Apex Door Company Training Development

INTRODUCTION

"Training is futile if the trainee lacks the ability or motivation to benefit from it." (Dessler, 2005, p. 271) The performance management approach integrates assignments, training, assessing and rewarding employees' efforts contributory efforts for goal achievement and influences organizational effectiveness.

"Training can be an effective means of enhancing employees' abilities," and to increase emotional intelligence. (George and Jones, 2005, p. 60) Accurate assessment of employee strengths and weaknesses assists the development of an effective training program. Teaching employees how communicate effectively enhances the work environment because there is no longer a difference between expectations and achievement.

Apex Door has hired us to generate a training program. This proposal suggests specific improvements to the existing training process.

TRAINING DEVELOPMENT PROCESS

By understanding the organizational needs not individual, development of the training process begins. This requires identification of critical skills need for the organization to maintain competitiveness and remain successful. By placing the future needs of the organization in perspective, the next step in the development process consists of evaluating the current workforce and establishing how the existing skills knowledge and abilities fit into organizational goals. Through engagement, explanation and expectation everyone knows up front what standards are expected, individuals are involved in the decision making process that affects them and explanation provides a forum for understanding final decisions providing clarification of penalty for failure. (AIU Online, 2006)

MOTIVATION

Employers can increase trainee motivation ...

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... employers and organizations should focus on." (Chapman, 2005, p. 1)

RESOURCES

AIU Online. (2006) Unit 3: Developing employee training classroom materials. Retrieved on March 29, 2006 from https://mycampus.aiu-online.com/MainFrame.aspx

Blanchard, P. Nick, and Thacker, James W. (2004). Effective training: Systems, strategies and practices, (2nd Ed.). Upper Saddle River, NJ: Pearson/Prentice Hall

Chapman, Alan. (2005). Business balls.com: Training or learning: Modern principles of effective employee training and development. Retrieved on April 8, 2006 from http://www.businessballs.com

Dessler, Gary. (2005). Human resource management, (10th Ed.). Upper Saddle River, NJ: Pearson/Prentice Hall

George, Jennifer M., and Jones, Gareth R. (2005). Understanding & managing organizational behavior, (A Custom Ed.). Boston, MA: Pearson Custom Publishing