Implementing a training and development program
Effects When Implementing Training and Development Programs (Paper 3)
Abstract
Organizations should consider carefully all aspects of implementing a training and development program, such as the need for their employees to be trained, the requirements of all job positions, and whether or not a training program would be valuable to the company. The organization needs to evaluate the ROI (Return on Investment), the goals of the company, the requirements for the program, and the desired results for the program. Organizations can maximize their capital through modernizing their workforce by combining the Baby Boomers, the gen X, and the millennial eras. The three groups can provide a wide range of knowledge, work ethics, skills, and abilities that will increase employee satisfaction. Employees require training about hazardous job situations, proper procedures, and the location of the MSDS (Material Safety Data Sheets) information. Organizations may require additional upfront expenses to provide better equipment, tools, and individual safety PPE (personal protective equipment); however, that is a small cost compared to the large amounts of down time, increase in medical expenses, and loss of production, higher insurance premiums, or major lawsuits. The methodology of the case study involves employees from the Heart Hospital and targets the benefits that an organization will gain by implementing a multigenerational workforce. Survey results from the Baby Boomers, gen X, and the millennials provide insight into a pre and post training experiment. In addition, aids in showing employers the effects of encouraging employees to continue learning in such a way that could result in better leadership and management positions in the future. Organizations offering a training and development program tend to have employees that possess better morale that will result in a significantly lower employee turnover rate. The benefits of
Abstract
Organizations should consider carefully all aspects of implementing a training and development program, such as the need for their employees to be trained, the requirements of all job positions, and whether or not a training program would be valuable to the company. The organization needs to evaluate the ROI (Return on Investment), the goals of the company, the requirements for the program, and the desired results for the program. Organizations can maximize their capital through modernizing their workforce by combining the Baby Boomers, the gen X, and the millennial eras. The three groups can provide a wide range of knowledge, work ethics, skills, and abilities that will increase employee satisfaction. Employees require training about hazardous job situations, proper procedures, and the location of the MSDS (Material Safety Data Sheets) information. Organizations may require additional upfront expenses to provide better equipment, tools, and individual safety PPE (personal protective equipment); however, that is a small cost compared to the large amounts of down time, increase in medical expenses, and loss of production, higher insurance premiums, or major lawsuits. The methodology of the case study involves employees from the Heart Hospital and targets the benefits that an organization will gain by implementing a multigenerational workforce. Survey results from the Baby Boomers, gen X, and the millennials provide insight into a pre and post training experiment. In addition, aids in showing employers the effects of encouraging employees to continue learning in such a way that could result in better leadership and management positions in the future. Organizations offering a training and development program tend to have employees that possess better morale that will result in a significantly lower employee turnover rate. The benefits of