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Training Key Areas Essay Sample

Training Key Areas Pages
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Training key areas are the foundation for well-structured preparation programs. These objectives help to illustrate the importance of the training and why mastering these areas are essential for success. The purpose of this paper is to identify the five key training areas and explain the importance of each. The benefits gained by implementing the training will be addressed. Along with how the programs met professional and personal employee needs. Last it will cover how the programs answer the organization and employees motivational needs. Legally Required Training

When training programs developed, the employer has to factor in many considerations, including legalities because of the Equal Employment Opportunity Commissions (EEOC). Companies have to comply with a variety of governmental regulations to satisfy legislature by showing employees have completed training and are applying the skilled learned to their job. Because of past hardships that some people faced regarding mistreatment and discrimination, employees are protected by the Civil Rights Act; specifically Title VII. This ensures that employers extend equal development programs to employees regardless of color, gender, national origin, race, religion, sexual orientation, or nationality. Each employee must also understand to respect one and other because of Title VII. The Age Discrimination in Employment Act (ADEA) enforced by Equal Employment Opportunity Commissions (EEOC) that makes it illegal to discriminate against employees 40 and above. Another form of protection within the workplace is the 1990 Americans with Disabilities Act (ADA).

According to Noe (2005), “The ADA requires companies to make “reasonable accommodations” to the physical to mental condition of a person with a disability who is otherwise qualified unless it would impose an “undue hardship” on the organization’s operations” (p. 363). Therefore, every training must be accessible to those with disabilities. Trainers must also ensure that each trainee is given an equal and fair opportunity to contribute, role play, and provide feedback. Any stereotypes, personal, and religious beliefs should be out of the learning environment. In some instances, people are more likely to be relaxed and speak too freely when outside of the office, or during nontraditional work experiences. This is to safeguard a positive and effective learning atmosphere. If there is a training exercise that could cause potential injury to an employee, (e.g., physical activity or using machinery), the employer is liable if warnings are not explained prior to the act along with the use of proper safety equipment.

It is also the obligation of the employer to make sure employees partaking in such training are competent enough to do so. Companies could be liable for breach of confidentiality or defamation if they do not accurately document training activities, share these documents with other employees or use the documentation as a performance evaluation. Employers can also face legal action if they either fail to report training as an expense or do not report training reimbursement as income. The Employer Assistance Program allows an employer to pay an employee up to $5,250 annually for some educational expenses; this assistance extended from the IRS. With the necessary legalities in place only then is an organization capable of fulfilling the required legalized training. Importance of Diversity Training

As an organization grows and evolves, there is usually an increase not only in the quantity of business; but also in the extension of business. The most successful companies understand that as they grow them clientele will also be broader, in a fact that is a goal of many companies to succeed on a national level. It is important to note here that as an organization grows the quality of business does not become less important. One way to ensure that the quality of the business does not get lost in the growth is for ongoing training to occur. An organization that recognizes the importance of training can equip the staff with the education to perform their best in their respective positions. As a company grows, diversity training becomes more important, both for within the company as well as outside of the company. The product or service will only be as good as the staffs that create or provide it. A staff that does not operate in a cohesive manner will not produce the best, for a host of reasons. They may not like, respect, or understand each other.

For example, in the military soldiers have to entrust each other with their lives, and if there was no diversity training that could cost a life. In a business environment when coworkers who have not been properly trained to deal with the differences among themselves as well as the differences in customers will become a source of conflict in an organization. Many times people act ignorant because they have never properly educated. Other times they have been misled in their thinking regarding the differences in themselves and others. With diversity, training education will bring a new perspective and a more peaceable relationship. Therefore, resulting in differences a source of inspiration to the organization rather than a source of disconnect. Diversity training is essential to bridging the gap that brings everything together. Employee Professional Growth, Individually and within the Organization The method of training that is chosen, the amount of training given to each associate, and the commitment to ongoing training are all important decisions that need to be made first.

The determination of the level of training each employee will receive will determine ultimately his or her personal and professional growth within the organization. According to United States Department of Agriculture (2012), “There is a clear strategic value in continuously training and developing employees in order to enhance the organization’s ability to meet its mission and to increase the ability of employees to achieve rewarding careers within the organization” (para. 2). A manager within any organization who is successful in his or her endeavors will dedicate time to determine the training needs in his or her department. A manager should also be aware of each’s goals of advancement within the organization. This will help them assemble a plan for the short-term and long-term needs of that employee. A determination should be made on the method that is best suitable for the employee. This could be mentoring, on-the-job training, and even a classroom-based training approach. Assignments like this have proven to be successful when used to enhance the skills of employees. Advantages of Offering the Training

Training is essential for organizational advancement and accomplishment. It is beneficial to both employers and employees of any organization. There are many benefits that training offers the organization. One advantage is that employees will become more efficient and valuable as a result of the training. This in turn will offer more opportunities to promote from within. Another advantage is increased productivity in the quality and quantity of employee performance. Proficiently trained employees need less supervision and are equipped with the skills necessary to accomplish their roles. This is a huge benefit for the organization because there is less time, money, and resources wasted as a result of training. Fewer errors are likely to occur because of the knowledge and skills the employees obtained through training. Last training ensures job security, boosts company morale and promotes job satisfaction. How Programs Meet Professional Needs

Every business has at least one common denominator, and that is to make money. To achieve this type of success companies must put in place a business strategy. According to Noe (2005), “defines business strategy as a plan that integrates the company’s goals, policies, and actions. This includes but is not limited to marketing, production, finances, and employee development” (p. 47). It is critical that companies properly align training programs with how the success of the business is envisioned. If a company wants to sell product A they must make sure that not only do they have sales representatives that demonstrate superior customer service but also that each sales representative is a subject matter expert on product A. This ensures the success of the business because both the employee can speak intelligently on the product and the customer has peace of mind preceding the transaction. From the view of an effective employee training promotes a positive workplace and makes the job more attractive to both current and prospective employees. How Programs meet Personal Employee Needs

Training programs are not only vital to the organization, but they also can assist employees on a personal basis. An employee who receives performance training will not only become a better employee but also improve his or her self-confidence. Enhancing an employee’s skill and abilities within the workplace can also have its benefits on his or her lives outside of the job. For example if an employee is trained on diversity in the workplace, there is a chance that this training will have an effect how he or she interacts outside the workplace. Therefore, an employee who is educated on different cultures and backgrounds for the benefit of working with diverse groups can also benefit in his or her daily personal exposure to diversity. The education of other cultures may allay fears and cause the employee to reach out to a more diverse social life. Organization and Employee Motivational Needs

There are some ways to motivate employees within any organization. The three most effective motivational tools are monetary compensation, inspiration, and recognition. Many organizations develop bonus and commissions programs to offer incentives for employees to perform at a desired or increased level. This is typically a tiered type system for sales, reductions in expenses, meeting a common goal within the organization, etc. Another way many organizations motivate their employees is simply by inspiring them to be successful. This practice is typically structured around the mission of the organization and is demonstrated by the actions of strong leadership. One more way organizations can motivate their employees is simply by recognizing their accomplishments among the members on a team or a formal event like an awards ceremony.

Some organizations use a weekly mail where a team member is recognized for meeting his or her goal. There are often forums outside an organization with peers within the same marketplace where these events can be held. An example would be the multi-family housing field, where the annual Apartment Association banquet is held for all employees who are recognized for their successes within the industry. No matter what type of motivational process is used by a corporation, “Organizations desiring to improve employee motivation need a system in place that consistently rewards employee achievements” (Maroney, 2004, para. 2). All individuals are more successful in their workplace when they are motivated to be more than just an employee in an organization, everyone involved is a winner.

Conclusion
Training key areas are the basis for success in any organization. It is important to remember the success of the business rests on acquiring the skills to develop and implement key objectives the programs provide. These key areas exemplify the significance of the training and create proficiency indispensable to achievement. Successful use of the programs is beneficial to the financial and moral gain of the organization. In all when the programs are implemented, they meet professional and personal employee needs as well as the motivational needs of the entire organization.

References

Maroney, J. P. (2004). Employee Motivation – The 5 Master Keys for Success. Retrieved from http://www.jpmaroney.com/Free-Articles/employee-motivation.htm Noe, R. A. (2005). Employee training and development (3rd ed.). New York, NY: McGraw-Hill. United States Department of Agriculture. (2012). How Do I Contribute to an Employee’s Career Development?. Retrieved from http://www.fsa.usda.gov/FSA/hrdapp?area=home&subject=mgrs&topic=ccd

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