Think about personal experiences with training and development. What organizational commitments to employee training and development have you witnessed? Is it an issue of return on investment (ROI) where training has not demonstrated the impact it has on the bottom line? Is this ROI true for your organization?
Consider the following scenario:
A recent reorganization at your organization has given many people differing duties and responsibilities - some in which they have had little training of any kind. The CEO of the company is concerned that the organization has not done enough to prepare and train its employees for these new and expanded roles. You have been asked to review the training and development program within the organization. You find that newly hired employees do not have the skills required for a changing work environment.
Also, we quickly learn that employees are frequently promoted into a supervisory position based mostly on their technical abilities rather than on their potential as a supervisor and the soft-skills needed to lead teams and supervise employees. There is a wide ranging mix of young and old, experienced and green, and highly productive and less than average individuals in supervision. Many current supervisors and managers have not had any formal supervisory training in over five years. The company president sees this as a serious shortcoming for the future of the organization.
Write a proposal for a comprehensive training program for both employees and first-line supervisors. The proposal needs to incorporate the components necessary for a successful training and development program for these two groups of employees. Review current research and identify best practices in training and development for organizations.
References: At least five (5) resources. In addition to these specified resources.
Length: 5-7 pages
Use current APA standards.© BrainMass Inc. brainmass.com June 4, 2020, 5:27 am ad1c9bdddf
Personal Experiences with Training and Development:
In my organization, there is commitment to provide training that the company feels the training will help the workforce gain gain new relevant skills. These skills directly affect operations. It also provides training that improves service to customers, improves work procedures, and makes improvement to productivity. In fact, when the company wants productivity improvements, it provides training. Four years ago, when several employees left the company, the managers decided to provide training to employees. In my opinion the purpose of providing training was to improve employee retention in my company. Another situation that I have witnessed when training was provided was when one department was closed. The employees were provided training so that they could work in other departments. Specifically, my company closed down its plant that made plastic containers used in hospitals. When my company closed down that unit, it trained the employees working in that unit so that they could work in plastic molded toys department. I have witnessed employee training when certain employees have been given low ratings by their supervisors. In such cases the HR has interviewed the supervisors and the employees are trained to do new and different tasks. This keeps them motivated and fresh.
The issue of return on investment affects training in several ways (6). First, employee turnover is considered a strain on the bottom line and training is provided to reduce the number of employees from leaving the company. Second, retraining of employees is done to increase productivity. In such cases the company directly monitors the impact of training on productivity. Third, training of employees affects the return on investment when the training is provided in response to changes in the marketplace. In this context the sales personnel are trained and retrained so that they are able to sense the changes in trends, tastes, and designs early and are able to communicate these changes to the production department. In my company intelligence gathering and being watchful of changes is trends is considered to be the most important function of sales persons. Fourth, the impact on return on investment is clear when employees are trained to use the latest technology. The integration of employee IT training with IT support reduces costs, improves sensitiveness to market changes, and increases productivity(5).
Return on investment is true for my organization. Training is required to stay ahead of competitors. The ...
The response provides you a structured explanation of Employee and Supervisory Development Program . It also gives you the relevant references.