORT IS SUBMITTED FOR THE PARTIAL FULFILMENT OF THE DEGREE OF MASTER OF BUSINESS ADMINISTRATION WITH A MAJOR IN HRM) 13 December 2011 Tazreen Rahman Course Teacher (Training & Development) Southeast University Dhaka Campus Subject: Submission of Report Dear Madam, With a pleasure, I would like to submit my internship report entitled “How I assess the training & development issues/needs of an Organization?” in connection of my practical experience in Bestway Group I have tried my level best to expose it’s “training & development issues/needs assessment” through collecting various significant information of Bestway Group. I hope you would kindly accept the report considering my unintentional mistakes in preparing of the report. Thanking You Sincerely Yours, ______________________ Nazia Tazreen & Group MBA Program Southeast University Dhaka Campus. |Content Name | |Page No. | |First Phase: Training & Development Process ...
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...of training Training is an organized planned effort by a company in order to facilitate employees learning regrading job related competencies. These competencies include knowledge, skills and behaviors important for successful job performance. Goal of training programs for employees is mainly to master the knowledge, skill and behaviors and to apply them in their daily activities. In order to gain competitive advantage, a company should give training broadly as a method to create intellectual capital. Intellectual capital includes: Basic skills : Skills needed to perform employees job Advanced Skills: To use technology in order to share information with other employees. Understanding of customer or manufacturing system. Self motivated creativity The purpose of training is basically to bridge the gap between the job requirement and present competencies of an employee. According to Jucius Training is a process of acquiring specific skills to perform a job better. With the help of above definitions nature of training can be summarized as : It is a process of acquiring specific skills which enhances job performance. It is a process of teaching, informing or educating people. It provides required qualification to individuals in order to perform their job in a better way. It provides qualification to employees so that they can perform in positions of greater difficulty and responsibility. It is and act of increasing knowledge and skills. Objectives of training After...
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...Reflection/Training Plan Week 5 One of the best practices for a business is to have a solid need assessment, training method and training evaluation practice in place. In this paper we will go over the following: * Needs assessment * Environmental analysis * Organizational analysis * Demographical analysis * Operational analysis * Individual analysis * Training methods * Types of media * Learning principles * Training for learning skills or facts * Effectiveness of methods * Training evaluation strategies * Criteria * Pretests * Monitoring and observing training * Collecting feedback * Implementing feedback Needs Assessment Environmental analysis The purpose of the assessment phrase is to define what employees should learn in relation to job behavior. (Cascio 2013) For example with Landslide limousine all job duties and description should be defined and there should be training in place to make sure of the employees success. Organizational analysis Focuses on identifying whether training supports the company’s strategic direction, whether managers, peers, employees support training activity and what training resources are available. (Cascio2013) So with your current budget as a startup company we recommend you be conservative with your training since resources will be limited. We suggest a lot of training should be grassroots or hands on training. Demographical...
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...1. There is a growing recognition that the transfer of training is an increasingly significant issue amongst organisation’s today. The circumstances of transfer include the overview of knowledge and skills developed in training to do with the job and the preservation of the learning on the job (Saks & Belcourt, 2006). There are also factors to do with training input that can effect training outcomes and transfer including training design, trainee characteristics and work environment factors (Saks & Belcourt, 2006). Training design refers to the elements built into the training program to increase the chances that transfer of training will occur. Carlos designed a three-day communication program that included lectures, videos, exercises, and games, which taught active listening, upward communication, brainstorming and other areas (CS). Trainee characteristics include the ability, skills, motivation and personality factors of the trainee to transfer what they have learnt into work. This is where Carlos should have discussed and prepared employees to self-mange their use of new skills and behaviours on the job (Noe & Winkler, 2012 p. 181). Self management involves determining the degree of support and negative consequences in the work-setting, setting goals for using learned capabilities, applying learned capabilities, monitoring the use of learn capabilities, and engaging in self-reinforcement (Noe & Winkler, 2012 p. 181). Exposing trainees to the self-management...
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