Apex Door Company
INTRODUCTION
"Training is futile if the trainee lacks the ability or motivation to benefit from it." (Dessler, 2005, p. 271) The performance management approach integrates assignments, training, assessing and rewarding employees ' efforts contributory efforts for goal achievement and influences organizational effectiveness.
"Training can be an effective means of enhancing employees ' abilities," and to increase emotional intelligence. (George and Jones, 2005, p. 60) Accurate assessment of employee strengths and weaknesses assists the development of an effective training program. Teaching employees how communicate effectively enhances the work environment because there is no longer a difference between expectations and achievement.
Apex Door has hired us to generate a training program. This proposal suggests specific improvements to the existing training process.
TRAINING DEVELOPMENT PROCESS
By understanding the organizational needs not individual, development of the training process begins. This requires identification of critical skills need for the organization to maintain competitiveness and remain successful. By placing the future needs of the organization in perspective, the next step in the development process consists of evaluating the current workforce and establishing how the existing skills knowledge and abilities fit into organizational goals. Through engagement, explanation and expectation everyone knows up front what standards are expected, individuals are involved in the decision making process that affects them and explanation provides a forum for understanding final decisions providing clarification of penalty for failure. (AIU Online, 2006)
MOTIVATION
Employers can increase trainee motivation by making learning meaningful and the skills easily transferable. Additional motivation occurs by reinforcing correct responses making learning hands on, and through effective scheduling. According to Gary Dessler (2005), approximately
"Training is futile if the trainee lacks the ability or motivation to benefit from it." (Dessler, 2005, p. 271) The performance management approach integrates assignments, training, assessing and rewarding employees ' efforts contributory efforts for goal achievement and influences organizational effectiveness.
"Training can be an effective means of enhancing employees ' abilities," and to increase emotional intelligence. (George and Jones, 2005, p. 60) Accurate assessment of employee strengths and weaknesses assists the development of an effective training program. Teaching employees how communicate effectively enhances the work environment because there is no longer a difference between expectations and achievement.
Apex Door has hired us to generate a training program. This proposal suggests specific improvements to the existing training process.
TRAINING DEVELOPMENT PROCESS
By understanding the organizational needs not individual, development of the training process begins. This requires identification of critical skills need for the organization to maintain competitiveness and remain successful. By placing the future needs of the organization in perspective, the next step in the development process consists of evaluating the current workforce and establishing how the existing skills knowledge and abilities fit into organizational goals. Through engagement, explanation and expectation everyone knows up front what standards are expected, individuals are involved in the decision making process that affects them and explanation provides a forum for understanding final decisions providing clarification of penalty for failure. (AIU Online, 2006)
MOTIVATION
Employers can increase trainee motivation by making learning meaningful and the skills easily transferable. Additional motivation occurs by reinforcing correct responses making learning hands on, and through effective scheduling. According to Gary Dessler (2005), approximately