Chapter 8: Key Training Issues

1.How can training keep pace with a changing organizational environment?

According to our reading, it states that the main way organizations are keeping pace in the changing environment is via online modules. I can see this being an effective method. However, I have also seen this method taken advantage of during my time in the military. It enabled the trainees to click through the process in order to get a certificate at the end. This meant that the majority of the training was neglected and rushed without any real learning occurring in the employee.

2. Should Training Take Place in a Classroom setting or on the job?

I believe after reading the facts stated in the article about slowdown with on the job training that a classroom with dedicated time would be the more effective method. Instead of rushing the situation managers should invest in their employees with efficient training.This would result in a much larger chance in higher productivity levels.

3. How can training be effectively delivered worldwide?

Effective training has been conducted by current businesses mainly via online. However, this method has limitations. However, it is costly to pay for employees to travel so regional training is suggested in our reading. In the military they would pay for soldiers to fly to their training resulting a large number of moneys spent in the process. Perhaps the military would save money by adopting more of a regional training method.

How can training be delivered so that trainees are motivated to learn?

The chapter describes how important it is to engage the trainees in order to effectively teach key skill in the workplace. In my experience this is absolutely valid and true. During my experiences I attended many lectures and training sessions. The most effective ones to me were the ones that tried to get everyone involved. Those training sessions also proved how important it is to show the contents relation to the job.

Training Vs. Development

In terms of both business and everyday life training and development may be similar in subject matter, but their meanings are entirely different. Training refers to the job being taught during the time the trainee is being trained. Development focuses on the future of the employee of the company. By focusing on the development of employees an organization intentionally or unintentionally prepares for the future. (Gomez-Mejia, Balkin and Cardy 2016, 265.)

Challenges in Training

Is training the solution to the problem?

Training cannot be the only solution the problem. The problem also lies in the motivation and moral of a company. There are just some things that cannot training cannot affect. For example, a moral issue or poor material provided to the worker.

Are the goals clear and realistic?

Unless goals are clearly defined prior to the training occurring an issue may occur in the results of the training. For example, training not being utilized correctly could be a result in wasted time and resources.

Is training a good investment?

The answer to this question is an obvious yes. Training as an investment results in a better product and organization as a whole. By investing in employees an organization will only improve their product and services

Will training work?

Not a single method has been proven to be a guaranteed working method. People have different personalities and learning styles. This means that just because training is happening, doesn’t mean the information is being obtained by the trainee. I refer back to my previous example of the military in which soldiers rushed through their online training requirements.

Managing The Training Process

The Training Process Stages:
1. Needs Assessment – Identification of the needs of the trainee for the organization
2. Development and Conduct of Training – Appropriate training is given to the employee.
3. Evaluation – Assessment of the training conducted.

Types of Training:

1. Training – The typical type of training
2. Retraining – Reexploring previously trained material for refresher purposes.
3. Cross-function Training – Multifunctional training

4.Team Training – Working in teams in order to produce a more effecting training method
5. Creative Training – Innovated training method to instill a sense of creativity in the trainee.

Chapter 9: Developing Careers

What is Career Development?

In a nutshell, career development is the organization and employee setting goals and preparing for advancement.  By doing so an organization or company is preparing for the future of the employee and the company. This dedication to the employee might also result a stronger loyalty.

Challenges in Career Development

Who will be responsible?

Companies might need to designate someone responsible for the development for their employees. However, it is also becoming a trend that companies place the responsibility on the individual employee for their development. I agree with this method as it implies the employee must have sense of responsibility in order to advance in the company. However, the organization can also have an influence on the motivations of the individual for career development.

Meeting the Challenges of Effective Development

Assessment Phase – Self or organizational in order to identify an individual or companies’ strengths and or weaknesses.
Direction Phase – Identification of individuals desired careers and plan to meet goals.
Development Phase – Taking actions to improve skills and foster growth.


Case Study#1: Super-Sized Gamification for Training – McDonalds is Lovin It

McDonalds has adopted virtual reality tool as their new means to train its managers and employees. By using 3d they have seemingly regained the interest and fun factor in a training scenario. McDonalds serves millions of customers a day and by doing this they are not only implementing new technology, but innovating in the training procedures. The future is inevitable and so is the technology that will be used in the future. This is a strong move on their part to improve their training process.

Case Study #2: Nando’s Taste Success through Training – Expanding Restaurant Firm Retain a Family Feel

Nando’s family training feel has made their company one of the most choices for employment. By implementing their values of passion, pride, integrity and family into their training methods they have effectively brought their company to the top tier list of effective and innovative training methods. It has also shown to be an effective way to make the company more profitable going from 20 million euros to 90 million euros since the new training methods were started. This type of training method also incentivizes the employees to stay loyal to the organization while maintaining higher moral.

Article #1 Training New Employees Sucks. 3 Ways Make It Faster, Easier and More Effective

The article discusses innovative ways to possibly increase the productivity, make easier, more effective training. The first method addressed is belief-based training. Engaging the trainees on interests and answering the why rather than how seems to be an effective training method. The second method discussed is by placing a higher emphasis on training leaders. By a company investing in the leadership skills of an individual there is a productive trickle-down effect. A well-trained leader could be the answer to improving a employees productivity and moral. The final method discussed is refers to cultural crafting in the workplace. By crafting a culture that creates a hungers development it only seems to benefit not only the individual, but the entire organization.

References

Gomez-Mejia, L.R. Balkin, D.B. & Cardy, R.L. 2016. Managing Human Resources. Global 8th ed. Pearson. London.

Milne, J. 2016. Super-sized gamification for training – McDonald’s is lovin’ it. Diginomica. URL: https://diginomica.com/super-sized-gamification-for-training-mcdonalds-is-lovin-it. Accessed: 8 June 2020.

Forrestt, J. 2020. Entrepreneurship URL: