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Human Resources: Training

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With increased competitive pressures on organizations, all departments, including HR, have to provide justification for their initiatives. This means that a return on investment needs to be presented with proposals for new training programs. HR needs to choose between training options, carefully selecting the best value.

How can HR evaluate what training is needed and determine the best value?

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Human Resource Departments under the importance in how training is detrimental to mission accomplishment for every organization. Regardless of new or sustainment training, learning objectives must be clearly identified by management to ensure that the training specialist establishes a sound training process model. Further, the training specialist or human resources department must take in account the financial aspect to implement this training. Below we'll define, discuss, and provide examples of cost-effectiveness evaluation, cost/benefit evaluation, cost saving analysis, and utility analysis for methods of evaluating the costs of training that determines the best value for the organization as determined by the Human Resource Department.

The financial aspect of training depends on the level and type of training the organization is going to conduct. Furthermore, management must ...

Solution Summary

How human resources evaluate the training needs and determines the best values are determined. The training options between HR are given.

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MGT410 Unit 3

MGT410 Unit 3 IP 4-5 Pages
Consider the following scenario:
Jim Delaney, president of Apex Door, has a problem. No matter how often he tells his employees how to do their jobs, they invariably "decide to do it their own way," as he puts it, and arguments ensue among Jim, the employee, and the employee's supervisor. One example is the door-design department, where the designers are expected to work with the architects to design doors that meet the specifications. While it's not "rocket science," as Jim puts it, the designers invariably make mistakes such as designing too much steel (a problem that can cost Apex tens of thousands of wasted dollars once you consider the number of doors in, say, a 30-story office tower).
The order processing department is another example. Jim has a very specific and detailed way he wants the order written up, but most of the order clerks don't understand how to actually use the multipage order form. They simply improvise when it comes to a detailed question such as whether to classify the customer as "industrial" or "commercial."
The current training process is as follows. None of the jobs have a training manual per se; although, several have somewhat out-of-date job descriptions. The training for new people is all on the job. Usually the person leaving the company trains the new person during the one to two week overlap period, but if there's no overlap, the new person is trained as sufficiently as possible by other employees who have filled in occasionally on the job in the past. The training is basically the same throughout the company for machinists, secretaries, assemblers, accounting clerks, etc.
For this assignment, assume that you have been hired by Apex Door to develop a training program. Develop a training proposal that provides specific suggestions on what you will do to improve the training process at Apex Door.
Source: Dessler, G. (2003). Human resource management. Upper Saddle River, New Jersey: Prentice Hall.
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MGT410 Unit 3 3-5 paragraphs
You have recently been asked to revamp the new employee training for the call center customer service representatives of an investment management firm. Using course materials to support your position, briefly write your response to the following:
? What are the essential components and/or considerations necessary to make this an effective training program? (1-2 paragraphs)
? Why are these essential? (1-2 Paragraphs)
? Submit your work to the discussion board. Read the responses to this issue and post a 1 paragraph response to at least one of your classmate's ideas.
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MGT410 Unit 3 GP 1 questions with 1 paragraph
Consider this unit of this course a "training phase." As a group, you are to produce the following:
1. A list of at least one questions that could be used to facilitate group or chat discussion on this topic (i.e. Developing Training Programs)
2. A paragraph for the question indicating the extent to which the question is likely to stimulate useful discussion of this topic and why

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