Westport Communications

  

The CEO of Westport Communications, the company you work for, has temporarily decided that the training function should be put on hold due to a downturn in revenue and a downsizing of employees within the company. The CEO feels that, since no new employees are being hired at the present time, no additional training is necessary. It is your job as the HR manager to make a presentation to the CEO explaining why the training function should not be eliminated.

To complete this Activity, prepare a report justifying the benefits of training within the organization. To support your argument, you should include the following.

1. Provide justification for the      training function, especially for a company that is currently not      profitable. You should make a strong case for the effects that training      has on the growth and development of employees and the company as a whole.      Use at least five (5) justifications and each should include an example of      your choice.
2. Include a summary of the      information discussed in Discussion Questions #1 and #2.
3. Use information contained in      the Lecture and Research Update.
4. Include information contained      in the textbook.
5. Use the data contained in at      least two (2) ProQuest articles (these may be Required Reading articles or      other articles found on ProQuest).
6. Provide relevant data from five      (5) of the following 10 company websites: Pfizer, IBM, Sprint,      Americredit, KLA-Tencor, Booz Allen Hamilton, Ernst and Young LLP,      Deloitte and Touche LLP, Ritz-Carlton Hotel Company, and AT&T Business      Services.

 (A 3-page response is required.)

MR632 Training and Development: Discussion Question 1_02 2

Marisol Ortiz
GA1600041
2906 Raven Creek Dr. Orlando, FL 32839
Marisolnyc78@gmail.com
Day 407-508-1928
Evening 407-508-1929
MR632 Training and Development

Discussion Question 1_02

1/11/2018

COMPANY’S TRAINING FUNCTION

Training is an important aspect among all employees in any given organization, whether occasional or regularly. It is important to note that some training sessions take place in between the organizations work time, while others during days off. However much it may seem consuming in terms of time and resources it ends up being beneficial and helpful in the following ways:

Employees tend to have better performance at work and perform organizational activities through receiving the needed training that will enable her/him be more efficient at work. Better performance can help in scaling the organization to greater heights, making it more competitive than others which also facilitates the achievement of organizational goals. Moreover, it makes an individual more conscious of his/her own surrounding such as safety, as well as enable the employee trained to be able to follow and execute the laid down procedure effectively without straining. This comes along with boosting the confidence and esteem of an individual, encouraging them to be more innovate and creative in their activities, therefore, building self-image through tasks performed.

No one is perfect and lacks a defining weak point in their work activities. Through training of employees, various weaknesses (Patten, Lexell and Brown, 2004) that they may possess may be aired out, and solutions on how to soldier up and conquer them are addressed. This way, they are equipped with the same knowledge and skills to undertake tasks delegated to them, which ensures workflow is excellent and reduces over-reliance of an individual to perform a particular task on your behalf which tends to slow down the work process.

Training is a form of motivation to the employees that make them have a sense of belonging and makes them feel that their needs are taken good care off. This promotes employees satisfaction in their work areas. When an employee is satisfied and comfortable at their work area, it invokes self-zeal and effort in their work areas. This enables achievement of organizational goals, increased productivity and innovation as a result of the knowledge and skills gained.

Training programs offer employees with the consistency of knowledge such as policies and safety guidelines as well as experience within the organization. This will help in providing exposure and information to the employees that will enable them to undertake tasks and responsibilities in the organization effectively and efficiently with the necessary guidelines in mind.

Finally, there is reduced spending and utilization of resources sparingly which helps to cut down the cost of purchasing materials for the organization, which in return saves the organization unnecessary expenditure when employees are trained on appropriate utilization of resources. Sone of the extra cost incurred in most company’s slow down the process of productivity which reduces the development and growth. However, if staff are trained on how to appropriately use materials and avoid wasting it allows for room for other projects to grow and be financed.

Conclusion.

Training people enable them to be empowered (Bowen and Lawler, 1995), knowledgeable, lift their spirits and facilitate them living their dream.

References:

Patten, C., Lexell, J., & Brown, H. E. (2004). Weakness and strength training in persons with poststroke hemiplegia: rationale, method, and efficacy. Journal of rehabilitation research and development, 41(3), 293.

Bowen, D. E., & Lawler, E. E. (1995). Empowering service employees. Sloan management review, 36(4), 73.

MR632 Training and Development: Discussion Question 1_01 3

Marisol Ortiz
GA1600041
2906 Raven Creek Dr. Orlando, FL 32839
Marisolnyc78@gmail.com
Day 407-508-1928
Evening 407-508-1929
MR632 Training and Development

Discussion Question 1_1

1/10/2018

TRAINING DEVELOPMENT MODELS

Training development models refer to the types of a process of education which aids in enhancing of the employees’ performances through a changed attitude, sharpened skills, gained knowledge and concepts which include (Jehanzeb, 2013);

1. Corporate university model. This model is a strategic tool of an educational process which helps a parent organization in carrying out activities that boosts the knowledge and learning of an individual as well as that of the organization which helps attain its objectives and has a long-term impact of the company’s stability and financial health.

Some of the strengths of using this model is that it provides a model that is powerful for people to embrace where people are compelled to renew their learning commitments. It offers a particular branding opportunity for an organization. The model also engages senior executives in the process of identifying a challenge in the organization and establishing the solution. However, the model also has some weaknesses which include criticism that the training does not involve real world scenarios and thus hard to apply to a real-life situation (Tannir, 2015).

2. Business-embedded model. It’s a dynamic and ever evolving model that aids in strategizing the direction of an organization, designing of products, structuring the versatility, ensuring products are well delivered and it is responsible for the outcomes.

However, some of the strengths of the business-embedded model is that it has a strategical direction which means that it provides a customized solution for its clients’ needs, competes for internal customers and understands the organization products cycle. The model also helps in the product design which employs the benchmarking among other innovative designs. Another strength of the business-embedded model is on product delivery where it offers a menu of learning options and delivers its training at the work site. However, some of the weaknesses of the model is that a lot of time is wasted during the employees training since some of them might take a while to understand some essential concepts (Zuraiju, 2017).

3. Change model. This model refers to the introduction and learning of new skills which involves a trainer introducing the skill, going through each example step by step on how to perform the skill, giving the trainee time to practice the new skill and finally monitoring if they have understood.

Some strengths of the change model is that it helps create a sense of urgency as to why some changes need to be done in an organization. Also, it helps in the creation of a guiding coalition, where the board agree on the change needed in a particular area of the company and can thus be implemented. However, some of the weaknesses includes the way to sustain the change which can be hard as people in the company were not used to. Also, it might be time consuming as people have to be trained on how to go about it (Calder, 2013).

References:

Calder, A. M. (2013). Organizational Change. Retrieved from https://digitalcommons.usu.edu/cgi/viewcontent.cgi?article=1142&context=honors

Jehanzeb, K. (2013). Training and Development Program and its Benefits to Employee. Retrieved from http://citeseerx.ist.psu.edu/viewdoc/download?doi=10.1.1.735.1349&rep=rep1&type=pdf

Tannir, A. (2015). The corporate university model for continuous. Retrieved from file:///C:/Users/Kizito/Downloads/Thecorporateuniversitymodelforcontinuouslearningtraininganddevelopment-ProQuest

Zuraiju, M. (2017). Business-embedded model. Retrieved from SlideShare: https://www.slideshare.net/maiveur?utm_campaign=profiletracking&utm_medium=sssite&utm_source=ssslideview