A Review Of Employee Training And DevelopmentEssay Preview: A Review Of Employee Training And DevelopmentReport this essayA review of employee training and development.Donna Heeter4/10/2006MGT 431University of PhoenixMike AndersonAs we push forward into the 21st century, organizations are realizing the very real value of having high quality and focused training available to their employees. A dollar value return on investment is the reward to any organization willing to make the bold move toward provided the kind of high quality training that is becoming standard to be a cutting edge industry leader. The benefits organizations are seeking for their employees are organizational commitment, job satisfaction and low turnover.
A review of workplace performance.Brian R. White1/1/2006MGT 943University of ArizonaSusan W. SmithI am a veteran, and I think this post is very interesting. It starts off with a comprehensive look up on the job description and how they work, and ends up taking an overall look at many specific questions that affect the job in one way or another. It does a great job exploring not only how to do it well but also how to keep the job running smoothly under a stressful employment environment and on a budget. An examination of how employees respond to challenges, processes, and demands throughout the year, and an extensive analysis of performance performance in many categories, helps make this a good book for those looking to fill out their job report. It is highly recommended for those looking to change their job-specific performance forecasts, plan their work life, and, most importantly, prepare for a future workplace that has high standards, a long-term view of career advancement, and a variety of other important metrics for a job. I highly recommend it as this is a way to learn more about and learn from working as a top leadership talent in a diverse workplace. John A. Taggart1/1/2006MGT 17University of OregonMason C. PhillipsWhile some people might say that such a broad-discipline program isn’t something that you need to know until you are in your 40s, I believe that most are still going to want to go through something like that. Having had experience in a high performance management program, and knowing how to properly train a good team and what a training team is capable of doing, it is a great thing to go through something like this at such a young age. That said, I think many job seekers and employers need to start by realizing that at 25 they have no such option. You will need to practice what you preach and develop more effective and productive skills that are useful not only to the person, but also to the organization and to society. You might not be a better job candidate simply because you had a lower income in high school, but that doesn’t mean your skills aren’t valuable — particularly so if you have a career that is more like an engineering career in a much more prestigious company. I myself am a professional and I work to build my team. I take all these risks to grow my company and it is what attracts me to doing so. This is not really about me. I want to be able to learn and to develop, which makes this a book that can lead to great things for everyone who takes the plunge. I believe that our company’s leadership, at least in many cases (myself included) makes us better and less toxic. Having found this book it is just as valuable to take note of in your workplace and to use your skills as a catalyst for change at work. The best part of the book has me think about and discuss several areas of expertise and knowledge that I cannot talk
A review of workplace performance.Brian R. White1/1/2006MGT 943University of ArizonaSusan W. SmithI am a veteran, and I think this post is very interesting. It starts off with a comprehensive look up on the job description and how they work, and ends up taking an overall look at many specific questions that affect the job in one way or another. It does a great job exploring not only how to do it well but also how to keep the job running smoothly under a stressful employment environment and on a budget. An examination of how employees respond to challenges, processes, and demands throughout the year, and an extensive analysis of performance performance in many categories, helps make this a good book for those looking to fill out their job report. It is highly recommended for those looking to change their job-specific performance forecasts, plan their work life, and, most importantly, prepare for a future workplace that has high standards, a long-term view of career advancement, and a variety of other important metrics for a job. I highly recommend it as this is a way to learn more about and learn from working as a top leadership talent in a diverse workplace. John A. Taggart1/1/2006MGT 17University of OregonMason C. PhillipsWhile some people might say that such a broad-discipline program isn’t something that you need to know until you are in your 40s, I believe that most are still going to want to go through something like that. Having had experience in a high performance management program, and knowing how to properly train a good team and what a training team is capable of doing, it is a great thing to go through something like this at such a young age. That said, I think many job seekers and employers need to start by realizing that at 25 they have no such option. You will need to practice what you preach and develop more effective and productive skills that are useful not only to the person, but also to the organization and to society. You might not be a better job candidate simply because you had a lower income in high school, but that doesn’t mean your skills aren’t valuable — particularly so if you have a career that is more like an engineering career in a much more prestigious company. I myself am a professional and I work to build my team. I take all these risks to grow my company and it is what attracts me to doing so. This is not really about me. I want to be able to learn and to develop, which makes this a book that can lead to great things for everyone who takes the plunge. I believe that our company’s leadership, at least in many cases (myself included) makes us better and less toxic. Having found this book it is just as valuable to take note of in your workplace and to use your skills as a catalyst for change at work. The best part of the book has me think about and discuss several areas of expertise and knowledge that I cannot talk
A review of workplace performance.Brian R. White1/1/2006MGT 943University of ArizonaSusan W. SmithI am a veteran, and I think this post is very interesting. It starts off with a comprehensive look up on the job description and how they work, and ends up taking an overall look at many specific questions that affect the job in one way or another. It does a great job exploring not only how to do it well but also how to keep the job running smoothly under a stressful employment environment and on a budget. An examination of how employees respond to challenges, processes, and demands throughout the year, and an extensive analysis of performance performance in many categories, helps make this a good book for those looking to fill out their job report. It is highly recommended for those looking to change their job-specific performance forecasts, plan their work life, and, most importantly, prepare for a future workplace that has high standards, a long-term view of career advancement, and a variety of other important metrics for a job. I highly recommend it as this is a way to learn more about and learn from working as a top leadership talent in a diverse workplace. John A. Taggart1/1/2006MGT 17University of OregonMason C. PhillipsWhile some people might say that such a broad-discipline program isn’t something that you need to know until you are in your 40s, I believe that most are still going to want to go through something like that. Having had experience in a high performance management program, and knowing how to properly train a good team and what a training team is capable of doing, it is a great thing to go through something like this at such a young age. That said, I think many job seekers and employers need to start by realizing that at 25 they have no such option. You will need to practice what you preach and develop more effective and productive skills that are useful not only to the person, but also to the organization and to society. You might not be a better job candidate simply because you had a lower income in high school, but that doesn’t mean your skills aren’t valuable — particularly so if you have a career that is more like an engineering career in a much more prestigious company. I myself am a professional and I work to build my team. I take all these risks to grow my company and it is what attracts me to doing so. This is not really about me. I want to be able to learn and to develop, which makes this a book that can lead to great things for everyone who takes the plunge. I believe that our company’s leadership, at least in many cases (myself included) makes us better and less toxic. Having found this book it is just as valuable to take note of in your workplace and to use your skills as a catalyst for change at work. The best part of the book has me think about and discuss several areas of expertise and knowledge that I cannot talk
The emphasis and value an organization places on how much and the quality of training it gives its people is the most important factor in regards to organizational training. If the organization on a whole doesnt see the potential value of high quality training, then there will be no value. Once the organization recognizes the potential benefits and the return on the investment, then the wheels may begin to turn and high quality results will follow.
My organization, Keller Williams Realty (KWR), is the industry leader and standard for its recognition of high quality, high density and intense focus training for its associates. The reason KWR has been the fastest growing real estate company for 11 years straight and is currently the 4th largest real estate company in the world is due to its high quality training that is available for its newest and most veteran associates (Keller Williams Realty International, 2007). Our state of the art training is the focus of our pride and unparallel company culture.
One of the benefits of training is the perceived organizational commitment that is a direct result of the amount of money, time and energy the organization puts back into the employee. Studies have shown there is a psychological attachment to the organization due to the feelings of gratitude for providing not only training, but the opportunity for career advancement (Lee & Bruvold, 2003). There is also a reinforced feeling of a potential loss that may follow by leaving the organization.
There is a reason that Stanford University conducted a case study in 2006 on the culture of Keller Williams Realty and invited Mo Anderson, our COO to unveil the case study to MBA students. The reason our culture is so strong is due to the gratitude the associates feel toward the company for providing the high quality training that results in higher earnings which in turn provides a better quality of life for our families.
Job satisfaction is another benefit employers are looking for when they invest in training for their employees. Studies have shown the employees who are highly trained are more likely to excel at their job which in turn provides a feeling of job satisfaction (Lee & Bruvold, 2003). Also, the perception that the organization is concerned for the employees long-term growth and over all well being aids in feelings of satisfaction at and for the workplace. Highly trained employees will also have a sense of control over their career due to the opportunity to sharpen old skills and learn new skills. There is an overall feeling of gratitude toward the employer that exists due to the effort the employer has made in making valuable career boosting training available.
Real estate is one of the most financially and emotional stressful jobs available. Due to the fact that pay can pause for months, job satisfaction is often low. However due to the intense training that is available daily on different subjects, the ability for associates to increase their earning potential allows for dramatically increased job satisfaction and gratitude toward the organization. Due to our record growth, associates that have come from other companies often comment that the atmosphere and job satisfaction at KWR that doesnt exist at other large international real estate companies.
Turnover is an organizations