2 effective forms of employee training

Instructions
20 POINTS

To: New Consulting Team Member
From: CEO
Re: Presentation

Our consulting firm is always being asked questions by our clients on how to advise them about employee training in order to stay competitive in a global market. Clients want to know how to most effectively train their staff for high performance. I think it would be helpful for our firm to have a general presentation that explains 2 of the most effective forms of employee training and the least effective form of employee training.

I am putting you on this assignment – please create a presentation as follows:

1. Create a PowerPoint presentation with 5-7 slides, (not including title slide and reference slide). Make it visually appealing, this means include 2 to 5 graphics and images, not just text)

2. Start your PowerPoint presentation by identifying a specific organization as an example for your discussion of employee training. Briefly describe the company in your first slide, (the slide after the title slide).

3. Choose the 2 most effective and the 1 least effective form of employee training, using the following list of 7 types of training. Evaluate and compare these forms of training to highlight your points.

On-the job Training
Job-rotation
Computer-based training
Special assignments and teams
Coaching
Classroom
External training
4. Include 2 quality sources to support the ideas in your presentation, and cite to these in your reference section on the last slide.

5. Use the Speaker Notes section of your PowerPoint presentation – to include 80 to 100 words in each notes section for each slide.

ANSWER

Employee Training

Introduction

Employee training entails work programs that offer employees specific skills and knowledge that improve and facilitate job performance in their current roles and responsibilities within the organization. Quality employee training and development of employee skills and knowledge allows an organization to retain high talent and boost their growth (Rodriguez and Walters, 2017). Employee training is an essential process for any organization. It helps develop employees’ skills and enables them to work more efficiently. Training also helps create a skilled workforce that can help the company grow and thrive. Amazon is an American International Company that deals with e-commerce and cloud computing. Amazon has training and development program for all the sectors within the organization. The training programs provide knowledge and ideas necessary for employees’ foundational experiences. This paper will focus on two of the most effective employee training techniques and one of the least effective employee training techniques. The more a person knows about their job, the more efficiently they will perform in a work environment. Likewise, a company will benefit from having employees trained for the position due to increased performance and productivity.

On-Job Training

On-job training is considered a hands-on method of providing employees with knowledge, skills, and competencies while performing their jobs. Therefore, it is provided at the workplace, allowing employees to familiarize themselves with the working environment. On-job training is a crucial element for any individual to succeed at their job. On-job training enables the individual to learn new skills and acquire knowledge that can be used in the workplace (Timsal, Awais, and Shoaib, 2016). They will have a more solid understanding of their work, which leads to a higher productivity rate and better results. On-job training also allows individuals to develop their talents further and use those talents in the workplace. Lastly, on-job training provides a sense of satisfaction and job security for the individual because they can improve on specific skills and become competent at what they do. On-job training is essential to any company because it is the best way to provide employees with information and knowledge. It can be crucial for employees to take on-the-job training to do their job effectively and efficiently.

On-job training is an important aspect of a company’s learning and development program. It provides employees with on-the-job knowledge and skills through experience, mentoring, teaching, feedback, and support (Kashif et al., 2020). The goal of on-the-job training is to ensure that employees are successful in their job position. This way they can feel confident when they start working at their company. Not only does this make the employee feel more comfortable, but it also makes the company more productive because there isn’t much time lost in orientation or training sessions.

Job-Rotation

Job rotation is a form of employee training that allows employees to experience and learn about other jobs and departments in the company. Employers can provide job rotations in many different ways. A company could provide its employees with the opportunity to work on tasks outside of their current position, such as working with customers, conducting interviews,  and researching market trends. A company could also rotate an employee into a new position within the same specialty or move them into a different department.

Job rotation helps employees gain new skills, increase their level of engagement and creativity. Job rotation is an important process in any training program because it helps the trainee see the company’s wider picture (Tirajoh et al., 2018). Relatively, it also helps them understand how their skills will help them contribute to the business, which motivates them to stay with the company. Job rotation improves the organization’s ability to innovate, grow, compete in an ever-changing global market, and stay competitive. According to Jaworski et al., (2018), job rotation can lead to a more engaged and effective workforce. Additionally, job rotations afford employees opportunities for positive upward mobility. This is because it can help employees feel that they are continually learning and growing in their chosen profession.

External Training

External training is one of the most used tools in today’s workplace. External training entails using outside professional trainers and consultants while training employees within an organization. External training is a great way to get up-to-date with the latest trends and changes in the industry (Stachová et al., 2019). However, it is one of the least effective training techniques. The training process usually requires an instructor who will provide the necessary knowledge to the learners. However, some people believe that external training is not beneficial because of its limitations.

The major disadvantage is that it can be time-consuming and expensive for some companies. Considerably, the limitations are cost and efficiency and lack of in-house knowledge and expertise in the area being trained for. It’s not always possible for an organization to send all its employees for training. The costs and time taken for such a process can be prohibitive since it loses time, labor, lost opportunity costs, and productivity (Stachová et al., 2019). Other major limitations with this type of training are that it is not always possible for employees to take time off work to attend these courses, and it may not be possible or feasible for them to travel long distances to attend the workshops and seminars if the training course is not being conducted locally. External trainers often specialize in working in a specific industry and may run training to various competitors. This leads to privacy and confidentiality concerns since they learn how an organization works in general and might offer this knowledge as part of sector knowledge to the competitors despite the confidentiality agreements.

Conclusion

Providing training to employees enables employers to pinpoint skills and knowledge needed to be productive. Different training techniques can educate employees about new approaches and skills and provide them with industry updates that enhance their productivity. On-job training and job rotation are among the most effective training techniques, while external training is the least effective due to its costs and efficiency. An organization should focus on the most effective training techniques to improve the skills and knowledge of employees to match the demands of the ever-changing industries and improve the employees’ satisfaction and morale.

References

Jaworski, C., Ravichandran, S., Karpinski, A. C., & Singh, S. (2018). The effects of training satisfaction, employee benefits, and incentives on part-time employees’ commitment. International Journal of Hospitality Management, 74, 1-12.

Kashif, A. R., Shafiq, M., Tahir, A. H., Wahid, S., & Ahmed, S. (2020). Impact of On Job Training, Training Design and Training Delivery Style on Organizations Performance. Foundation University Journal of Business & Economics, 5(2), 40-51.

Rodriguez, J., & Walters, K. (2017). The importance of training and development in employee performance and evaluation. World Wide Journal of Multidisciplinary Research and Development, 3(10), 206-212.

Stachová, K., Papula, J., Stacho, Z., & Kohnová, L. (2019). External partnerships in employee education and development as the key to facing industry 4.0 challenges. Sustainability, 11(2), 345.

Timsal, A., Awais, M., & Shoaib, O. (2016). On job training and its effectiveness: An employee perspective. South Asian Journal of Banking and Social Sciences, 2(1), 1-22.

Tirajoh, W. J., Kindangen, P., & Tielung, M. V. (2018). The Effect Of The Benefit Of Job Rotation On Employee Development. Jurnal EMBA: Jurnal Riset Ekonomi, Manajemen, Bisnis dan Akuntansi, 6(4).