| Papers [1-15] of 100 :: [Page 1 of 7] | | Go to page : 1 2 3 4 5 6 7 —> | Search results on "EMPLOYEE TRAINING DEVELOPMENT": |
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Training and Development of Employees, 2004.
A discussion of the importance of training employees and a question about who should have the responsibility for the training and development of these individuals.
2,895 words (approx. 11.6 pages), 3 sources, MLA, $ 85.95
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Abstract
This paper examines who should take responsibility for retraining employees in specific fields. It explains that the first option is for the state to have this responsibility, the second is for employers to have this responsibility, and the third is for employees to have this responsibility. Each of these options has reasons both for and against. These three options are discussed in turn, with reference to both the reasons for and against. Following this discussion, the information is combined to reach a conclusion on who should have responsibility for the training and development of employees.
From the Paper
"The training and development of employees is necessary for the operation of the State because individuals provide all the goods and services the State requires via work activities. For example, doctors and nurses provide health care services, plumbers and carpenters provide home-building services, and teachers and professors provide educational services. Workers also provide goods via work activities. For example, factory workers manufacture goods, engineers design and allow for structures such as roads and bridges to be created, and a range of professionals are involved in the development and production of all kinds of consumer products from clothing to cars to toothbrushes."
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Training and Development, 2005.
An overview of employee training and development.
920 words (approx. 3.7 pages), 1 source, APA, $ 31.95
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Abstract
This paper is about employee training and development. It uses a five-step process to develop the appropriate training program that includes training needs assessment; creation of training materials; the training medium (internal, external); the implementation, and an evaluation plan to determine the effectiveness of the training.
From the Paper
"According to the book Effective Management training is one of the most important activities in which any company can engage. Employees need to learn how to do their work. They also need to learn about the company's products and ..."
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Employee Training Programs: A Strategic Business Component, 2004.
This paper discusses the major aspects of employee training and analyzes how this activity is related to strategic business.
3,727 words (approx. 14.9 pages), 4 sources, MLA, $ 103.95
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Abstract
This paper examines how training is an important process for employees, as well as a tool for fulfilling strategic goals and objectives. It looks at the major components of employee training, including the definition of training, importance of training, training program design, needs assessment, legal considerations and program development. It also discusses how more research is needed in the field to ensure that training continually meets the needs of companies, especially during times of technological growth and development.
Outline
Introduction to Training
Importance of Training
Prerequisites to Training Design
Designing Effective Training Programs
Conducting a Needs Assessment
Legal Considerations
Program Development
Training Implementation
Ensuring Transfer of Training
Cost-Benefit Analysis
Conclusion
From the Paper
"Presentation methods are those in which trainees are passive recipients of information. This information may include facts, information, processes, and problem-solving ideas. The two major presentation methods are lectures and audiovisual techniques. A lecture involves communication through spoken words. Major advantages of the lecture method are that it is inexpensive, doesn't consume very much time, and is effective in large groups of trainees. There are several variations to the lecture method. The standard lecture involves the trainer talking while employees listen. Team teaching involves two or more trainers presenting different topics or different views on the same topic. Guest speakers visit the session for a set time period and conduct the primary training. Panels involve two or more speakers presenting information and asking questions. "
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Employee Training, 2006.
A review of employee training in the service industry.
3,750 words (approx. 15.0 pages), 7 sources, MLA, $ 103.95
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Abstract
This paper looks at the methods of and motivation for employee training in the service industries, such as hotels and restaurants. The paper begins with an exhaustive overview of the term training, including a detailed recitation of Carter McNamara's six-point rationale for training in "Employee Training and Development: Reasons and Benefits." The author also provides background information about the importance of good trainers and training techniques. The paper then looks at specific case studies, including the Hilton Hotels, to understand how and why companies train their employees and to evaluate their success.
From the Paper
"One of the most important aspects of employee training is the cost involved, a cost that needs to be recovered when the employee becomes an effectively contributing member of the organization. The problem is that in spite of the fact that most companies spend less than $1,500 a year on employee training, it is a cost nevertheless and causes some concern among management regarding how long an employee will remain within the organization once the training is complete."
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Employee Training, 2004.
Looks at the prevailing attitude of British employers that employee training was not particularly helpful, and how this attitude is slowly starting to change.
3,448 words (approx. 13.8 pages), 24 sources, APA, $ 97.95
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Abstract
This paper looks at the recent recognition by British employers of the significance and importance to a successful business of properly trained employees. The paper also looks at how there has not been conclusive evidence to suggest that improved employee training leads to a tangible increase in performance and, thus, profitability, but how it has been established that lack of training activity can adversely affect organizational performance. The paper goes on to look at how British employers have decided to approach the issue of employee training and some of the different methods and strategies that have been used. Finally, the paper looks at ways of evaluating the training strategies and discusses the importance of these evaluations.
From the Paper
"It is a commonly accepted fact that British employers have neglected the significance of employee training. They justified this neglect probably on the premise that although training is a major cost item, it does not have a significant correlation with improvement in organizational performance (Hallier and Butts, 1998, p.80). However, in recent years, there is a major upheaval in this line of thinking, prompted by industry experts and fast spreading public opinion about the impact of training and employee development. Employers in Britain are gradually but surely conceding to the fact that employee development does pay in terms of better organizational performance. Based on a research study sponsored by the National Institute of Economic and Social Research, experts generally subscribe to the theory that skills training improve organizational performance and efficiency (Stevens and McKay, p.55)."
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Employee Training and Development, 2002.
An overview of the advantages of employee training as well as the different types of training available.
1,900 words (approx. 7.6 pages), 14 sources, $ 71.95
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Abstract
This paper looks at employee training as a means of improving an organization and making it more cost-effective. This paper defines the different types of training, including technical, literal, video, and other types of training used to fulfill the needs of both employer and employee.
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Training and Development, 2007.
An examination of training and development tools for employers.
1,583 words (approx. 6.3 pages), 7 sources, MLA, $ 51.95
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Abstract
The paper discusses how, in the modern world of ever-changing technology and constant information and innovation, it is essential for training to take place in order to keep employees up-to-date with current technology. In this paper the researcher compares and contrasts two types of training, as well as highlighting their comparative advantages and disadvantages.
Outline:
Abstract
An Overview of Training
Instructor Led Training
Technology Based Training
Closing Summary
References
From the Paper
"For those who are introverted, the "virtual classroom" takes away the fear of being in a room with possible strangers, and it is more accommodating for people with disabilities who may not be able to spend long periods of time seated in a classroom. The use of technology for training purposes has also been identified as a trend and best practice within the training arena (Colteryahn, 2005). Adding a dimension of personal experience to the discussion of technologically based training, the researcher personally knows several individuals who have earned various college degrees, ranging from Bachelor's to Master's, by "attending" an online university's "virtual campus"."
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Business Training and Development, 2004.
The paper looks at a case study for a business organization and how it needs to improve the effectiveness and productivity of its employees.
820 words (approx. 3.3 pages), 3 sources, MLA, $ 29.95
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Abstract
Training and development in and for the business and enterprise development is an important area of the requirement of business enterprises and companies today as technology and work techniques change very rapidly. This paper first considers a real business, which can benefit from training and development of the employees/staff and then looks at how the requirements for training were identified, who in the organization needed the training, and how the training was then imparted to increase the productivity of the workforce.
From the Paper
'The company recently introduced a new software system for store operations which would automate the inventory system and change the way that the employees did their job. There was firstly a need to understand how the new system will impact on the organization and then the workforce which was going to be affected had to be trained so that there was a seamless change to the new system."
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Training and Developing a Work Force, 2001.
This essay describes the process a company undergoes when training and developing a work force.
4,535 words (approx. 18.1 pages), 13 sources, MLA, $ 118.95
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Abstract
This paper is a guide to companies when executing the training of a new work force. The author shows how job training is crucial for the workers as well as for the corporations. He indicates that companies are paying more attention to the training and development then to recruiting. There are many changes that are being made to the process of training and developing a new work force mainly towards developing existing skills and acquiring new ones. The paper examines several factors that affect this process such as: government intervention, wages, diversity, globalization...and much more.
From the Paper
"When a company or enterprise consider workforce development it is not merely to polish existing skills or image standards. Job training is crucial for the workers as well as for the corporations. On the job it means reaping profits and for the nation it means creating human resources. Thus for this reason enterprise are paying more attention in training and development then in recruitment. The focus therefore is to ?change? and the trend is towards developing existing skills, acquiring new ones.
In the recent years this has been treated as part of human resources training where individuals were recruited and ?TRAINED? to the organization. Those who have skills would benefit less from the training and those who don?t learn to acquire some. The overall outcome is not what the skills the employee has but rather what skills the individuals have instilled those are congruent to the environment in which they work. Hence, the training process has been morel like an educational process, where individuals were given lectures on development of skills instead of acquiring the true skills required."
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Employee Training Program, 2007.
This paper presents a plan proposal for the Superior Wrench Corporation to train current and future employees on cross-cultural diversity.
1,223 words (approx. 4.9 pages), 4 sources, MLA, $ 41.95
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Abstract
The paper relates that the Superior Wrench Corporation (SWC) has experienced dynamic change in recent months by introducing new clients and deciding to work with multinational corporations. The paper discusses how in doing so, they neglected to communicate to employees how working with culturally diverse employees and companies would impact the workplace. This proposal outlines a training program for employees that will remove their fears about working internationally.
Outline:
Introduction
Executive Summary
Cross-Cultural Issues
Global Law and Finance
Multinational Companies
Multinational Teams
From the Paper
"In today's rapidly changing market, it is critical firms to recognize the many ways international or global business relationships will impact corporate procedures, productivity and culture. For organizations to succeed in the face of rapid growth, change and expansion it is important that all employees, potential employees and future employees recognize how vital shifts in organizational behavior and communication are to a company's success. Cultural diversity in a global marketplace is inevitable, and in itself presents many challenging issues managers must address. This plan proposal will describe the major topic areas relevant to a training proposal for Superior Wrench Corporation (SWC) as they centralize customer service functions."
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Employee Training and Development, 1999.
Examines purpose, benefits to the employee and company, improving performance, adult education, employee participation and leadership models.
2,475 words (approx. 9.9 pages), 6 sources, $ 87.95
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From the Paper
"EMPLOYEE TRAINING AND DEVELOPMENT
Introduction
Training and development has become a $30 billion profession. Annually 15 million employees participate in 17 million courses, and one out of every eight workers attends a formal training course (Chakiris & Rolander, as cited in Knowles, 1998, p. 227). The training of employees at all levels is important to companies, both in terms of increasing performance (and profits) and the costs incurred.
In Defense of Employee Training and Development
Management, generally speaking, is in agreement as to the goal: the focus should be on increasing the performance require-ments of the company through the development of its work force. However, some management professionals believe that a company should focus on ..."
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Employee Training, 1999.
Types (traditional, instructor-led, peer-led, computer & Web-based), techniques, goals, advantages & disadvantages and effectiveness.
2,475 words (approx. 9.9 pages), 11 sources, $ 87.95
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From the Paper
"Introduction
Training is one of the most critical aspects of a company's operations, yet it is also one of the most problematic. Companies, particularly large organizations, must develop ways to ensure that existing and new employees receive information that they need to perform their jobs at the appropriate time and in an appropriate manner. They cannot receive the information too soon, or they will forget it; if they receive it too late, they will have already learned the material in a less effective manner. Companies can adopt several different training methods, including training conducted by peers, relying on training from previous experience, self-paced training (including computer-based training), Web-based training, or training by professional trainers. This research considers the various types of training available to employers and.."
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Employee Training, 1997.
Examines its Importance to the organization, purposes, types, focuses on marketing function, evaluation and measurement and validity. Includes tables.
2,475 words (approx. 9.9 pages), 9 sources, $ 87.95
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From the Paper
"Purpose and Scope
This research examines the issue of evaluating the effectiveness of employee training, particularly as it relates to the marketing environment. Included are an examination of the importance of training to organizations in general, the importance of training within the realm of marketing, and a discussion of the importance of being able to effectively evaluate the training process in light of several key objectives. In addition, key areas for measuring training are discussed, and various types of evaluation methodologies are presented and considered.
Need and Background and Methodology
The need for this type of research arises from the importance that training plays in today's modern organizations. Companies commit a ..."
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Employee and Organizational Development in the UK, 2005.
Argues that the British government does not invest enough in its employee training and development policies.
2,086 words (approx. 8.3 pages), 7 sources, MLA, $ 65.95
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Abstract
Over the last several years, Britain has been suffering from underinvestment in the areas of education and development. Although the country has made considerable advancements in terms of economic performance and educational developments, it still lags behind a number of other developed nations that once used to follow the lead of Great Britain. This paper shows how the training and development policies of the British government have changed significantly during the last several years, making it ineffective and consequently harming the human capital development process of the country.
Paper Outline:
Introduction
Employee Development and State Intervention
Human Capital Development
Core Competencies
Role Competencies
Works Cited
From the Paper
"Finally, the selected intervention strategies are implemented and the outcomes are measured through a final evaluation. Intervention strategies are usually implemented by initiating a change management process throughout the organization. The success and effective implementation of these strategies is ensured by evaluating the outcomes of the human performance intervention process."
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Employee Development, 2007.
A critical analysis of the correlation between employee development and company performance.
3,313 words (approx. 13.3 pages), 15 sources, APA, $ 94.95
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Abstract
This paper describes various methods of employee training and development. The author analyzes the correlation between employee development and customer satisfaction, suggesting that employees may have a higher ability and willingness to solve crises encountered because of training courses that are encouraged. The author concludes that employee development has become a necessity for surviving in a complex and dynamic environment that continually poses new challenges to the organizations acting within its framework.
Outline:
What is Employee Development and Why do we Need it?
Researches Proving the Link Between Employee Development and Company Growth
Benefits of Employee Training and Development
Different Strategies for Different Employees
Bibliography
From the Paper
" First of all, a clear delimitation should be made among three concepts that people often confuse. These are education, training, and development. The first one consists of preparing an individual's mind in a framework which is different from the organization. The second refers to attending courses aimed at improving skills, knowledge or attitudes for appropriately achieving a certain task within an organization, while the third is the natural result of the first two and is represented by "the growth of the individual in terms of ability, understanding and awareness" (http://www.accel-team.com/human_resources/hrm_07.html). This triangle proves to be indispensable to company performance as it allows employees to account for more difficult tasks, it accommodates newcomers to the organization's performance standards and helps them act within the same competitive pattern responsible for the company's success, it enhances the organization's efficiency and effectiveness, it responds to legislative requirements regarding health or safety, and sets an adequate framework for informing employees on changes that have been made and the courses they have to attend in order to cope with modifications. "
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