Training and Development Home Work 4

Human Resource Management
Assignment
Training and Development
Submitted by;
AJMAL
The New Training program for the Carter Cleaning Company.
Continuing Case; Carter Cleaning Company; The new training program
Q; What are some of the staffing factors that could be contributing to this
problem?
Answer;
Orientation Content;
-Information on employee benefits
-Personnel policies
-The daily routine
-Company organization and operations
-Safety measures and regulations
-Facilities tour
A successful orientation should accomplish four things for new employer
1; Make them feel welcome and at ease.

2; Help them understand the organization in a broad sense.
3; Make clear to them what is expected in terms of work and behavior.
4; Help them begin the process of becoming socialized into the firm’s ways of acting and doing
things.
Ans; Training isn’t just important to any company, it is vital.
Although there are many categories of training such as management training and or sales
training, employees with Project Management skills are an important asset to any organisation.
But what does training and development, mean to your organization?
Training presents a prime opportunity to expand the knowledge base of all employees, but many
employers in the current climate find development opportunities expensive. Employees attending
training sessions also miss out on work time which may delay the completion of projects.
However despite these potential drawbacks, training and development provides both the
individual and organizations as a whole with benefits that make the cost and time a worthwhile
investment. The return on investment from training and development of employees is really a no
brainer.
So what are the benefits?

Improved employee performance – the employee who receives the necessary training is more
able to perform in their job. The training will give the employee a greater understanding of their
responsibilities within their role, and in turn build their confidence. This confidence will enhance
their overall performance and this can only benefit the company. Employees who are competent
and on top of changing industry standards help your company hold a position as a leader and
strong competitor within the industry.
Improved employee satisfaction and morale – the investment in training that a company makes
shows employees that they are valued. The training creates a supportive workplace. Employees
may gain access to training they wouldn’t have otherwise known about or sought out themselves.
Employees who feel appreciated and challenged through training opportunities may feel more
satisfaction toward their jobs.
Addressing weaknesses – Most employees will have some weaknesses in their workplace skills.
A training program allows you to strengthen those skills that each employee needs to improve. A
development program brings all employees to a higher level so they all have similar skills and
knowledge. This helps reduce any weak links within the company who rely heavily on others to
complete basic work tasks. Providing the necessary training creates an overall knowledgeable
staff with employees who can take over for one another as needed, work on teams or work
independently without constant help and supervision from others.
Consistency – A robust training and development program ensures that employees have a
consistent experience and background knowledge. The consistency is particularly relevant for the
company’s basic policies and procedures. All employees need to be aware of the expectations
and procedures within the company. Increased efficiencies in processes results in financial gain
for the company.
Increased productivity and adherence to quality standards – Productivity usually increases when
a company implements training courses. Increased efficiency in processes will ensure project
success which in turn will improve the company turnover and potential market share.
Increased innovation in new strategies and products – Ongoing training and upskilling of the
workforce can encourage creativity. New ideas can be formed as a direct result of training and
development.
Reduced employee turnover – staff are more likely to feel valued if they are invested in and
therefore, less likely to change employers. Training and development is seen as an additional
company benefit. Recruitment costs therefore go down due to staff retention.
Enhances company reputation and profile – Having a strong and successful training strategy
helps to develop your employer brand and make your company a prime consideration for
graduates and mid-career changes. Training also makes a company more attractive to potential
new recruits who seek to improve their skills and the opportunities associated with those new
skills.
Training can be of any kind relevant to the work or responsibilities of the individual, and can be
delivered by any appropriate method.
For example, it could include:
On-the-job learning
 Mentoring schemes
 In-house training
 Individual study
 Blended learning is becoming more and more popular and as a company we have seen a
definite increase in this method of training over the last year. Blended Learning is the
effective combination of online learning and classroom learning. Many of 20|20’s clients
prefer their staff to learn on-site rather than attend off-site training programmes –
especially in industries like oil and gas where it is often very impractical to attend off-site
courses. On-site learning programmes like the blended learning approach, allow 20|20 to
train more people working across a larger international footprint than just the UK. This
makes it much more cost-effective and allows for greater process consistency.
The importance of training your employees – both new and experienced – really cannot
be overemphasized.
Q2; Explain how you would go about assessing whether it is in fact a training problem?
Ans; Typical Reasons for Employee Training and Development
Training and development can be initiated for a variety of reasons for an employee or group of
employees, e.g.,:
 When a performance appraisal indicates performance improvement is needed

 To "benchmark" the status of improvement so far in a performance improvement effort
 As part of an overall professional development program
 As part of succession planning to help an employee be eligible for a planned change in
role in the organization
 To "pilot", or test, the operation of a new performance management system
 To train about a specific topic (see below)
Typical Topics of Employee Training
1. Communications: The increasing diversity of today's workforce brings a wide variety of

languages and customs.
2. Computer skills: Computer skills are becoming a necessity for conducting administrative
and office tasks.
3. Customer service: Increased competition in today's global marketplace makes it critical
that employees understand and meet the needs of customers.
4. Diversity: Diversity training usually includes explanation about how people have
different perspectives and views, and includes techniques to value diversity
5. Ethics: Today's society has increasing expectations about corporate social responsibility.
Also, today's diverse workforce brings a wide variety of values and morals to the
workplace.
6. Human relations: The increased stresses of today's workplace can include
misunderstandings and conflict. Training can people to get along in the workplace.
7. Quality initiatives: Initiatives such as Total Quality Management, Quality Circles,
benchmarking, etc., require basic training about quality concepts, guidelines and
standards for quality, etc.
8. Safety: Safety training is critical where working with heavy equipment , hazardous
chemicals, repetitive activities, etc., but can also be useful with practical advice for
avoiding assaults, etc.
9. Sexual harassment: Sexual harassment training usually includes careful description of the
organization's policies about sexual harassment, especially about what are inappropriate
behaviors.
General Benefits from Employee Training and Development
There are numerous sources of online information about training and development. Several of
these sites (they're listed later on in this library) suggest reasons for supervisors to conduct
training among employees. These reasons include:
 Increased job satisfaction and morale among employees

 Increased employee motivation
 Increased efficiencies in processes, resulting in financial gain
 Increased capacity to adopt new technologies and methods
 Increased innovation in strategies and products
 Reduced employee turnover
 Enhanced company image, e.g., conducting ethics training (not a good reason for ethics
training!)
 Risk management, e.g., training about sexual harassment, diversity training

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Human Resource Management

A successful orientation should accomplish four things for new employer

1; Make them feel welcome and at ease.

Ans; Training isn’t just important to any company, it is vital.

But what does training and development, mean to your organization?

So what are the benefits?

Ans; Typical Reasons for Employee Training and Development

 When a performance appraisal indicates performance improvement is needed

Typical Topics of Employee Training

1. Communications: The increasing diversity of today's workforce brings a wide variety of

General Benefits from Employee Training and Development

 Increased job satisfaction and morale among employees

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