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Identification of the key aspects of the business's training and development program and the importance of these to the performance of the business

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Introduction

Identification of the key aspects of the business's training and development program and the importance of these to the performance of the business The point of training Training employees is to improve the skills of the employee or teaching them new skills, so obviously a well trained workforce will have large benefits for a business over a poorly or not trained workforce. * Well trained staff will generally be more productive which is good because goals will be achieved on time or quicker than usual and overall objectives will be met faster and more efficiently. * Through training employees improve their skills and themselves which brings the chance of promotion, as the more important the job within the business the more sense it makes to have a skilled trained employee with the most qualification. * Training helps the business use new technology as they can be trained to use new machinery, computers, software and the workers will be more efficient and quicker in their job through the implementation of this technology. * To improve flexibility, if the organisation of the business is being changed people can be trained to do new jobs and new tasks. * Job satisfaction should be increased for employees and the higher the job satisfaction for an employee the more motivated they are likely to be and a motivated worker is a more efficient worker. Why do we need training? Although training is costly and time consuming it is a very valuable benefit to a business if it is well trained. To realise a need for training can be found in various different ways, if you compare the skills needed to do a job with the job description then you can see any major differences indicate that training would benefit. Many businesses offer optional training as a employee forced to train will be less likely to want to comply than someone who chose to do the training themselves, often managers will ask employees what they feel are their weaknesses and/or what they believe they would benefit from through training. ...read more.

Middle

Strategy: your general approach, the route to the objective Tactics: connected to strategy, individual style, what specific actions need to take place Out of all these different aspects the one I will focus on in is the tactics aspect, this is a general guideline given by TAS. COMPONENTS EXAMPLE What needs to be accomplished? Meet with Peter to discuss finance issues and obtain his endorsement before the upcoming presentation with senior management. When will it happen? October 16th at 8.00 a.m Who will execute the tactic? John and Nicole What resources will we need? Cost benefit analysis, �450 in travel expenses (time, people money, or material) Another aspect in TAS is known as PRIME tactics which consists of; Prove your value * Demonstrate how your solution addresses or accelerates the customer's compelling event * Prove your ability to deliver unique business value * Confirm the value you have deliver to this customer in the past Retrieve missing information * Question your supporters and mentors in the customer organisation * Use your peers, your network and your sales team * Involve business partners and consultants * Access publicly available information Insulate against competition * Connect your solution to the personal agenda of key players * Broaden your support inside the organisation * Leverage your relationships with key players to other areas within the organisation * Test your plan with your supporters and mentors Minimise your weaknesses * Test your weaknesses against the customers formal and informal decision criteria * Determine how to influence the weight and ranking of each criterion to your advantage * Utilise business partners and alliances to enhance your solution * Validate your weakness with your mentors and supporters to understand their impact Emphasize your strengths * Compare your strengths to alternative solutions (internal and external) * Embed your strengths within the customers formal and informal decision criteria * Validate your strengths with your mentors and supporters The need to evaluate training Training is expensive so it is very important to see if the training is worth the money spent. ...read more.

Conclusion

Hygiene Factors Hygiene factors are based on the need to for a business to avoid unpleasantness at work. If these factors are considered inadequate by employees, then they can cause dissatisfaction with work. Hygiene factors include: - Company policy and administration- Wages, salaries and other financial remuneration - Quality of supervision- Quality of inter-personal relations - Working conditions- Feelings of job security Motivator Factors Motivator factors are based on an individual's need for personal growth. When they exist, motivator factors actively create job satisfaction. If they are effective, then they can motivate an individual to achieve above-average performance and effort. Motivator factors include: - Status- Opportunity for advancement- Gaining recognition- Responsibility- Challenging / stimulating work- Sense of personal achievement & personal growth in a job There is some similarity between Herzberg's and Maslow's models. They both suggest that needs have to be satisfied for the employee to be motivated. However, Herzberg argues that only the higher levels of the Maslow Hierarchy (e.g. self-actualisation, esteem needs) act as a motivator. The remaining needs can only cause dissatisfaction if not addressed. Applying Hertzberg's model to de-motivated workers What might the evidence of de-motivated employees be in a business? - Low productivity- Poor production or service quality - Strikes / industrial disputes / breakdowns in employee communication and relationships - Complaints about pay and working conditions According to Herzberg, management should focus on rearranging work so that motivator factors can take effect. He suggested three ways in which this could be done: - Job enlargement- Job rotation- Job enrichment By using performance management, Alcatel are able to identify weak areas amongst employees and determine which training is required to rectify the situation. Alcatel must determine why the particular employee is not trained properly. * * Is it because the employee was not provided with sufficient induction training? * * Has technology advanced so much that new training is needed? By monitoring these aspects, Alcatel can ensure all of their workers are properly trained and well motivated in their work. This will ensure that all workers will work to the best of their ability. ...read more.

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