The Importance Of Employee Training

Good Essays
Register to read the introduction… It also improves productivity efforts. “It is improbable to produce improvements in human performance without relying, to one degree or another, on training” (Asim, Waqas, & Cheema, 2012). To determine if training should be necessary or required, it would be important for the supervisor to look back at past training modules and new processes. Employees may need retraining on assembling tuning devices and the importance of quality work ethics. Audits of employee training will focus on task evaluations, work practices, and methods in an attempt to address the problem that has been affecting the employee’s quality of …show more content…
It is important as a supervisor to attempt to “improve managerial performance by imparting knowledge, changing attitudes, or increasing skills” (Dessler, 2011, p. 155). Improving managerial skills can assist with implementing ways to improve employee performance and development. As a supervisor, it is important to work on goals and to figure out which goals are not working for your employees. A supervisor needs to assess their management skills to see if it is hindering or affecting the employee’s work ethics. Feedback on employee knowledge or changes in quality need to further discussion with employees on a weekly base especially if there has been a significant decrease in the quality of work. Another factor that a supervisor must ask is how often appraisal performances are conducted and what affect that has been having on the employee’s work quality. Appraisals help the supervisor make “promotion and salary raise decisions”, it lets the supervisor develop “a plan for correcting any deficiencies” (the quality of tuning devices), and it facilitates career planning by “providing an opportunity to review the employee’s career plans in light of his or her exhibited strengths and weaknesses” (Dessler, 2011, p.170). Creating an appraisal process can shine light on the current issue with the employee’s work quality. If the employees have not been given a goal and/or do not …show more content…
Constant monitoring of training and development will assess how the training succeeds. The supervisor will devote time to ensuring that employees get the training programs that is most appropriate for them given their existing skill sets. The supervisor will improve their managing skills and take into consideration any changes in the work environment that has been affecting productivity levels. Assessing these factors will assist in closing the gap between how the employees currently perform in their assembling work and how they need to perform to meet company

Related Documents

  • Decent Essays

    Employees are also supposed to be given a chance of letting the managers know the challenges they face during work. This way, managers are able to understand the problems that their employees face and try solving them. Employees are motivated when managers demonstrate caring ability thus they feel that they are not working alone. During this process, the managers let the employees know the progress of the job even when it is positive or negative. This involves whether the expectations at work are reached or not.…

    • 1190 Words
    • 5 Pages
    Decent Essays
  • Decent Essays

    These components will help the manager assess how well the employee is utilizing his/ her time, quality of work, development time, and even total cost of employee based off production. The line or operating manager should utilize these specific metrics because it allows them to fully understand how each shift is operating and it can even help them address issues that may be causing harm to the company’s…

    • 1203 Words
    • 5 Pages
    Decent Essays
  • Decent Essays

    Employee who does not meet minimal standard must be disciplined and such action are conditional but will be documented. If employee working standard does not improve, employee must be counselled then recommended for termination in accordance with company policy if counselling does not improve work standard. This process may set a company standard and assist employee in accomplishing set task. This may improve the company morale and productivity as each person role are effective when everybody works as a team to support the mission. The strengths and weaknesses are very important to company once identified.…

    • 1029 Words
    • 5 Pages
    Decent Essays
  • Decent Essays

    Negative Ob Essay

    • 1140 Words
    • 5 Pages

    Managers must understand managing diversity and other barriers that may affect employee productivity. Managers must learn how to apply tools like job performance reviews and use tools that are available for managers to promote a positive OB to keep employee motivation and job satisfaction as high as possible. Managers must understand each of the OB concepts and tools and the correct way to apply them. Managing diversity can be a challenge; however, if managers follow recommendations and try to work on ways to maintain a diverse workforce, the work will be much easier. When managers use job performance tools in a positive way, these tools help to create “job satisfaction which has a positive association with two constructive behavioral outcomes job performance and organization citizenship behavior” (Kinicki & Fugate, 2016, p. 63).…

    • 1140 Words
    • 5 Pages
    Decent Essays
  • Decent Essays

    In addition, proper training will assist in increasing the employees’ confidence as they become comfortable working with the new system. The amount of time dedicated to employee training is also crucial. If employees are not given enough time to learn the new systems or process, they will become disgruntled, lose their motivation, and might even decide to leave the organization. Managers must be willing to listen to their concerns and take the time to speak with any employees that seem to be struggling with the changes. This extra attention can increase employee motivation, trust, and confidence, as well as reduce resistance to…

    • 1072 Words
    • 5 Pages
    Decent Essays
  • Decent Essays

    During these stages, all stakeholders to the organization are brought on board. The managements check-out for the effectiveness of these changes by checking assessing employee productivity, profitability and consumer satisfaction following the changes. If these changes prove to be successive, the organization may move on to act by implementing these recommendations. In the unlikely event that they fail to work, the same process could be repeated (Sollecito & Johnson, 2011). Philosophical and Methodological Characteristics of Continuous Quality Improvement (CQI) Since time memorial, mankind has also been trying ways of improving their efficiency and working surroundings.…

    • 1070 Words
    • 5 Pages
    Decent Essays
  • Decent Essays

    An manager should provide general feedback on a regular basis, such as after tasks are completed, to keep employees aware of the quality of their work. By taking the time to offer general feedback, an employer can avoid surprising the employee with negative feedback and the unnecessary conflict it may cause. When an employee is surprised during an evaluation the focus shifts from what they must do to improve going forward and switches to a defensive posture that can manifests itself by blaming the manager for not mentioning the issues sooner. A successful manager provides feedback clearly and consistently so that when a performance appraisal is given it simply reinforces the messages that the employee has given throughout the entire year. (Martin, 2007, p.…

    • 4000 Words
    • 16 Pages
    Decent Essays
  • Decent Essays

    Moreover, NMASI can consider completing performance appraisal accurately and timely feedback will result in changing employee 's conduct. This will ultimately improve employee satisfaction as well as the organization (Elverfeldt, 2005 cited by Tziner et al., 1992). In addition, supervisors of NMASI can be guided through the mechanisms of raters such as identification of employees strengths and weaknesses and communication with supervisors at periodic intervals to avoid surprises in advance prior to the performance management meeting. Lastly, the rater must carry out direct observation along with additional supporting evidence such as attendance records, awards and recognition (Elverfeldt, 2005 cited by Jacobs et al.,…

    • 746 Words
    • 3 Pages
    Decent Essays
  • Decent Essays

    Job Analysis Paper

    • 922 Words
    • 4 Pages

    Foster (2010) states job analysis is “critical for the proper development of performance appraisals” (p. 591). Information from job analysis allows employees to develop job-related performance appraisal systems. This method is often more accepted by the employee which in turn results in a more effective performance improvement tool and productive employee. If the appraisal is not job related or based on job analysis information, employees will see the method as unfair and ineffective. It is not possible to evaluate performance and distribute rewards without clarity on job related standards that are learned in the job analysis…

    • 922 Words
    • 4 Pages
    Decent Essays
  • Decent Essays

    Managers may suspect a training deficiency if an employee or group is not performing as expected, but a thorough needs analysis may identify other issues, such as low employee morale, understaffing or inefficient process design. Ongoing training is necessary to ensure that necessary skills are updated, new processes and information are shared and employees continue to grow and develop. Ongoing training ensures that staff keep up to date on industry or process changes and has adequate education on new technologies. In the absence of new processes or technologies, ongoing training can help to identify weaknesses and gaps in employee skill levels and offer opportunities for staff to expand their base of skills and knowledge. Opportunities for ongoing…

    • 772 Words
    • 4 Pages
    Decent Essays