Training Assessment

Topics: Human resource management, Management, Human resources Pages: 7 (2339 words) Published: January 14, 2014

Training assessment proposal
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Institution
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Introduction
For every retail store to be successful, human resource managers train and develop their employees with the aim to better the performance of individual employees and groups in that retail store. The known high performing today recognize the requirement of using the best development and training practices to boost their competitive benefit. Development and training is a critical aspect of all the business, in a case where the value and people potential is to be exploited. Training is a procedure that entails the acquirement of knowledge, sharpening of rules skills, concepts, or changing of behaviors and attitudes to develop the performance of the employees Fitzgerald (2002). According to McNamara, training is referred to be an educational event, he added that training comprises of learning and presentation of content as a way of facilitating skill development while improving workplace behaviors. Further, learning is seen to be a lifelong procedure that transforms experience and information into behaviors, knowledge, attitudes and skills. Training is also described as a process in which experience results in behavior takes a new direction (Rogers, 2003). Finally, development can be termed to be the framework that aids employees in broadening of their interpersonal skills, personal skills and, abilities and knowledge (Heathfield, 2011). Development includes factors such as career development, mentoring employee training and al development. Training and development offers the employees an opportunity to perform duties to their best abilities (Heathfield, 2011; Rogers, 2003). This paper will discuss in details the training, learning and development in human resources. It will further look at the process of learning, the main aims of employee learning as well as training process and employee development as implicated in human resources. Learning

Learning is often defined as “a change in behavior which is shown by people executing knowledge, skills, and practices which are drawn from education.” This happens when people take newfound information and fit in it into their everyday lives. Employee learning is a vital part of improving the workplace environment in terms of increased loyalty, contribution, productivity and acquaintance. For employees to do well and grow, they need to be motivated and encouraged to reach their complete potential and this is generally done by putting into practice, training which enables the individual to understand their role in the workplace. There are a number of challenges in the workplace, ranging from staff cutbacks to a business running at a loss. It is for this very reason that employee retention is fundamental. This is done to ensure that employees are on track and grow with the retail store , and learning is an essential part to that growth. Retail stores require their employees to be more resourceful, creative, self-sufficient and autonomous at all levels and this behaviour makes it possible for them to function at a superior strategic level, making their retail stores more prolific and competitive. Employee’s hard work facilitates in producing bigger results and it is what all retail stores strive to accomplish.

Identify, using simple heuristics, the indicators that show that the specific problems experienced by the three stores can be resolved through training.

Economic Factors
The economy periodically goes through low moments as it is cyclical. If not prepared for these periods, retail stores of economic recession, are more likely to be caught off-guard in terms of finance. Since the economy is not something an individual retail store has the ability to change, brilliant business owners can prepare for those difficult financial situations through employment of scenario training and financial planning strategies. Poor Sales

Sales is the critical life of any successful business...

References: Batt, R. L., Doellgast, V. L., Kwon, H., & New York State School of Industrial and Labor Relations. (2004). U.S. call center industry report 2004: National benchmarking report ; strategy, HR practices & performance. Ithaca, N.Y: Cornell University, School of Industrial and Labor Relations, Center for Advanced Human Resource Studies. Retrieved fromhttp://digitalcommons.ilr.cornell.edu/cgi/viewcontent.cgi?article=1005&context=cah rswp
Bond, S. and McCracken, M. (2005) 'The Importance of Training in Operationalising HR Policy ', in Journal of European Industrial Training, Vol. 29(3), 246-260
DeCenzo, D. A., & Robbins, S. P. (2007). Fundamentals of human resource management. Hoboken, NJ: Wiley.
Fitzgerald, W. (1934). Africa: A social, economic and political geography of its major regions. New York: E.P. Dutton.
Heathfield, S. M. (2011) What Is Human Resource Development (HRD)? Retrieved from http://humanresources.about.com/od/glossaryh/f/hr_development.htm
Rogers, A. (2003) What is the Difference? A new critique of adult learning and teaching, Leicester, NIACE 85 pages
Rosenzweig, P. (2010). Robert S. McNamara and the evolution of modern management. Volume: 88 Issue: 12 pp.87-93. Retrieved from http://hbr.org/product/robert-s- mcnamara-and-the-evolution-of-modern-management/an/R1012G-PDF-ENG
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