Devising a training program for an organisation

Devising a training program for an organisation Organizations are not exempt from changes that society continually faces, therefore training is a fundamental part of organisational life. Many situations require unique solutions based on the unique needs of the organization. Thus this makes training a universal need but one that differs across individuals. Training is the acquisition of knowledge and skills in order for a person to carry out a specific task or job. Training benefits employees in several ways: It increases their sense of ownership in the business. They become more organised, productive and flexible and are better able to meet the needs of internal and external customers new skills and abilities in areas such as decision-making can empower staff, which makes them more effective. As a training manager, I know that the first step in conducting a training programme is to conduct a training needs analysis. This involves fours stages, Planning, job analysis, training gap analysis and training options analysis. In which I ask myself why is this training needed? What is the perceived problem? What are the aims and objectives? (Grey 1994) It is where I outline how the organizational objectives can be realised through the training programme. To do this I should conduct a gap analysis in which I identify the gap between the existing and needed skills of the employees, and in turn I can specify when, what, who, where and how to conduct the training. I can classify the exact areas were training is needed, that the training is closely aligned by the goals of the organization, that its causing the least possible disruptions to normal work routine, thats its cost effective and that I constantly keep in mind the preferred learning styles and opportunities to the individual and the organisation. This needs analysis proceeds in 3 stages, with the outcomes of the one stage influencing and helping to shape the next: (!) Organisation analysis (2) job analysis (3) person analysis. In the organisational analysis, I link the training initiatives with the organisations strategic plans. This is a very important step because before training solutions are sought one must ensure that funds are allocated properly, because this can cause costly mistakes to the organisation. In job analysis I identify the tasks, skills and attitudes that one needs to compete the job. This can be achieved through an HTA (Hierarchical task analysis) which was developed by Annett and Duncan 1967, in which tasks are broken down in a deductive manner, hence showing a hierarchical connection between the tasks, and afterwards instruction is sequenced bottom up. However one must keep in mind that the HTA does not necessarily capture the psychological processes that one goes through when doing the task. In the last stage of person analysis, I ask myself question like who needs the training? What skills need to be taught? Once I have gathered all the information from the training needs analysis, I can move on to the actual content of the programme in the training design, which is the second stage in the training cycle. The training design helps me determine the criterion behaviour, so I determine the contents, design of the training, and what the person should be able to do after the training. Throughout this stage one must keep in mind how people learn. This is because people learn in different ways, and so one must pay close to attention to teach the trainees in the most effective manner suitable to them. As example depending on the organization and the type of tasks that Im trying to teach the employees I may choose Fitts Skills Development theory (1962) which states that skill development progresses through three distinctive phases, Banduras Social Learning theory (1977) who says that learning is seen to result from strengthening stimulus response links through reinforcing appropriate behaviour or Andersons ACT theory (1983, 1987), whos theory is aimed at developing expertise. Regardless of what method of instruction I choose, I should keep in mind Goldsteins and Fords 2002 techniques for choosing good trainers. They argue that good trainers are those who encourage trainees to use their talents to achieve, set difficult but attainable goals, give exams that show both strengths and weaknesses, show enthusiasm for the subject, allows trainees to express problems related to the course content covered and to share any relevant knowledge and experiences and trainers who stimulate interest in the subject. I also should pay attention at how easily the trainees can put what they have learned in the training programme (the skills, attitudes and knowledge) into practise in the work place. And this all depends on the trainee characteristics, meaning the trainees personality, self efficacy, cognitive ability, age (Colquitt at al, 2000). With this information I can evaluate who is to be trained and how train them since for example older employers tend to take longer to learn or unlearn. One must also pay close attention to the work environment, including the organisational climate and the social support system (Tracey et al, 1995). The training evaluation is the final stage of the training cycle. Here I ask myself if the trainees reached their objective, and if the training programme has been a valid one. Throughout this stage I asses the performance of the workers before and after the training programme this is done by measuring performance, to establish is any changes took place if these changes are as a result of the training. Kirkpatrick explains that there are four stages for evaluation of training programme. (1) Reaction, in which the trainers get to know the trainees opinion about the training programme, which can be both positive and negative. (2) Learning, which actually looks for confirmation that learning took place. (3) Behaviour is the stage in which one sees the trainee performing what has been learnt (4) In the last stage one sees how the training effected behaviour, performance and the organisation. One should also take note that depending on the organisation one may choose to conduct these stages in either an on the job or off the job training programmes. As an example Tesco which is the largest British retailer and is also the worlds third largest grocery retailer with outlets across Europe, USA and Asia, offers employees both on-the-job training and off-the-job training. On-the-job training methods at Tesco include: shadowing a person already in the job shows the employee how to do it, coaching a manager or designated colleague will help trainees work through problems and inspire them to find solutions, mentoring a more experienced member of staff acts as an adviser job rotation or secondment the trainee has the opportunity of covering their target role, taking full responsibility on a temporary or limited basis. Off-the-job training is often more appropriate for training in specific new skills or for developing the individual, in areas such as team-building, communications (for example, making presentations), or organisation and planning. It usually involves attending external courses run by professional training organisations or qualified Tesco training staff (www.thetimes100.co.uk ) A well constructed training programme, is beneficial on both and organizational level and an individual level. This is because on an individual level, one gains greater intrinsic and extrinsic job satisfaction, and the employee can enhance their portfolio for better employability. On an organisation level it can lead to enhanced work performance and productivity, less absenteeism accidents, decrease in wastage, greater customer satisfaction and lower labour turnover. (Arnold et al, 2007) In conclusion one must keep in mind all the points and stages that I have mentioned, because unless the training is planned and systematic, its simply a waste of time and money. Organisations that fail to do so, end up making costly mistakes and as a result end up using ineffective training methods, wrong amounts of training (too little or too much) or they fail to follow up on the training used. (Arnold et al, 2007) (Word count: 1,311)

Herzberg Theory Essay

Herzberg’s Two Factor theory (Motivator-Hygiene) suggested that the factors involved in producing job satisfaction and motivation are separate and distinct from the factors that lead to job dissatisfaction. (Herzberg, 1987) In 1959, Frederick Herzberg found that people had two essential needs in life. 1. The human’s need as an animal to avoid pain 2. The human’s need to grow psychologically And from the two founding, Herzberg has come up with a two factor theory or is also known as Motivator-Hygiene theory that has been a stepping stone for motivation in the workplace. Motivator-Hygiene Theory Herzberg interviewed 203 engineers and accountants. A survey has been done to identify how they feel about their jobs. They were asked to remember back the time when they felt really good at their job and the feelings that associated during that time. And later, they were also asked to recall a time when they felt really bad towards the job and the feelings that associated with it. These results led to two categories Job Satisfiers Job Dissatisfiers. * Motivator Factors (Job Satisfiers) Factors that create positive feelings. These included things such as achievement, responsibility, growth in workplace and recognition. * Hygiene Factors (Job Dissatisfiers)  Factors that are related to work context and environment. These includes company policy, administration, job security, salary and work conditions. The theory states that if the motivator factors are present in conjunction with hygiene factors then the job will be satisfying. If the hygiene factors are the only present factors, then the job will be in a neutral state. Employees are not dissatisfied and they have average performance. If the hygiene factors are not present then the job becomes dissatisfying, with or without motivators. Even though hygiene factors do not lead to extra work they are needed as building blocks to start productivity. Therefore, in order move beyond this level, the motivator factors are needed. Herzberg, F.I. (1987), â€Å"One more time: How do you motivate employees?† Harvard Business Review, Vol.65 (5), pp.109 – 120 Herzberg, F., Maunser, B. and  Snyderman, B. (1959), The Motivation to Work, John Wiley and Sons Inc., New York, NY

Hip Hop Essay Topics - an in Depth Anaylsis on What Works and What Doesnt

Hip Hop Essay Topics - an in Depth Anaylsis on What Works and What Doesn't Whispered Hip Hop Essay Topics Secrets It's great to meet you and speak to you. With hip hop dancing there are lots of styles. Choreographers may concentrate on a specific part of hip-hop dance or combine many styles of the dance. Gangsta rap discusses issues that are culture specific or that handle a particular socialization. Hip hop is currently known throughout the world, sung in many unique languages. It is a popular genre of music which is also now a popular trend and culture. I saw that stuff in the start. It is vital to avoid the kids from the dust in the home. The kids who started it were simply attempting to locate strategies to pass the moment, they were hoping to get fun. Don't forget to always apply your ear! There isn't any type of emotional aspect or any true point to the songs. And it's famous among hip-hop aficionados, lots of whom make pilgrimages to the website. Have a look at our on-line guide! A world where movies don't need to suck all of the moment. Popular music has a large array of genres and song ideas behind. You will locate other genres dominate the market in different regions also. I've chosen these genres to have a look in their history in addition to how it has developed into what we're listening today. The decision of the assignment ought to be crafted bearing in mind the sentiments of the several sects in society. An individual could rap about the issues pertaining to their life or something as easy as a day at school. In your introduction write a couple sentences proving that there's an excellent reason behind comparison. In your essay, describe the features of a great parent. The Hip Hop Essay Topics Game When you're in high school and you're expected to compose an essay, you may not know. Hip-hop essay topics that you may find on this page will help you realize how to make this task quickly and gladly. Such essays are typical. While the totally free essays may give you inspiration for writing, they cannot be used `as is' because they won't satisfy your assignment's requirements. As a college student, you have to give yourself the opportunity to experience all compare and contrast essay ideas. A well planned and systematic research approach is the secret to successfully fulfilling all such demands of the assignment. Choosing fantastic and interesting compare and contrast essay topics is a significant step that you ought to take at the very start. Students that need over a list of good topics may hire professional academic writers online to acquire the maximum grade with no distinctive efforts. This is also an excellent benefit if you have children! The golden age of hip-hop is quite different from the hip-hop that's popular now. Hip-hop can be positive and negative to every individual differently based on the person it doesn't matter if they're Black, White, Hispanic or Asian. On the 1 hand, students of that age are generally not treated as though they were children, teachers attempt to instill as. On the flip side, there isn't any lack of critics who denounce the negative portrayals of Black individuals, especially women. It's a song that's been become a weapon to resist social injustice. Police brutality is the overall topic of the song. Hip-hop is merely the exact same, in that it's merely someone rhyming above a beat. Today, it's called the break beat. All About Hip Hop Essay Topics Public Enemys first album was made with the aid of large tape loops. Perhaps it'll happen next year, maybe it will happen a month or two from now. Added up I'll bet it is a few days each year. One of the primary reasons I wished to interview you about this record is that Jerusalem is among my favourite recordings.

Charles Darwin s Theory Of Psychology - 1228 Words

1. What roles did Wundt and James play in establishing psychology? Wilhelm Wundt played a key role in establishing psychology after his book Principles of Physiological Psychology argued that psychology should be studied as it s own distinct scientific discipline rather than a sub-category of physiology. In 1879, Wundt founded the first laboratory of scientific psychological research at the University of Leipzig. He was very influential and over the years, thousands of students attended his lectures. People from across the globe went to Wundt to earn their doctorates. He even taught Edward B. Titchener, who founded his own school of psychology. These are all reasons why Wilhelm Wundt is considered The Founder of Psychology. William†¦show more content†¦2. What were the early schools and approaches in psychology, and how did their views differ? One of the first early psychological schools of thought was structuralism. Structuralism was the belief that all complex experiences of the conscious could be broken down into small parts or elements of stimuli. Structuralism was founded but Edward B. Titchener yet it faded away soon after his death, because of the arguably impractical procedure used to identify conscious thoughts called introspection. Introspection involved asking subjects on their initial sensation of feelings over some subject, like a book. Many argued that it was impractical due to the variation of responses subjects would give and the impossibility of studying children and animals. The second school of thought was called functionalism. Functionalism didn’t just limit itself to using introspection but viewed interactions as they naturally occurred in nature. It stressed the importance of behavioral functions that allow people and animals to adapt to their environment. This allowed for more thorough analysis even through children and work places. Functionalists differed form structuralists on the nature of the conscious and