Training and Development: It’s effect on Employees Performance Of Duck Industry in Victoria, Laguna
Training and Development: It’s effect on Employees Performance
Of Duck Industry in Victoria, Laguna
A Research Paper
Presented to the Faculty Of
College of Business Management and Accountancy
Laguna State Polytechnic University
Main Campus
Santa Cruz, Laguna
In Partial Fulfillment
Of the Requirements for the Degree of
Bachelor of Science in Industrial Entrepreneur
Major in Marketing
JOBELLE MARTIN OQUIALDA
CHAPTER 1
THE PROBLEM AND ITS BACKGROUND
Introduction Training is the critical organizational function. To survive and thrive in today’s highly competitive and constantly evolving world employees must be able to continuously update and improve employee knowledge, skills, attitudes and behaviors. Effective training facilitates change to achieve organizational goals. US Organization spent an estimated $129.6 Billion in 2006 on employee training and development according to the American Society for Training and Development 2007 State of Industry Report (ASTD 2007). Collectively, the seek to make the best use of this extraordinary investment. Done properly, training is a beautiful win-win proposition for both employer and employee. Everyone loses big time when the effort fails to live up to its promise. Training is defined as any attempt to improve employee performance on a currently held job or one related to it. This usually means changes in specific knowledge, skills and attitudes or behaviors. To be effective, training should involve a learning experience, be designed in response to identified needs. Ideally training also is designed to meet the goals of individual employees. The term training is often confused with the term development. It refers to learning opportunities designed to help employees grow. Such opportunities do not have to be limited to improving employee’s performance on their current job.
Training and Development activities are very important for the employees as
Of Duck Industry in Victoria, Laguna
A Research Paper
Presented to the Faculty Of
College of Business Management and Accountancy
Laguna State Polytechnic University
Main Campus
Santa Cruz, Laguna
In Partial Fulfillment
Of the Requirements for the Degree of
Bachelor of Science in Industrial Entrepreneur
Major in Marketing
JOBELLE MARTIN OQUIALDA
CHAPTER 1
THE PROBLEM AND ITS BACKGROUND
Introduction Training is the critical organizational function. To survive and thrive in today’s highly competitive and constantly evolving world employees must be able to continuously update and improve employee knowledge, skills, attitudes and behaviors. Effective training facilitates change to achieve organizational goals. US Organization spent an estimated $129.6 Billion in 2006 on employee training and development according to the American Society for Training and Development 2007 State of Industry Report (ASTD 2007). Collectively, the seek to make the best use of this extraordinary investment. Done properly, training is a beautiful win-win proposition for both employer and employee. Everyone loses big time when the effort fails to live up to its promise. Training is defined as any attempt to improve employee performance on a currently held job or one related to it. This usually means changes in specific knowledge, skills and attitudes or behaviors. To be effective, training should involve a learning experience, be designed in response to identified needs. Ideally training also is designed to meet the goals of individual employees. The term training is often confused with the term development. It refers to learning opportunities designed to help employees grow. Such opportunities do not have to be limited to improving employee’s performance on their current job.
Training and Development activities are very important for the employees as