Tag: Training and Development

Training and development

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Training and development are not always mutually exclusive, though they do have a different focus. Though training programs tend to be focused on improving employee performance in a current job, they may also be preparing employees for future assignments/jobs. In your own words, describe and provide at least one example of each of the following:

a) the difference between employee development and training programs;

b) how training programs can be used to support employee development;

c) how training and development support career planning.

 

Training And Development

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After learning about the training and development process and the performance appraisal process, develop an initial post in which you:

Select and briefly describe the training process and the performance appraisal process of your organization.
Evaluate both processes and mention one strength and one weakness of each process.
Include one recommendation to overcome the weakness you mentioned.

 

Training And Development

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Creating a Career Development Program
As the director of learning and development, you have been tasked with creating a career development program for the senior sales team of your organization. You currently support five individuals on the senior sales team. Each team member has aspirations of becoming either a senior sales manager, sales director, or vice president of sales. None of the team members have any experience in leading a team, but they show some potential for management. Choose one of the roles above (i.e., senior sales manager, sales director, or vice president of sales), and create a PowerPoint presentation outlining a career development program for the employee. In your PowerPoint, please include the elements below.

Describe skills needed to be successful in the desired role.
Discuss three to four training and developmental interventions needed to gain the skills to be successful in the desired role, and provide a timeframe of completion for each intervention. For example, a job rotation program should be completed in 60 to 90 days, and an apprenticeship should be completed in 2 years.
Explain the outcomes of each developmental intervention. For example, “Through this job rotation exercise, you will be able to effectively manage a virtual team.”
Your presentation must be at least 10 slides in length, not counting the title and reference slides. You are required to use at least one outside source and to utilize the notes section within PowerPoint. Within the notes section, include additional explanations for each slide. As you create your presentation, keep in mind that you are presenting for executives at your organization. All sources used, including the required unit resources, must be cited and referenced according to APA guidelines.

 

 

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Most companies do not have unlimited funds for workplace hazard training. How can companies decide which training topics should be addressed? Should the rest of the hazards be relegated to “the cost of doing business?” Share with the class any experience you have in fighting for a safety training budget.

Karly:

I think they key to utilizing the funds available appropriately is to indentify where the workplace incidents are happening most and or more frequent. If we can identify where the short comings are we can better strategize as to what we need to review vs what we need to re teach and practice. As a previous classmate posted its likely we will review slips trips and falls as well as proper body mechanics which then allows the focus to be drawn to larger issues that as a company we are seeing more of. if we have 3% of injuries that occured in the calendar year due to slips vs 12% of injuries that were due to improper use of PPE or lack of PPE that is needed we would want to focus in more on that 12%. I think it would be in the best benefit as well to focus in the incidents in which hightened the work days missed by employee. If we are seeing injuries that are causing workers to be off for extended time periods addressing those injuries and how we can prevent them would help with the budget becuase the workers comp injury claims would not be coming in utilizing the funds.Obviously safety in all aspects is the top priority but our major injuries in quantity is necessary to address as well as they longer time off of work injuries.

 

Training and Development

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TLD Industries has struggled for years with employee satisfaction and engagement. They survey their employees every year to try to pinpoint the areas that employees are unhappy. But still, none of their changes seem to be making an impact on employee satisfaction. TLD decides to bring in an external consultant, from ‘People First Org’ because the effects that dissatisfaction is having on retention are becoming too great of a financial burden.

As the consultant, your first step is to review the annual engagement survey results and feedback. You quickly realize that the challenge lies with performance management. The employees often cite a lack of clear feedback or goals. The survey results also show subjective reviews and a lack of direction by management. Employees, from the survey, further reveal that they always feel unsure of how they are performing or even think they are performing well, only to feel deflated and demotivated after their annual performance review. Employees also noted that there was a lack of upward mobility in the organization, and do not feel there is manager support for career development or advancement.

Instructions: Create a guide on best practices for performance management for TLD Industries. The guide should be two to three written pages prepared in Microsoft Word. Your guide should include:

Definition of performance management.
Explanation of the purpose of performance management.
Description of the ideal performance management process.
Explanation of the desired outcomes of performance management.
Description of how performance management outcomes are used to evaluate training programs.