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Employee Development and Training
Employee development and training is initiated for performance improvement and professional development, as well as for testing a new project or operation. This is beneficial to the company, because it motivates and increases the morale of the employees.
1,193 Questions
How does culture influence on consumer behavior?
Consumer lives under social and cultural limitations.
Any behavior against the cultural set up of the society he lives in, is not accepted socially and as such he behaves under the influence of culture
What is scope of induction training?
What is induction training?
Induction training is training given to new employees.
The purpose of the induction period (which may be a few hours or a few days) is to help a new employee settle down quickly into the job by becoming familiar with the people, the surroundings, the job and the business.
It is important to give a new employee a good impression on the first day of work. However, the induction programme should not end there.
It is also important to have a systematic induction programme, spread out over several days, to cover all the ground in the shortest effective time.
Devising an effective induction training programme
The induction programme should be drawn up in consultation with all those involved. Depending on the size and complexity of the business this may include:
• Senior management (including directors)
• Supervisors or line managers
• Personnel officers
• Health and Safety managers
• Employee or trade union representatives
What induction training involves
Usually induction involves the new employee meeting and listening to different people talk about aspects of the business.
Other methods include written information, audio visual aids and group discussion.
The following items should be covered in an effective induction programme:
• Introduction to the business/department and its personnel/management structure
• Layout of the buildings (factory / offices)
• Terms and conditions of employment (explaining the contract of employment)
• Relevant personnel policies, such as training, promotion and health and safety
• Business rules and procedures
• Arrangements for employee involvement and communication
• Welfare and employee benefits or facilities
How has human services changed in the last 50 years?
Workforce Diversity has changed in as much as there are much more Spanish folks from Central and South America. This will continue into the future and will change the face of America. This is nothing new as this happened with the Irish ,Itialians .Europeans of all sorts. In a positive way we all get to learn about different cultures. In the negative the Corporations exploit these folks by low wages and poor work conditions as they have always done. Corporations depend on Diversity to make huge profits then leave the United States to further exploit the labor in foreign countries for even larger profits. This is a result of Politicians exploiting its own people for their own gain. I worked at Disney and saw Diversity first hand and also noticed Disney found a gold mine in taking advantage of these folks by paying sub wages and little else. Disney was raided many times for hiring illegals while giving the image that you were in a fantasy land. Corporations claim they will not survive without Diversity but what they really mean is they will not make as many billions for their shareholders.
How can I best reply to a good performance review besides saying thank you?
Actions speak louder than words. Your reply in words would be "Thank You" and your reply in actions would be to perform at a higher level so when the next review comes, it will be as good if not better than the last one.
What are the effects of employee relations on organizational performance?
Loss of interest in one's job
lack of productivity
lack of effeciency
Why is it important to clarify work requirements?
Clarifying work requirements occupy congregation in the company of team members at the same time as folks to converse insights on contemporary concert and what is necessitated in their roles despite the fact that allotment of profession objective. Many natives start a fresh occupation thrilled regarding the prediction of causative to a mounting business. In some period in view of the fact that, on the other hand, they've revealed the occupation is not what they predictable. Furthermore it means, occupation doesn't equivalent the arrangement explanation for which they were take into serviced or more responsibility than they expect. If this is the holder with occupation, inquire about supervision from administrator about the responsibility.
By having conversations each individual will be capable to accomplish to better understanding regarding the prospect while recognizing sustain for professional development. Clarifying work requirements assist to outline priorities as well as key chore at the work environment while identifying talents needed to undertake the responsibilities.Also helps to explore professional development along with sustainability options. This stage is important as it is the underpinning of an organization which enables to classify values and involvement of workers while demonstrating clear responsibilities to accomplish goals etc. These enable to ensure good awareness among each other to contribute to overall success of the business in the industry.
Study the job description and presentation standards cautiously and then compare how fighting fit the missions and assignments are specified at effort pathway with the contractual obligation and farm duties delineated in the career description. Construct memorandum of most important incongruities. Organize questions for conversation with superintendent. Using the disagreement recognized prior draw round detailed feat duties which require amplification. Plan summits with superintendent and be positive to have adequate time to apportion to the conference to swathe compulsory matters. Performance evaluation is a excellent instance to simplify responsibility at occupation.
How is perception relevant in understanding organizational behavior?
Perception is organization, identification and interpretation of information to understand an environment. Perception is important in the workplace to help employees and employers alike to understand what they are doing.
What aspects of the training could be improved in the IT field?
In the IT field, training could improve by incorporating more hands-on, practical experiences that simulate real-world scenarios, allowing learners to apply theoretical knowledge. Additionally, enhancing soft skills training, such as communication and teamwork, can better prepare professionals for collaborative environments. Lastly, staying updated with emerging technologies and trends through continuous learning modules would ensure that training remains relevant and effective.
What is the advantage of case study?
Case studies illustrate psychological principles is a way that abstract generalizations and cold statistics never can, and they produce a more detailed picture of an individual than other methods do.
Explain with whom to discuss training and development issues?
if this question is related to an employee's training and development than it is the Human Resource department that deals with the training and development of every employee in an organization and their other facilities.
Why is a performance appraisal system important?
importance of job evaluation:-
1.rational wage structure
2.removal of inequalities
3.good industrial relations
4.proper emphasis on job factors
5.scientific selection and recruitment
6.performance appraisal
7.training and development
8.multifarious use
Administrative decision making model?
A managerial decision making model is a system that managers use to collect, analyze and compile data in order to make informed decisions. The systems allows managers to identify and present effective solutions to challenges within the organization.
Standards of performance or performance goals are used?
There are at four solid reasons to use KPI's to measure the performance or progress of your business.
- To reduce the number of decisions that are based solely on instinct or gut feel and make decisions based on objectivity and facts.
- Quantify the achievement of goals by setting, monitoring and measuring against a standard or target.
- As your business grows it becomes more difficult to remain as close to the operational details as you once were.
- Allows you to focus on facts when chaos ensues.
Planning Phase
What is the nature and scope of personal growth?
Personal Growth is the only thing which is going to remain with you forever. Therefore, your basic goal in life should be continuously grow physically, mentally and spiritually irrespective of circumstances.
Personal Growth, in other words, means respecting your own individuality. The more you make personal growth in life, the more you respect yourself. So start by recognizing your natural potential and develop the relevant skills to enhance your potential for living life to the fullest.
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If this question is asked of you, you can tell them you enjoy working with people. You can also say you took classes in this topic or it has always been an interest of yours.
What are the techniques of job analysis?
Step 2: Review relevant background information.
Step 3: Select representative positions.
Step 4: Actually analyze the job.
Step 5: Verify the job analysis information.
Step 6: Develop a job description and job specification.
yes the nestle use media for their recruitment
Personal presentation and conduct is important because you have to demonstrate your respect yourself in order to get respect. The way you dress, talk and behave all affect the level of respect you get.
What are the pros and cons of performance appraisals?
Performance Appraisal
Benefits of Appraisal
Perhaps the most significant benefit of appraisal is that, in the rush and bustle of daily working life, it offers a rare chance for a supervisor and subordinate to have "time out" for a one-on-one discussion of important work issues that might not otherwise be addressed.
Almost universally, where performance appraisal is conducted properly, both supervisors and subordinates have reported the experience as beneficial and positive.
Appraisal offers a valuable opportunity to focus on work activities and goals, to identify and correct existing problems, and to encourage better future performance. Thus the performance of the whole organization is enhanced.
For many employees, an "official" appraisal interview may be the only time they get to have exclusive, uninterrupted access to their supervisor. Said one employee of a large organization after his first formal performance appraisal, "In twenty years of work, that's the first time anyone has ever bothered to sit down and tell me how I'm doing."
The value of this intense and purposeful interaction between a supervisors and subordinate should not be underestimated.
Motivation and Satisfaction
Performance appraisal can have a profound effect on levels of employee motivation and satisfaction - for better as well as for worse.
Performance appraisal provides employees with recognition for their work efforts. The power of social recognition as an incentive has been long noted. In fact, there is evidence that human beings will even prefer negative recognition in preference to no recognition at all.
If nothing else, the existence of an appraisal program indicates to an employee that the organization is genuinely interested in their individual performance and development. This alone can have a positive influence on the individual's sense of worth, commitment and belonging.
The strength and prevalence of this natural human desire for individual recognition should not be overlooked. Absenteeism and turnover rates in some organizations might be greatly reduced if more attention were paid to it. Regular performance appraisal, at least, is a good start.
Training and Development
Performance appraisal offers an excellent opportunity - perhaps the best that will ever occur - for a supervisor and subordinate to recognize and agree upon individual training and development needs.
During the discussion of an employee's work performance, the presence or absence of work skills can become very obvious - even to those who habitually reject the idea of training for them!
Performance appraisal can make the need for training more pressing and relevant by linking it clearly to performance outcomes and future career aspirations.
From the point of view of the organization as a whole, consolidated appraisal data can form a picture of the overall demand for training. This data may be analysed by variables such as sex, department, etc. In this respect, performance appraisal can provide a regular and efficient training needs audit for the entire organization.
Recruitment and Induction
Appraisal data can be used to monitor the success of the organization's recruitment and induction practices. For example, how well are the employees performing who were hired in the past two years?
Appraisal data can also be used to monitor the effectiveness of changes in recruitment strategies. By following the yearly data related to new hires (and given sufficient numbers on which to base the analysis) it is possible to assess whether the general quality of the workforce is improving, staying steady, or declining.
Employee Evaluation
Though often understated or even denied, evaluation is a legitimate and major objective of performance appraisal.
But the need to evaluate (i.e., to judge) is also an ongoing source of tension, since evaluative and developmental priorities appear to frequently clash. Yet at its most basic level, performance appraisal is the process of examining and evaluating the performance of an individual.
Though organizations have a clear right - some would say a duty - to conduct such evaluations of performance, many still recoil from the idea. To them, the explicit process of judgment can be dehumanizing and demoralizing and a source of anxiety and distress to employees.
It is been said by some that appraisal cannot serve the needs of evaluation and development at the same time; it must be one or the other.
But there may be an acceptable middle ground, where the need to evaluate employees objectively, and the need to encourage and develop them, can be balanced.
What are the factors which determine the effectiveness of training and development process?
· Human resource policy of training and develoment in an organization
· Objectives were obviously uttered and discussed
· Each objective was achieved successfully
· Objectives bring into line with job function
· Can align career development to congregate company's objectives
· Decision-making shore up possibly will bound brunt of innovative training pertaining to manipulating thought accomplishment
· Lack of support from strategic management
· Inauspicious surroundings
