Personal interview with a training manager - Essay Example

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One of the key arguments presented by the respondent was that training was a form of working smart instead of working hard. Organizations were investing too much in training to develop their…
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Personal interview with a training manager
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Personal Interview From the interview, the following responses were given, and the conclusions made. One of the key arguments presented by the respondent was that training was a form of working smart instead of working hard. Organizations were investing too much in training to develop their employees and ensure that they offer an exceptional productivity in the future. For the organization, training is conducted by an external organization. The training is conducted in-house, but still some of the training sessions involve the sending of selected employees to the preferred training destinations.
When asked who was trained in the organization the respondent argued that that is determined by random selection from the training dates depending on the business unit. Additionally, he also argued that for some training, people are snowballed and selected through the manager’s preference. However, the training participants are required to impart the knowledge of what they have acquired in such sessions to those who did not participate. The organization refers to this as the informational networking. The training process entailed the performance manager and the training manager’s active participation in determining the training calendar for the organization. Afterward, the participants are selected. However, room for modification is maintained due to the possible emergence of better training opportunities within an organization.
Training improves organizational efficiency through the fostering of innovation. Training has been noted to have an eye-opening effect on the employees. It also assists the organization in staying updated and using the most recent tools and technologies available. The employee development process causes increased efficiency and improved productivity hence offsetting the training costs incurred by the organization (McConnell, 2003). According to the respondent, training is a business necessity.
McConnell, J. H. (2003). How to identify your organizations training needs: A practical guide to needs analysis. New York: AMACOM. Read More
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