Investing in a Training StaffEssay Preview: Investing in a Training StaffReport this essayIt is imperative that companies make the right choice in choosing a trainer. Trainers are endowed with much responsibility, especially making sure information is conveyed properly. The trainer in a sense has become the mouth piece for the stakeholders, managers and company as a whole. The reason companies invest so much of their budget dollars into training, to help improve profits, retain older employees, and reduce wastage. Mr. Curry in my most recent performance development meeting you asked me to submit a few cost saving ideas for the office to include as part of my yearly evaluation. Throughout my research, Ive collected a significant amount of data that will allow us to save money without sacrificing quality. Ive used a six step decision making process to ensure the accuracy of the decision (Bazerman, Moore 2009, pg2-3).
Define the problem: When a business is strong and profitable, there should be a meticulous process placed to make sure that all employees whether new or old have significant knowledge of the job requirements.
Identify the criteria: Along with analyzing the companies structure, reviewing guidelines, defining weaknesses and strengths, employee assessments, it is also important that the trainer understand how and what skills to use when training employees or staff.
Weight the criteria: To improve the companys bottom line; the investment in training and the time spent by human resources from their jobs by measuring the effect on the company profits companies can determine their return -on-invest.
Generate alternatives: Have a well-organized, up-to-date, and manual for the employee to read. A thorough job manual or handbook not only gives the employee a concrete reference for understanding his job; it shows that your company is well organized and invested in employee development.
Rate each alternative on each criterion: All criterions were rated provided what the outcome of each training type would provide for the learning process.
Compute the optimal decision: After calculating the weighted criteria versus the identified criteria I found that for each employee the training type and learning method both have a 100% optimal score. They both go hand in hand.
In conclusion, the desired long term impact of training is to improve organizational and program performance and to contribute to the achievement of national demographic and health goals. It is difficult to demonstrate a direct link between training and these long-term results because of the many factors other than training that are involved. However, it is possible to demonstrate the impact of training on employees skills and performance. The impact of training on job performance focuses on the first level, job performance of trainees, with the assumption that good individual performance and better client services, and eventually make a significant contribution to the achievement of desired
The Impact of Training on Job Performance and Credential Planning
The impact of training has been evaluated in several studies, most recently with a large body of evidence that has shown that the effects of training on a worker’s motivation and their ability to carry out work are as large as expected:
Roughness of the training period. The longer the training program is, the greater the impact that training has on jobs.
The longer the training program is, the greater the impact that training has on jobs. Quality of the training period. Training affects training quality more than jobs, so if training did not make a significant contribution to employee satisfaction, it would have to either go away or be replaced by other sources. Thus, many job-related training and recruiting systems have been criticized. The main problem, however, concerns the length of the training program.
Training affects training quality more than jobs, so if training did not make a significant contribution to employee satisfaction, it would have to either go away or be replaced by other sources. Thus, many job-related training and recruiting systems have been criticized. The main problem, however, concerns the length of the training program. Employment quality. Training can be expected to improve employment prospects of workers. The effect of teaching employees skills and improving job performance would be greatest in areas such as educational programs and job training. The longer training program, which should work to keep up with the demands of the job, would also be particularly detrimental to the quality management of employers, and the employer would be less likely to hire new employees.
Training can be expected to improve employment prospects of workers. The effect of teaching employees skills and improving job performance would be greatest in areas such as educational programs and job training. The longer training program, which should work to keep up with the demands of the job, would also be particularly detrimental to the quality management of employers, and the employer would be less likely to hire new employees. Compensation and benefits. Employers have complained that because training is more of a cost-benefit analysis than an individual skill and function test, it results in increased compensation in comparison with employees having different tasks performed. This is because the benefits for the average employee are higher than for the average employee because the training and employer benefits of training are different.
Employers have complained that because training is more of a cost-benefit analysis than an individual skill and function test, it results in increased compensation in comparison with employees having different tasks performed. This is because the benefits for the average employee are higher than for the average employee because the training and employer benefits of training are different. Employee-rated employee performance. The shorter the training period, the greater the impact on employee performance compared with those who took the same working load. This helps to ensure that managers are more aware that there are other employers who do similar activities and that they are more