Employee Training - Case Study Example

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As the report stresses there are several analysis that the human resource manager can carry out to determine the extent of need for training. The human resource manager should determine why a training program is critically important to solve an existing problem in t6he organization…
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HUMAN RESOURCE CASE STUDY Case Study There are several analysis that the human resource manager can carry out to determine the extent of need for training. These analysis range from organization to individual performance as highlighted below:
Organizational Analysis is an analysis of the organizations strategies, goals, and objectives and the extent to which employees are conversant with them or are diligently working towards their realization. In this case, the human resource manager should determine why a training program is critically important to solve an existing problem in t6he organization. Further, the manager should find out the history of the company regarding training programs as an intervention on non-functional teamwork.
Performance Analysis would be important in identifying whether the employees are performing up to the standard established. In this case, if performance is below the set standard, the manager will then find out the best training that can be used to fill performance gap. Other factors to be analyzed include the training sustainability and its cost effectiveness among others.
Training is a performance improvement tool that is critically important when employees are not performing up to a given criteria, standard or expected. A major analysis that can be conducted to indicate whether the human resource training is required seeks to establish the difference between the actual level and the expected level of job performance. One area involves the direct relationship between employees. This is evident when individual performance is emphasized by employees more that team work. In this case, workers show more preference to work a lone that sharing responsibilities or complementing each other.
Another factor that could be responsible for poor team work in the case described by Melinda and Toran is low morale and motivation among workers and poor management structures in the organization.
Essential Not Optional: Why Employee Training & Development Matters
This article, just as suggested by its name, declares that employees’ training in critically important in all organization. According to the article, employee training is important in filling skill and knowledge gap, addresses performance issues and prepares employees for leadership and managerial responsibilities. The article, in addition, cites the constantly changing technologies in the world of business. In this case, the company cannot assimilate the new technologies without proper skills impartation among employees. Still, employee training and development enables the team to address a range of issues around growth and change. This helps the organization adapt to structural change in the industry and the economy.
Lastly, the article highlights some of the benefits that the company accrued by the company as a result of employee training and development. They include increased productivity by filling skills and training gap, increased staff morale and hence satisfaction and retention, fostering learning culture in the organization through structured training programs and high return on investment (ROI) through efficient utilization of resources among others.
In conclusion, employee training and development is essentially important in ensuring that workers are kept updated with the current trends in economy, technology, knowledge and skills concerning their roles in the organization, Davis-Blake (2003).
Davis-Blake, A. & Uzzi, B. (2003). Determinants of employment externalization: A study of temporary workers and independent contractors. Administrative Science Quarterly, 38 (2), 195.
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