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Why managers are reluctant to spare their key employees for training and retraining?
Managers often hesitate to spare key employees for training and retraining due to concerns about productivity loss during the absence. They may fear that the investment in training won't yield immediate returns or that the employee may leave the organization after acquiring new skills. Additionally, there can be a perception that training is a distraction from urgent tasks, leading managers to prioritize short-term results over long-term development. Ultimately, this reluctance stems from balancing immediate operational needs with the potential benefits of employee growth.
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Who is responsible for training of the employees?
The Unit commander
What has the author Peter A Creticos written?
Peter A Creticos has written: 'Evaluating state-financed, workplace-based retraining programs' -- subject(s): States, Training of, Case studies, Occupational retraining, Employees, Evaluation
What are the strengths and shortcomings of a decentralised approach to training managers and hourly employees?
cost
What has the author Horst-Dieter Hurlebaus written?
Horst-Dieter Hurlebaus has written: 'Rechtsratgeber Berufsbildung' -- subject(s): Law and legislation, Vocational education, Occupational retraining, Employees, Training of, Occupational training
What function of human resource - managers?
motivate employees organise training courses Set disciplinary procedures
What three groups of employees should receive training on antidiscrimination and antisexual harassment policies?
Conduct high-quality training, including refresher training, on antidiscrimination and antisexual harassment policies and practices for three groups: employees, managers, and supervisors.
What are the strengths of a decentralized approach to training managers and hourly employees?
A decentralized approach to training managers and hourly employees fosters empowerment and adaptability, allowing local leaders to tailor training programs to specific team needs and organizational culture. This flexibility can lead to more relevant and impactful learning experiences, as employees receive instruction that directly addresses their unique challenges. Additionally, it encourages ownership and accountability among managers, promoting a culture of continuous improvement and innovation. Overall, such an approach can enhance employee engagement and retention by making training more relatable and effective.
What has the author Seymour L Wolfbein written?
Seymour L. Wolfbein has written: 'Education and training for full employment' -- subject(s): Employees, Occupational retraining, Training of, Vocational education 'Manpower policy: perspectives and prospects' -- subject(s): Manpower policy, Occupational training, United States
What is ongoing training?
On-going training is most common form of training. It is carried out with existing members of staff with the aim of updating their skills and developing them as people. Managers are responsible for identifying training needs among employees then mentoring and coaching them.
What is ONGO?
On-going training is most common form of training. It is carried out with existing members of staff with the aim of updating their skills and developing them as people. Managers are responsible for identifying training needs among employees then mentoring and coaching them.
Did the personnel manager handle the issue properly?
Personnel managers typically oversee the hiring, training, and other legalities of having employees in an organization. They make sure that laws and codes are followed in all aspects of hiring, training, certifying, educating, insuring, and discharging employees.
Why employees do not follow safety procedures even after training?
You can train people about safety, but you can't train them to care about it. That requires continual management activity that shows employees that their managers are serious about safety. It is the nature of human to break the rules. also the safety professional are breaking the rules time to time. safety is culture it is not easy to change. they need time. Managers and supervisors are also given safety training that is more vigorous than those of the employees. This training helps them manage the people who does not care about workplace safety.
