Contact Us
Sign In / Sign Up for FREE
Go to advanced search...

Managing the Performance through Training and Development - Case Study Example

Comments (0) Cite this document
The case study "Managing the Performance through Training and Development" states that employee training and development is vital for the success of an organization (Saks, Robert and Jack 42). Global trends in the human resource departments have highlighted the need for professionalism…
Download full paperFile format: .doc, available for editing
GRAB THE BEST PAPER94.7% of users find it useful
Managing the Performance through Training and Development
Read TextPreview

Extract of sample "Managing the Performance through Training and Development"

Download file to see previous pages The paper shows that the turnover affects the profit maximization tendencies in the organization. The labor turnover can be reduced by ensuring employee stability and decreasing the entry and exit of employees.
Training and development of the employees decrease the labor turnover rates. It will make sure that the human resource department has a constant rate of hiring and firing. Training the employees will reduce the chances of firing since they will be competent in their jobs. Additionally, the development process will prevent employee productivity.
Investing in the present employees will cause the firm to reduce the turnover. It will include hiring professionals who ensure perfection in their work. As a result, providing practical and theoretical training to professionals is advantageous to the firm in terms of cost and employee comprehension levels. For example, when an organization hires a professional, the knowledge provided to them during training will be used to firms advantage. The vetting processes should be strict to ensure the division of labor. Additionally, the specialization helps in the training processes because experts can be hired based on the various divisions of labor (Saks, Robert and Jack 51).
Training and development will ensure the employees are coached and equipped with current market trends. The employees can socialize and form groups at the workplace; hence, increasing productivity and reducing labor turnover. Training emphasizes on extra skills in specific job descriptions. The expertise, on the other hand, will increase self-confidence in the employees helping them in handling the allocated roles. As a result, the human resource department will be satisfied with the current labor and eliminate cases of employee exits that may cause a firm extra resource. The development will have an impact on the professionalism of activities and roles in the organization.  ...Download file to see next pagesRead More
Cite this document
  • APA
  • MLA
(Managing the Performance through Training and Development Case Study, n.d.)
Managing the Performance through Training and Development Case Study. Retrieved from
(Managing the Performance through Training and Development Case Study)
Managing the Performance through Training and Development Case Study.
“Managing the Performance through Training and Development Case Study”, n.d.
  • Cited: 0 times
Comments (0)
Click to create a comment or rate a document

CHECK THESE SAMPLES OF Managing the Performance through Training and Development

Learning and Development (HRM) Managing Training Operations in Training Department

...are imaginative people; they are very creative with respect to giving ideas andlook to create opportunities in a unique way.Accommodators are good at assimilating with the world and look and like to actively engage with people.Assimilator are very capable people, they create models through their reasoning. In the case, the management is looking for a combination of all four in their trainees so that they can absorb the learning, and give creative ideas to improve the training being imparted.Honey & Mumford Modelis an adaptation of the David and Kolb model. It is a cycle and contains stages that lead to learning. “The stages of the cycle are, having an experience, reviewing the...
11 Pages(2750 words)Essay

Managing performance through training and development

.... Martin, G. and Beaumont, P. (2003). Branding and people management: what's in a name?. London: CIPD Publishing. Morton, D. (2012). Nolo's guide to social security disability: getting & keeping your benefits. New York: Nolo. Owens, G. and McDonagh, T. (2012). Enhancing Employability. Lecture 2: Theories. Teeside University Business School Patton, W. and McMahon, M. (2001). Career development programs: preparation for lifelong career decision making. Sydney: Aust Council for Ed Research. Roza, G. (2008). Great networking skills. New York: The Rosen Publishing Group. Saks, A. and Haccoun, R. (2010). Managing performance through training...
16 Pages(4000 words)Essay

Managing Performance

...360 degree feedback to help the organisation to improve in its performance, profitability and its effectiveness. The company becomes more effective through 360 degree feedback by understanding how others view the organisation, the attitudes and behavior of the staff. 360 degree gives the executives and employees feedback from the managers, customers, peers and the subordinates. It encourages performance improvement (Rea, & Rea, 2002, p32). . Moreover, the company aims at increasing the number of training schemes and enlarges its recruitment programs in order to present to customers a well trained staff. Knowledge...
6 Pages(1500 words)Essay

Improving Performance through Learning, Coaching & Development

...a positive work environment and ensures the satisfaction of employees by supporting and guiding them and thereby providing them opportunities to grow. The report is being designed with the objective of improving the performance of the employees through an effective process of training and development in Endeavour, an outsourcing company operating in the UK and in India with approximately 5000 employees across the three sites maintained by the business. Identification of Training and Development needs The main drivers of a training and development program in an outsourcing business are new business...
9 Pages(2250 words)Essay

Improving Performance through Learning, Coaching & Development

...organizations. Moskowitz, M. (2008). A Practical Guide to Training and Development: Assess, Design, Deliver, and Evaluate. London: John Wiley & Sons. Prokopenko, J. (1998). Management Development: A Guide for the Profession. New York: Cengage Learning. Rae, L. (1999). Using Evaluation in Training and Development. London: John Wiley & Sons. Saks, A, M. & Haccoun, R, R. (2010). Managing Performance Through Training and Development. New York: Cengage Learning. Sims, R, R. (1998). Reinventing Training and Development. New...
9 Pages(2250 words)Essay

Improving Performance through Learning,coaching and development

...? Improving Performance through Learning, Coaching & Development Content Content 2 Introduction 3 Identification of training and development needs 4 Training needs and analysis 6 Introduction In the last two decades there have been a significant growth of the global economy which has led to the creation and innovation of new technologies, besides uncovering to us a mass of new products. Numerous businesses are searching for new ways to operate because attitudes to business and consumer needs are changing. Their reactions to client’s expectations and demands for a 24-hour electronic society have witnessed a tremendous growth in the service-based call centres. As a response to the need for better, bigger, quicker and cost effective... show...
9 Pages(2250 words)Essay

Managing abd training development

...Managing Training and Development Introduction: Training and development of the workforce has become a significant factor and has become the focus of attention of both the government in the United Kingdom as well as the private business organisations because of developments in the demographics in the workforce in Britain as well as the changing economic scenario worldwide with the growing acceptance of globalisation. Task -1 Training in the United Kingdom The Current Position in the United Kingdom: There is growing belief that over the next two decades older people will become a larger part of the workforce in the United Kingdom. This is because it is expected that there will be a perceptible drop in the younger people available... .,...
12 Pages(3000 words)Essay

Managing Performance different from one another having different characters, attitudes, education, background etc, etc…And the unison of these different humans under a single organization to reach a target is, and will always be a difficult proposition. As these different humans could only create a different working culture, the success rate will be minimal. If a common working culture, if correctly said, the perfect, feasible and winnable working culture is ‘operationalised’, through out the organization, the organization will be a success story. The script for the success story could only be scripted by an effective leader or manager. With this optimum working culture the performance of the...
10 Pages(2500 words)Essay

Managing performance

.... In training and development there has been a reduction in the use of formal programmes and more coaching and mentoring to support self-development. These are important skills for individuals if their organisation’s strategies are changing and developing constantly” (Johnson et al., 2008). Indicators of Poor performance The inability to meet the organisational objectives could be tantamount to poor performance. Aside from standards which organisations use measure how well objectives are met that have previously discussed there are other notable indicators. They take on the form of pitfalls to the attainment of which take on the form pitfalls to change programmes (goal attainment in management parlance). They are as follows:” 1... ...
12 Pages(3000 words)Essay

Managing Performance

...keep an employee motivated always. Some managers have the belief that providing incentives is the only way of rewarding an employee. However, in some cases, a good word may serve far better than an incentive as far as an employee is concerned. Developing of employee skills is another major challenge employee management. The knowledge and skills of the employees should be kept updated always in order to make them useful to the organization. Training and development is the only way of accomplishing the above objective. “A number of studies have shown that results of education training affect overall performance of an...
9 Pages(2250 words)Essay
sponsored ads
We use cookies to create the best experience for you. Keep on browsing if you are OK with that, or find out how to manage cookies.

Let us find you another Case Study on topic Managing the Performance through Training and Development for FREE!

Contact Us