Training for employees and organizations

Training for employees and organizations Training is the process of learning that involves knowledge acquisition, sharpening of skills, concepts; it changes the attitudes and behavior of employees towards work and hence enhances the performance of employees which ultimately leads to high productivity and quality performance of the organizations. The concept of training and development changed a lot during 1990s and 2000s, contributing to high employees performance and meeting organizations goal. As training involves designing and supporting learning activities to achieve certain level of performance where as development refers to the long term growth and learning, focusing the attention on what the employees may need to know or do at some future time. The focus of training is on currents job, tasks and responsibilities where as development refers to future job development (David, 1999). In this context training and development is important for the organizations that aim to have a competitive advantage, high productivity and qulality performance through highly skilled, trained and flexible workforce. As the skilled and trained employees can increase productivety by performing higher level of work with grater value and efficiency. Similarly the skilled and trained workforce can improve an organizations operative flexibility due to their broad knowledge of multi skills. This helps the management to introduce new technology and change production methods. As it is correctly stated that in the current competive climate efficient production even of technically unsophisticated products benefits from technically advanced machinery operated by a workforce with a high level of skills Another important aspect of training and development is that it leads to job satisfaction, employee commitment and motivation as emplyees should be considered as valued assest, a source of competitive advantage through their commitment, adaptability and quality of skills and performance (Juliana S,2004). 2.Purpose Of Training and Development For Employees: For employees training is one of the most important strategy to gain proper knowledge and skills needed to meet the environmental challenges. Employee training and development cannot be just attained by attending seminars and learning about the latest equipment, it requies proper planing to create a nurturing, supportive workplace, where the employees can gain at the maximum and can know about the latest techniques and methds to meet the challenges of the rapidly changing technology and business processes. Well trained, qualified employees are an asset for the orgnaization as they contribute in determining long term profitability of the business trhrough their skills. As training is not just for new employees on job and continuous training and development is necessary for individual and organizational performance. The purpose of traning and development should be to encourage creativity, inventiveness and shape the organizational knowledge so that the employees can differentiate their company from others and make it unique. It is a fact that none of the organizations can hire people with all the expertise and knowlelge of business processes required for carrying out various functions, it is the systematic process of trainig and development of personel that contributes to the attainment of organizational goals and challenges (Jelena VemiĆ¡, 2007). According to American Society for Training and Development (ASTD) president and Chief Executive Officer, business is investing more in training and development than ever before. According to ASTD 1996 companies have realized that a well trained workforce leads to competitiveness. The greater the organizations want excellence the more imminent the employees training becomes. In the organizations where information is not propagated through training and development lead to little or no performance. (Isiaka Sulu Babaita, 2010). The results of significant training and development have moved average performers to efficient performers as the following diagram shows: Source: (Mike Sondalini 2007) Reasons for emphasizing training and development programs for personnel in todays business world includes: To readily create a pool for available and adequate replacement of personnel who may be leaving or moving up in the organization. To help improve the companys ability to adopt new and advanced technology because of highly knowledgeable and trained staff. Training and deveolpent programs contributes to a more efficient, effective and highly motivated team, which enhances the companys competitive position and improves employee morale. Training and development programs motivates employees to develop a greater sense of self-worth, dignity and well-being. It ensures adequate human resources for expansion into new programs. Training and development help employees to learn how to use the resources in an approved fashion that allows the organization to reach its desired output. More over the purpose of employee training and development should not only be attainment of new knowledge, abilities and skills but it should be ensured this program develops entrepreneurship, encourages employees to adapt to new changes according to their attitudes and they should be involved in the process of decision making so that they can contribute more to the organizations in the most effective way (Jelena VemiĆ¡, 2007) 3.Purpose Of Trainig and development For Organization: According to Cascio (1989) training and development is a package consisting of planned programs designed to enhance performance at the individual, group and at organizational levels. The process of training and development in any organization is aimed at solving significant problems, proper analysis of its contribution to the effectiveness and efficiency of the organization and an aid in adjusting to work environment that can increase the capacity of individual or group in contributing to the attainment of the organizational goals (Isiaka Sulu Babaita, 2010). Training and development programs in an organization lead to increased productivity, it reduces the employee turnover, and it enhances the employees efficiency resulting in financial gains. The figure shows how training and development programs are interlinked with the business environment, changes and challenges, the learning process and ultimately resulting in business excellence. (Source:http://traininganddevelopment.naukrihub.com/training.html ) According to Daniel (2003) training should not be taken as a luxury or a remedy to train weak employees, it should not act as a group of physicians who minister organizational ills, but it should act as an agent of change. Further the training unit should understand the strategic directions of the organization and its core functions and design and implement the training session accordingly and should move the employees in direction incompliance with its core values. In the current scenario the organizations have realized the importance of training and development and shifted their thinking accordingly. It is evident to the organizations that training is where skills are developed; attitudes of employees towards are changed, ideas are evolved and organizations are reinvented. Training and learning new skills will increase the sales build effective and efficient team, improve the quality, standards of work and meet a broader range of objectives hence creates a new organizational cultur e. Training and development has grown its concerns not only to help individuals to improve their skills, enhance their knowledge, but also helps whole organizations and sub departments grow and develop (Isiaka Sulu Babaita, 2010) 4.Companies Using Training And Develpoment Program: 4.1 Siemens Siemens is one of the leading technology business and one of the largest electrical and electronics engineering companies in the world. Siemens understands the fact that for a business to be competitive, it is important that it has the right number of people with the right skills in the right jobs. For this purpose it carries on work force planning that enables it to audit its employees, their skills and identifies the areas where their is a skills gap necessary for its objectives. As Siemens has a business focused on innovation therefore it needs to anticipate and respond rapidly to external business environment such as climatic change. To tackle with the climatic changes and other internal business changes Siemens either recruit new employees with the required skills or train the existing employees to develop their skills in order to fulfill their business demands. Siemens train their employees either by providing on job training or by off job training. Further siemens has three ma in development programs for the entry level people who start their careers with siemens, who are benefited from the training and educational programs to enhance their skills required by the company. These programs are: Apprenticeships Siemens Commercial Academy Siemens Graduate Programmes An appraisal system named as Performance management Process is used by Siemens to measure the effectiveness of its training and development program, this process helps to focus everyone on the developing needs of the business. There are several benefits for Siemens in using appraisal. It can Ensure that all training is being used well and for the best interests of the company Keep all staff up-to-date in a fast changing business Make sure that staff is well motivate Get feedback from staff on changes Make sure staff is involved in changes. Siemens needs motivated and well trained staff that have up to date skills in order to be competitive, as it understands the fact that well trained staff is an asset to the company therefore provides its staff with a learning environment where they not only enhance their knowledge but also sharp their skills. (http://www.thetimes100.co.uk/case-studytraining-development-strategy-for-growth89-335-1.php) 4.2Case study Of Nestle: Nestlà © is today the worlds leading food company, with a 135-year history and operations in virtually every country in the world. The most important parts of Nestlà ©s business strategy and culture are the development of human capacity in each country where they operate. Learning is an integral part of Nestlà ©s culture. The policy deals with recruitment, remuneration and training and development and emphasizes individual responsibility, strong leadership and a commitment to life-long learning. Nestlà ©s principle is that each employee should have the opportunity to develop to the maximum of his or her potential. As it pays off in the long run in their business results, and that sustainable long-term relationships with highly competent people and with the communities where they operate enhance their ability to make consistent profits. It is important to give people the opportunities for life-long learning as at Nestle that all employees are called upon to upgrade their skills in a fast-changing world. 4.2. Training Programs at Nestlà ©: Nestle provide different training programmes to train its staff to be benefited of their skills and abilities. Therefore the willingness to learn is an essential condition to be a part of Nestlà ©. The employees are given on job training. It is the responsibility of the concerned manager to guide and coach the trainees and ensure the staff makes progress in his/ her position. Literacy Training Most of Nestlà ©s people development programs assume a good basic education on the part of employees therefore the company provides the employees the opportunity to upgrade their essential literacy skills. A number of Nestlà © companies have therefore set up special programs for those who missed a large part of their elementary schooling. Nestlà © Apprenticeship Program Apprenticeship programs have been an essential part of Nestlà © training where the young trainees spent three days a week at work and two at school. Local Training As two-thirds of Nestlà ©s employee work in factories therefore they are being trained on the continuous basis to meet the business needs. Further a number of nestle operating companies run their own residential training centers. Local training is the largest component of Nestle and nearly 240000 employees get training every year. It is the responsibility of the manager to provide appropriate and continuous training to the employees, for this reason the managers are also provided training to enhance their coaching skills. (http://www.mbaknol.com/management-case-studies/case-study-of-nestle-training-and-development/) 5.Training Methods The methods chosen to train the employees should motivate the employees to learn, help them retain and transfer what they have learned and enhance performance with other skills and knowledge. There are two broad types of training which most of the organizations adopt to train their new and existing employees: On the job training Off the job training On job trainnig program is for the emplyees who perform their jobs regularly. Its a time saving technique as the employees are in the process of learning while they are on job. In this type of trainig a plan is developed about what should be the employees taught, to involve the emplyees to participate actively they should be in formed about the details, in short a plan layout should be communicated. Futher the on job techniques include orientations, job instruction training, apprenticeships, internships and assistantships, job rotation and coaching. Off-the-job training is the employee training at a site away from the actual work environment.this technique includes lectures, special study, films, television conferences or discussions, case studies, role playing, simulation, programmed instruction and laboratory training. (http://www.zeromillion.com/business/personnel/employee-training.html) 6.Training Evaluation Training evalution is the proces of evaluating the training program and should be an integral part of the training program as it checks whether the desired results are achieved or not. And ensures wheether the employees are able to immplment their learning to the work place or not . 6.1.Purposes of Training Evaluation The five main purposes of training evaluation are: It helps in giving feedback to the emplyees defining the objectives and linking to learning outcomesof the training program It helps to ascertain the relationship between acquired knowledge, transfer of knowledge at the work place, and training. It helps to control and alter training program because if the training is not effective, then it can be dealt with accordingly. It helps to determine that whether the actual outcomes are aligned with the expected results of the trainig. source:http://traininganddevelopment.naukrihub.com/training-evaluation.html 7.Conclusion: It can be concluded that trainig and development programs are essential for all type of organizations and for all employees, as it enhances the skills and knowledge of the employees which ultimately results in high performance and increases organizations productivity. There major outcomes of training and development programs are that the emplyees who are trained requires lesser super vission than the employee who is yet qualified but not trained. Training is a source of increasing employees confidence in carying out any task with efficiecy and more accurcy. Similarly the orgnaizations which invest in their employees tend to have more productivity and have lower employee turnover. Although training costs money and time but ultimately it benefits the organizations with highly skilled workforce and high performance leading to high profits.

Industrialization in “Hard Times” by Charles Dickens Essay

The industrial revolution was an era of mechanization. During this era, in 1854, Charles Dickens (1812-1870) wrote Hard Times to comment upon the change within society and its effect on its people. Dickens points out the flaws and limitations of this new society in his eloquent and passionate plea on behalf of the working poor (Charles Dickens Hard Times, 2000). The novel shows presents to readers the authors perspective of life during the nineteenth century and makes comments on the central theme of fact versus fancy. Due to this theme, the novel ends with many characters realising that a person needs more than just fact in their life. The novel examines the utilitarian system through various characters such as Tom, who has been brought up in the utilitarian education system. Dickens exposes his own views on this system through Sissy Jupe, the uneducated daughter of a circus master, and the positive influence she has on the Gradgrind family. Thomas Gradgrind has a strong rationalist philosophy and believes that fact, and fact alone is the one thing needful but through the satirical way Thomas Gradgrind is described, Dickens makes his own comments regarding his conflicting views of this philosophy. Dickens introduces Mr Gradgrind as Thomas Gradgrind, sir. A man of realities. A man of fact and calculationswith a rule and a pair of scales, and multiplication table always in his pocket, sir, ready to weigh and measure and parcel of human nature (p48). This portrays Gradgrind as a man who places a numerical value on everything and does not believe in anything other than black and white fact. Gradgrind is described with a satirical tone which signifies that Dickens is mocking Gradgrind and the system which he believes in. Dickens ridicules Gradgrind through his use of sarcasm against him. This is shown when Dickens says You might hope to get some other nonsensical belief into the head of George Gradgrind, or Augustus Gradgrind, or John Gradgrind (all suppositious, non-existent persons), but into the head of Thomas Gradgrind no sir (p48) The no sir is an intrusion of the authors voice which, in a condescending tone, ridicules Thomas Gradgrinds strong belief in the utilitarian system. Through Mr Gradgrind, Dickens ridicules the system and it is evident that Dickens disagrees with it. Tom is a product of the utilitarian system and Dickens uses him to convey his  own opinions of the system. Tom was brought up by his father under a system that allowed room for nothing but fact (p47). He was not exposed to any emotion and as a result he did not develop any decent morals. He was taught to value fact alone whilst remaining ignorant of compassion. His callous nature is evident when he positions Steven Blackpool to be falsely accused of robbing the bank. Tom instructs Steven to just hang about the bank an hour or so (p191) and soon afterwards Tom goes ahead with the robbery. As a result of Toms instructions, the citizens blame Steven for robbing the bank as he was seen hanging about the bank just before the robbery. This incident reveals Toms deceitful nature due to the fact he is mercilessly able to let his fellow worker take the blame for his crime. It also signifies that even thought Tom was brought up in a system that was believed to be infallible; this utilitarian system did not teach him other more important things such as how to be a good person. Another example that reveals Toms cunningness is when Tom decides to visit Louisa after having ignored her for a long period of time. The only reason Tom does this is because he is aware that Mr Bounderby has proposed to Louisa and he wants to ensure that she accepts his proposal as this will increase his earnings at Mr Bounderbys bank. Tom says to Louisa Has father said anything particular to you, today or yesterday, Loo? then her brother glanced at her face with greater interest than usual, and, encircling her waist with his arm, drew her coaxingly to him (p130). The way Tom treats Louisa indicates that he only shows interest in his sister when he has something to gain from it. His actions are manipulative when he coaxingly brings her towards him. This shows that, even though Tom has been provided with what was believed to be the finest education, ad has learnt every Ology, he is still extremely selfish and uses people to his own will and benefit. Tom has turned out to be a very corrupt man and, being a product of the utilitarian system, Dickens uses Tom to declare that this system does not work. Dickens portrays the idea that the utilitarian system has drained all the goodness of human nature through the symbolic description of Sissy and Bitzer within Hard Times. For example, when Sissy and Bitzer are introduced to the reader, it is evident through the symbolism used that Dickens favours Sissy, of the lower class. The girl was so dark eyed and dark haired, that she seemed to receive a deeper and more lustrous colour from the sun when it shone upon her, the boy was so light eyed and light haired that the self-same rays appeared to draw out of him what little colour he ever possessed (p50). This passage is significant because it reveals Dickens opinion of the utilitarian system. It is no coincident that Bitzer, the boy who was educated under the system of fact has been described as colourless while Sissy, the poor and uneducated girl, has been described as lustrous. The colour symbolises the fancy while the paleness represents the fact and through the above passage Dickens states that Bitzer is being filled with so much fact that it is draining all the fancy out of him. Sissy, on the other hand, has not been educated and filled with fact therefore she has been characterised as dark and full of colour. Another example that epitomises Dickens use of colour to represent goodness is when Sissy is revealing to Louisa that she never once envied her. She says I had nothing to complain of, and was not at all hurt (p148). This demonstrates Sissys unpretentious nature and the author believes this is a respectable quality to possess which he highlights by saying Her colour rose as she said it modestly and hurriedly(p148). This shows that Dickens has used colour to represent kindness whilst a lack of colour, such as that describing Bitzer, to highlight the negative outcomes of the system. Through Sissys influence on the Gradgrind family Dickens presents the idea that there is another thing needful than just fact. Another critique, David Craig, also agrees that Dickens conveys is opinions his views on the utilitarian system through inspection of the Gradgrind family. Hard Times is increasingly taken over by an examination of the family, showing how damaging and limiting an upbringing which allows no place for imagination and fancy can be. The effect Sissy has on the Gradgrinds is shown through the way the characters change throughout the novel. For example, at the beginning of the novel Louisa is unable to express her emotions because even if she does try she is told not to. Later in the novel when Louisa becomes ill Sissy spends considerable amounts of time with her. This gives Louisa an  opportunity to learn about love and compassion. This is evident when Louisa cries out Forgive me, pity me, help me! Have compassion on my great need, and let me lay this head of mi ne upon a loving heart. This speech by Louisa is very different to anything said by her earlier in the novel. It is an outburst of emotion and there is evidence of expression which Dickens has indicated through the use of exclamation marks. Another incident that epitomises Sissys kindness, and the consequence this has, is the speech given by Mrs Gradgrind preceding her death. She tells Louisa You learnt a great deal, LouisaOlogies of all kinds, from morning to nightbut there is something not an Ology at all that your father has missed, or forgotten, Louisa I dont know what it is. I have often sat with Sissy near me, and thought about it (p225). Sissys presence is noteworthy because it indicates that Sissy inspires Mrs Gradgrinds emotional being, something that the Gradgrinds were never exposed to before. It shows that Sissy possess a certain touch of humanity that not even the most fact-filled person could provide or teach. Through this Dickens states that even though Sissy has not been educated, she has much to offer to the world; she has more than what Mr Gradgrind could ever have taught his children. Charles Dickens lived during the industrial revolution, an era ruled by utilitarianism. His knowledge of the system as well as his personal opinion is revealed in Hard Times through the characterisation of the Gradgrind family, Sissy Jupe and Bitzer. Mr Gradgrind believes that fact is one and only thing you need whilst Sissy believes there is more to life than fact. Throughout the novel these two philosophies are compared and as an end result readers are positioned to believe, through techniques of characterisation and symbolism used by Dickens, that fancy is just as important as fact. Dickens states that a person without fancy cannot possess the goodness and modesty present within Sissy and that even the most intelligent person who knows all their Ologies cannot be a moral person if they do not nourish their emotion and imagination. References: Oldham, R. (2000). Charles Dickens Hard Times. Retrieved 27 August 2005, from http://www.pillowrock.com/ronnie/hardtimes.htm

Description of the Organization Essay

The headquarters of the United States Air Force is located at Robins Air Force Base in Warner, Robins, Georgia. It has more than 300 flying and support units charged with monitoring and overseeing activities of the said organization. There are about thirty-six wings that comprise the Air Force. Each has a special mission or assigned activity with the cooperation of other flying units. Reserve units assist the Wings assigned to them and is categorized into 5 classifications namely: 1) Individual Mobilization Augmentee (IMA), 2) Ready, 3) Standby, 4) Inactive Ready Reserve, and 5) the Retired Reserve. The members of the specified reserve and wing units have specific qualifications, duly approved by law or decree of the President of the United States. The Recruitment Process The US Air Force employs a so-called recruiter. Its duty is to contact as much as possible eligible civilians to join the Air Force. Before one can become a recruiter, he/she must undergo specified air force training and some educational lectures on the organization. Recruitment is also tackled in the air force class, with senior military officers as the roster of faculty. The recruiter can also be a non-commissioned officer trained in the following: 1) US Military History, 2) Fundamentals of Management, 3) Principles of War, and 4) Basic Health Care (. http://www. afreserve. com/contact. asp). This is done so that the recruiter can answer the broadest and numerous questions of the potential recruited. Understanding the organization is a requisite for a person to become a recruiter. Nonetheless, being a recruiter necessitates the capability of speaking to a wide array of individuals from different economic and cultural/ethnic background. The US Air Force Civilian Employment provides recruitment and staffing services to almost all air bases in the country. Most recruiters are assigned to this agency. Websites are also posted in order for civilians, who have no contacts to certified recruiters, to have an opportunity to view the programs of the US Air Force. The pattern of recruitment however differs for US Air Force civilian employees and its military personnel (http://www. airforce. com/training/enlisted/index. php). In order to become a civilian employee of the said organization, one must undergo these steps: 1) a required reading of the job kit of the organization, 2) a submission of a resume, indicating educational attainment and other facts about the applicant, 3) the US Air Force Civilian Employment Center will search jobs applicable to the person, and 4) a formal approval of the base head. The recruitment of civilian employees is always connected to the proximity of the air force base to the residential areas of the would-be employees. The recruiters usually go to these residences (close to the field) and ask people if they are willing to join the US Air Force as civilian employees. Of course qualifications must be stated and the priority goes to the unemployed. A questionnaire is presented to the civilians willing to join the US Air Force as civilian employees. The questionnaire contains socio-demographic questions addressed to the civilian. A question and answer forum is the next step in the recruitment process. The applicant is required to ask questions from the recruiter about fundamental facts about the organization, its history, the jobs that can be taken, and other vital information. The recruiter is restricted from answering questions that requires enumerating problems in the organization. This is done to encourage the civilian to join the US Air Force. For civilians who want to become military personnel of the US Air Force, the same procedure is applied although this time the recruitment pattern becomes more complex. A special form of questionnaire is presented to the applicant; socio-demographic questions and a background check on the US Air Force are the main items in this type of questionnaire. The applicant is then asked by the recruiter on a scale of 1-10 how willing will he/she join the US Air Force. The recruiter here is not a civilian employee but rather a non-commissioned officer of the Air Force. After the applicant answered, the recruiter will ask the reasons behind the answer. The recruiter would then present to him/her the list of jobs available (in a particular base) for a military personnel. The reply of the applicant will be received after a couple of days. The applicant then will wait for the recommendation. The applicant must undergo several health tests before the final training begins. Key Issues in the Recruitment Process There are two major issues facing the recruitment process. First is the fact that many civilian employees of the organization are recruited based on the proximity of their residences to an air force field. Socially speaking, this trend may create an ethnic or social division in the Air Force itself. If most of the Air Force civilian personnel in Washington are of American Indian origin, this may affect the reputation of the air force base concerned. In order to avoid this instance, the US Air Force Employment Services posted websites that are accessible to many people. A number of recruiters are presented, and the center hires people regardless of ethnicity and religion. This consideration is also posted to a number of websites created by the US Air Force. Second, the fluctuating number of recruited personnel is due in part to the nature of the salary and benefits of the organization. Recommendations There should be two sets of questionnaires given to civilians who want to become military personnel of the organization. The first questionnaire is identical to the questionnaire given to the would-be civilian employee. This is done so as to identify the commonality of reactions of the two types of personnel; whether distinction in class affects the efficiency of the organization {it is possible that the civilian employees may feel inferior from that of the military personnel}. With regard to salaries, it must be increased to the level that will match the country’s inflation and exchange rates.

Global Trading with the US Pros and Cons Free Essay Example, 5250 words

Economically speaking, every country is interested to promote its own satisfactory economic growth, relatively full employment and stability of prices of goods and services by maintaining a low level of inflation. The latter are coincidentally the similar goals of both fiscal and monetary policies. As such the two tunes of the two policies are the same, but the lyric of one is in one language like English while the other is in another language like Spanish. Governments, on the other hand, will make use of fiscal policy to manipulate government spending and taxation. Their purpose, of course, it to influence demand in the overall economy so demand cannot be too excessive to produce high inflation. This is the reason for the need for monetary policies as controls on the growth rate of money supply. Both those policies will, therefore, reflect their effectiveness in the overall economy of each country. This paper would later relate how one country benefits from international trade with other countries while each country will manage its own economy by the use of macroeconomic and microeconomic policies. In a deeper sense, policies on international trade could be part of both macroeconomic and microeconomic policies as would be explained later. We will write a custom essay sample on Global Trading with the US Pros and Cons or any topic specifically for you Only $17.96 $11.86/pageorder now As to whether the US economy has benefited from its importations in terms of attaining its macroeconomic targets, the answer should be in the affirmative. This is on the premise that the US needed to import many things in order to keep its industries running. Its dependence from oil-exporting countries to sustain its consumption and eventual export in products where it has comparative advantage can only happen with the need to import things and material it could not produce or could only be produced with loss of comparative advantage. Countries all over the world may manage their economies with the use of macroeconomic policies and microeconomic policies. The macroeconomic policies essentially include the fiscal policies and monetary policies which deal on the aggregate economy.