Download or read book Training Brings What Benefits To Organizations written by Johnny Ch Lok and published by . This book was released on 2020-01-25 with total page 42 pages. Available in PDF, EPUB and Kindle. Book excerpt: Training and development includes three activities: training, education and development. Training is one activity is both focused upon, and evaluate against, the job that an individual currently holds.(1)Education is one activity foucuses upon the jobs that an individual may potentially hold in the future, and is evaluated against these jobs.(2)Development is one activity, focuses upon the activities the organization employing the individual, or that the individual is part of may partake in the future and is almost impossible to evaluate in long term plan.When an organization is innovated by achieving training program. It will earn these benefits as below: (1)Discovering or finding employee weaknesses: Most workers have certain weaknesses in their workplace. Training assists in eliminating those weaknesses by strengthening workers skills. A well organized development program helps employees gain similar skills and knowledge, thus bringing them all to a higher uniform level. It is simply that the whole workforce is reliable, so the whole company or one department doesn't have to rely only on specific employees.(2)Improvement in workers performance: It is a properly trained employees become more informed about procedures for various tasks needs. The workers confidence is also boostes by training and development. This intangible confidence effort comes from the fact that the employee is fully aeare of his/her role and responsibilities. It helps the worker carry out the duties in better way.(3)Consistency in duty performance a innovated organization gives the constant knowledge and experience. Consistency is very important when it cases to an change organization's procedures and policies and ethics during execution of duty to all different level of employees from top to down levels.(4)Raising worker satisfaction: Training and development can drive the great ability to let employees to feel they belong to the company or the organization that they require for and the only way to reward, it is giving the best services they can after they attend any training programs to let they know, and they can judge whether their job degre and effort can achieve to satisfy their organization's demand.(5)Raising employee individual productivity and improving quality of services: Employees can acquire all the knowledge any one of training program. When they can not learn or feel tasks. Workers can perform at a faster rate and with efficiency thus increasing overall productivity of the company as well as they also gain new duties of overcoming challenges when they face them.

Download or read book Training for Impact written by Dana Gaines Robinson and published by Pfeiffer. This book was released on 1989 with total page 332 pages. Available in PDF, EPUB and Kindle. Book excerpt: This book presents a twelve-step approach to results-oriented training that links training courses directly to business needs, problems, and opportunities. It shows step-by-step how this approach can be successfully implemented to help achieve organizational goals, give people the skills and knowledge they need to improve their performance, create a supportive work environment to reinforce new skills, and produce measurable results that can be tracked on the job.

Download or read book Organizational Training Methods written by John Lok and published by . This book was released on 2023-06-25 with total page 0 pages. Available in PDF, EPUB and Kindle. Book excerpt: Introduction What are the HRM strategy difference between past traditional HRM and nowadays HRM? How to improve training methods to raise employees performance ? How nowadays reward strategy can bring what kinds of benefits to organizations. In my this book, I shall discuss these topic as below: This first topic concerns reward management strategy. Reward management is nowadays considered as an important topic in order to achieve the goals of a company. Employees are considered as the main factor which plays an important role in the organization. The success of each and every organization is its dedicated employee's .Current world is filled with changes and competition. In order to survive in the current situation companies should be having employees who are loyal and expert in their own field. New technologies are developed constantly and the companies are eagerly trying to catch up those talented employees with right expertise in their own areas. So, fair award management can attract talented employees to choose the organization to work. When the organization has good reward management, then it will bring good organizational development, good learning and training, good performance management, good sourcing and staff, good employee engagement. In my this book, I shall explain how and why good reward management will bring all above these any one of human resource related issues to let readers to make accurate and reasonable analysis. I will explain how any why effective department communication, excellent technological input, effective human resource development training, good employee motivation strategy and effective performance measurement strategy can influence any organization's overall performance to be more effective. I shall indicate the reasons to explain why above any one of these factors have indirect relationship to influence the organization's overall performance effectiveness. Readers can learn how and why HRM strategy changes can influence organization's overall performance to achieve more effectiveness to compare traditional HR strategy. The second topic concerns sale training strategy. Every organizations need have excellent salespeople to help them to promote their products to sell in order to achieve sale growth. In fact, one supermarket stock keeper or one restaurant waiter, their jobs can be salespeople duty, if one client enquires the stock keeper whether is the food location or any stocks are existence in supermarket. If he can answer enquiries immediately. Then, he can promote the kind of brand food to sell easily. If the restaurant client enquires the waiter that the cooker needs to cook how long time to finish the kind of food, then he can also promote the kind of food to let the client to choose to eat easily. So, learning salespeople sale psychology and skill, which is important to influence any businesses successes. I shall explain how to know salespeople psychology and every salesperson's strengths or weaknesses of sales skills, in order to find whether whom has which kinds of weaknesses to his/her sale skill to improve. I also indicate any actual business organizations to let readers to evaluate whether their poor sales teams' sale skills, it is one major factor to influence their long term sale growth in success. My recommendation how entrepreneur chooses to achieve whose marketing or/and economy or / and salespeople training strategy to achieve to raise organizational more efficiency and effectiveness. I shall indicate why some UK and US some large business organizations whose weakness and strengths to cause whose organizations inefficient and I shall give recommendation how they can change their marketing or/and economy or/and human resource ( organizational behavior) strategy to achieve more efficiency or effective. Practical application of any salespeople training psychological strategy theory is provided through case studies.

Download or read book Human Resource Strategic Benefits To Organizations written by Johnny Ch Lok and published by Independently Published. This book was released on 2019-02-28 with total page 236 pages. Available in PDF, EPUB and Kindle. Book excerpt: Chapter FourTraining and Learning4.0What are the technique sector to solve above aspect of problems to HR? John, A (2018) identified the major problems relate to HR personnel management, they include that selection of personal problem aspect, he explained that even if one knows precisely what qualities are required of man to do a given job well, it is still difficult to determine whether any given candidate has these qualities. On training problem aspect, he indicated that the cost of training staff is rapidly increasing, due largely to the increasing level of skill needed to operate modern equipment in the factory and office. Poor training will bring low earnings, high proportion of scrap production, mistakes, accidnts results. Finally on salary and wage structure aspect, paid problems concern complaints of unfairness in the wage and salary differentials between levels of age, or skill, or between sections of the company.What are the technique sector to solve above aspect of problems to HR? John, A ( 2018) explained that productivity bargaining, job evaluation, consultation and management by objectives techniques can be attempted to solve human relation problem; aptitude tests, intelligence tests, manpower planning, personality tests techniques can be attempted to solve selection of personnal problem; needs analysis, programmed learning, business games techniques can be attempted to solve training problem; productive bargaining, job evaluation, merit rating, incentive schemes, salary progression curves, time span of discretion techniques can be attempted to solve salary and wage structue problem.John, A(2018), he explained that how to apply the aptitude test to solve selecting personnal problem. He assumed that increasing technology needs an ever larger number of skilled and semi-skilled employees in almost every field of industry, e.g. machines and processes are more complex to operate and maintain, computers must be programmed. However, training employees to the new higher standards is expensive and it is becoming increasingly important to select any those who will be able to reach the necessary standard. One way to determine whether a candidate will satisfactorily complete his training to be test his aptitude for the proposed task before his/her training starts these kinds of aptitude tests as below: The technique consists of analysing the physical and mental skills required to perform the task successfully and then estimating each candidate's aptitude in these by means of special tests. Typical examples of the testable skills are: mannual desterity, ability to understand complex progress for chemical plant operators, mental aptitude for system analysis. Also standard training tests are now available for estimating certain aptitudes and where exist little training is required to give a test to a candidate. The training test is often a highly specialised job. Usually it will be able of someone in the personnel department to use this training test technique, but executives should be aware of its existence. Aptitude test advantage concerns buying a standard test is low, but the cost of having are specially prepared by an expert can be high. The training required to use them and interpret the results is slight. For some of the standard tests the correlation between those failing the test and failing a achieve the necessary standard of skill after training is good, i.e. substantial savings in training costs can be made by unsuitable candidates before spending money on their training.

Download or read book The Great Workplace written by Michael J. Burchell and published by John Wiley & Sons. This book was released on 2011-01-04 with total page 277 pages. Available in PDF, EPUB and Kindle. Book excerpt: Gold Medal Winner, Human Resources and Employee Training, 2012 Axiom Business Book Awards Trust, Pride and Camaraderie—transform your company into a "Great Place to Work" The Great Place to Work Institute develops the annual ranking of the Fortune 100 Best Companies to Work For. In this book, the authors explore the model of a Great Place to Work For-one which fosters employee trust, pride in what they do, and enjoyment in the people they work with. They answer the fundamental question, "What is the business value of creating a great workplace?" and brings the definition of a Great Place to work alive with anecdotes, best practices, and quotes from employees working at the best workplaces in the U.S. Reveals the essential ingredients in and the trends of the best places to work Explores Great Place to Work model developed in 1984 and validated through its enduring resonance in both the United States and in over 40 countries around the world Written by Michael Burchell and Jennifer Robin two Great Place to Work Institute Insiders If you organization is struggling with the challenges of leveraging human capital, discover why some companies have what it takes to be great.

Download or read book Employee Development on a Shoestring written by Halelly Azulay and published by Association for Talent Development. This book was released on 2012-03-23 with total page 175 pages. Available in PDF, EPUB and Kindle. Book excerpt: It has been estimated that 70 percent of employee development takes place through informal learning, rather than through formal learning events. Employee Development on a Shoestring offers insights and lessons for leveraging non-training activities for on-the-job employee development. This hands-on resource delivers specific implementation techniques for developing motivated, engaged employees in today’s “do more with less” business environment. A handy toolkit for any employee developer, this book provides templates and detailed guidelines to help busy managers develop their workforce in a way that is tailored to each employee’s strengths, development needs, and constraints without breaking the bank. Employee Development on a Shoestring provides general employee development best practices as well as in-depth descriptions of the how-to specifics of 11 different employee development methods, including: -Step-by-step guidance for initial goal-setting and preparation for effective development planning for every employee and development method. -Templates, worksheets, checklists, and guidelines to make your employee development efforts effective and sustainable. -A modular, customized approach to developing employees by tailoring the development method to each employee’s unique needs and each organization’s budget and constraints. -Ways to capitalize on development ideas that are easy to implement immediately and cheaply such as self-directed learning, volunteering, sabbaticals and mentoring. -The hidden value of job rotation, stretch assignments, and special teams for addressing your employees’ development needs while enhancing organizational results. -The benefits of peer teaching and how to turn development into fun games and contests. -Tools and techniques for developing employees by letting them turn stories from the frontlines into digital content for everyone’s benefit and why developing “innovation zones” within your organization may bring huge learning and development rewards. -An examination of social learning and the use of multiple collaborative online tools for real time, on-the-job employee development. Employee Development on a Shoestring is a comprehensive tutorial for all managers, supervisors, trainers, human resources (HR) personnel, coaches, and other professionals who are involved in developing employee competence efficiently and cost-effectively.

Download or read book Human Resource Management Brings Organizational Benefits written by John Lok and published by . This book was released on 2022-05-30 with total page 204 pages. Available in PDF, EPUB and Kindle. Book excerpt: This book concerns how to apply how behavioral economic and psychological methods to attempt to explain whether your organization can be influenced to raise your employee individual productive efficiency as well as improve service performance to achieve to let your clients feel more satisfaction by effective human resource training or/and facility management methods. My research questions include: Can effective human resource training or/and facility management influences your organization's employee individual productive efficiency raising and/or service performance improving? Can effective workplace working environment facility management influence your organization's employee individual emotion and working attitude to be changed more positive to raise productive efficiency and/or service performance? Can effective human resource training program improve your organization's employee individual skill level in order to raise productive efficiency and/or service performance? Has it relationship between effective human resource training and facility management to influence organization's employee individual productive efficient level and service performance in long term?

Download or read book Learning Brings Organizations What Benefits written by John Lok and published by . This book was released on 2023-07-03 with total page 0 pages. Available in PDF, EPUB and Kindle. Book excerpt: I believe that you can learn how to dealt personnel psychological challenges in your working environments more easily. Finally, as i am one business psychology, I hope that you can learn how to apply psychology knowledge, e.g. expectancy theory, ERG theory, Maslow's hierarchy, path goal leadership theory, Attribute theory, integration framework, concept of motivation, goal setting theory, organizational cultures and subcultures etc. psychology theories to help manager to predict your staffs behavior to know how who will change whose personnel behavior to solve your management challenges in different working environment more easily. keywords: expectancy theory, ERG theory, Maslow's hierarchy, Concept of motivation, goal setting theory, Attribute theory, path goal leadership theory, organizational cultures and subcultures

Download or read book Learning Nowadays Organizational Strategies written by John Lok and published by . This book was released on 2023-07-25 with total page 0 pages. Available in PDF, EPUB and Kindle. Book excerpt: What are the HRM strategy difference between past traditional HRM and nowadays HRM? How to improve training methods to raise employees performance ? How nowadays reward strategy can bring what kinds of benefits to organizations. In my this book, I shall discuss these topic as below: This first topic concerns reward management strategy. Reward management is nowadays considered as an important topic in order to achieve the goals of a company. Employees are considered as the main factor which plays an important role in the organization. The success of each and every organization is its dedicated employee's .Current world is filled with changes and competition. In order to survive in the current situation companies should be having employees who are loyal and expert in their own field. New technologies are developed constantly and the companies are eagerly trying to catch up those talented employees with right expertise in their own areas. So, fair award management can attract talented employees to choose the organization to work. When the organization has good reward management, then it will bring good organizational development, good learning and training, good performance management, good sourcing and staff, good employee engagement. In my this book, I shall explain how and why good reward management will bring all above these any one of human resource related issues to let readers to make accurate and reasonable analysis. I will explain how any why effective department communication, excellent technological input, effective human resource development training, good employee motivation strategy and effective performance measurement strategy can influence any organization's overall performance to be more effective. I shall indicate the reasons to explain why above any one of these factors have indirect relationship to influence the organization's overall performance effectiveness. Readers can learn how and why HRM strategy changes can influence organization's overall performance to achieve more effectiveness to compare traditional HR strategy. The second topic concerns sale training strategy. Every organizations need have excellent salespeople to help them to promote their products to sell in order to achieve sale growth. In fact, one supermarket stock keeper or one restaurant waiter, their jobs can be salespeople duty, if one client enquires the stock keeper whether is the food location or any stocks are existence in supermarket. If he can answer enquiries immediately. Then, he can promote the kind of brand food to sell easily. If the restaurant client enquires the waiter that the cooker needs to cook how long time to finish the kind of food, then he can also promote the kind of food to let the client to choose to eat easily. So, learning salespeople sale psychology and skill, which is important to influence any businesses successes. I shall explain how to know salespeople psychology and every salesperson's strengths or weaknesses of sales skills, in order to find whether whom has which kinds of weaknesses to his/her sale skill to improve. I also indicate any actual business organizations to let readers to evaluate whether their poor sales teams' sale skills, it is one major factor to influence their long term sale growth in success. The third topic concerns IQ training strategy. How can talent human be created successful? What are the differences between talent human and common human IQ? How to evaluate the person has special talented human and excellent abilities? What aspects do we need to train talent human to attribute our society? Which kinds of talent human shortage to our society nowadays? The fourth topic concerns how organizations implement performance management strategy to raise efficiency or improve performance, e.g. facility management economic benefit strategy, robot organizational improvement strategy.

Download or read book Facility Management Brings Economy Benefits written by John Lok and published by . This book was released on 2022-04-04 with total page 0 pages. Available in PDF, EPUB and Kindle. Book excerpt:

Download or read book Human Resource Management Brings written by John Lok and published by . This book was released on 2022-01-13 with total page 172 pages. Available in PDF, EPUB and Kindle. Book excerpt: I write this book aims to let interviewers to know why to apply pshological methods to judge how to choose the most suitable applicant(s) more accurate to any organization in any interviews. I aim to let readers to feel that it is possible organizational behavior and training development why has relationship . This book consists three chapters. The first chapter indicates what the common interviews are as well as explains why interviewers need to apply psychological methods to test any applicant behaviors in any interview process. The second chapter explains how to apply psychological recruitment strategies effect/manage in the recruitment process to achieve more effective and efficient interview as well as explains how to apply occupational psychological test method to test applicant's ability. The third chapter how selection assessment methods are applied to choose the best applicants to achieve the most effective and efficient interview result as well as how to criteria for selecting and evaluating assessment methods in interview which are the most reasonable support. I write this book final chapter explains whether training program must be either needed to any organizations in order to raise productivities, efficiencies or improve performance etc. different aspects effect to be beneficial to any organization or waste money and time to spend training program expenditures.

Download or read book Learning Nowadays HRM Role Change written by John Lok and published by . This book was released on 2022-06-29 with total page 0 pages. Available in PDF, EPUB and Kindle. Book excerpt:

Download or read book How Facility Management Influence Performance written by Johnny Ch Lok and published by Independently Published. This book was released on 2021-04-16 with total page 96 pages. Available in PDF, EPUB and Kindle. Book excerpt: For telecommunication industry case example, how to carry on one effectively training into raise employee efficiency. It includes their questions: What training programs exist the telecommunications section? What are the training objectives? What methods are used and do these methods meet the training objectives? How does training affect employees performance? Why does telecommunication industry employees need better training? Training is a type of activity which is planned a systematic and it results in enhanced level of skill, knowledge, and competency that are necessary to performance work effectively.In telecommunication organization, staffing needs to ensure that the right people are available at the right time in the right place. This involves identifying the nature of the job and implementing a recruitment and selection process to ensure a correct match within the organization. Training and development are often used to chose the gap between current performance and expected future performance. How does training and development provide performance feedback, identifying individua strengths/weaknesses, recognizing individual performance, assisting in goal identification, evaluating goal achievement, identifying individual training needs, determining organizational training needs, improving communication and allowing employees to discuss concerns? There are a number of alternative sources of appraisal includes: Training telecommunication front line staffs, supervisors, managers appraisal are done by an employee's manager one level higher, self appraisal performance done by the employee prior to the performance interview, subordinate appraisal: appraisal of a supervisor is by an employee, which is more appropriate for developmental than for administrative purposes. Peer appraisal is by follow employees for use in an interview conducted by the employee's manager, team appraisal based on total quality management concepts, recognizing team accomplishment's rather than individual performance, customer appraisal that seeks evaluation from both external and internal customers.Training is a planned and systematic modification of behavior through learning events, activities and programs which result in the participants achieving the levels of knowledge, skills, competencies and abilities to carry out their work effectively. The main purpose of training is a acquire and improve knowledge, skills and attitudes towards work related tasks. It is one of the most important potential motivators which can lead to both short-term and long-term benefits for individuals and organizations. It can raise high morale, employees who receive training have increased confidence and motivations, lower cost of production, training eliminates risks because trained personnel are able to make better and economic use of material and equipment thereby reducing and avoiding waste, lower turnover, training brings a sense of secutiry as the workplace, reduces labour turnover and absenteeism is avoided. Change management, training helps to manage change by increasing the understanding and involvement of employees in the change process and also provides the skills and abilities needed to adjust to new situations, providing recognition, enhanced, responsibility and the possibility of increased pay and promotion, helping to improve the availability and quality of staff.An effective training needs to focuse on workers' performance, improving certain: working practices, this focuses on improvement regardless of the performance problems and changing or renewing the organization situation, which may arise because of innovations or changes in strategy. When the organization feels training need, it needs to create, develop maintain and improve any systems relevant in contributing to the availability of people with required skills. Moreover, training programs should be designed to carter for the different needs.

Download or read book Employee Training and Development written by Raymond A. Noe and published by . This book was released on 2005 with total page 463 pages. Available in PDF, EPUB and Kindle. Book excerpt: Seeks to find a balance between research and company practices. This text provides students with a background in the fundamentals of training and development - needs assessment, transfer of training, designing a learning environment, methods, and evaluation.

Download or read book Benefits of Vocational Education and Training in Europe for People Organisations and Countries written by and published by . This book was released on 2012 with total page 62 pages. Available in PDF, EPUB and Kindle. Book excerpt:

Download or read book Improving Human Resource Management Strategy written by John Lok and published by . This book was released on 2023-06-16 with total page 0 pages. Available in PDF, EPUB and Kindle. Book excerpt: Introduction How any why effective department communication, excellent technological input, effective human resource development training, good employee motivation strategy and effective performance measurement can be influenced by reward management strategy ? I shall indicate the reasons to explain why one effective reward management system can influence the organization's overall performance effectiveness. What are the HRM strategy difference between past traditional HRM and nowadays HRM ?Why human resource strategy can bring organizational benefits. How nowadays reward strategy can bring what kinds of benefits to organizations. This book explains why human resource strategy can bring organizational benefits. It will explain how reward strategy can bring what kinds of benefits to organizations. Reward management is nowadays considered as an important topic in order to achieve the goals of a company. Employees are considered as the main factor which plays an important role in the organization. The success of each and every organization is its dedicated employee's .Current world is filled with changes and competition. In order to survive in the current situation companies should be having employees who are loyal and expert in their own field. New technologies are developed constantly and the companies are eagerly trying to catch up those talented employees with right expertise in their own areas. So, fair award management can attract talented employees to choose the organization to work. When the organization has good reward management, then it will bring good organizational development, good learning and training, good performance management, good sourcing and staff, good employee engagement. In my this book, I shall explain how and why good reward management will bring all above these any one of human resource related issues to let readers to make accurate and reasonable analysis. This book divides three parts questions and answers concern HRM, facility management and employee psychology issues. The first part indicates how organizations can attempt to apply different psychological methods to research how and why employee individual selects to do the behavioral performance in organizations in order to let any organization leaders can judge whether it is right time that whose organization ought need to attempt to change human resource training courses quality in order to let employees' skills can be improved more effectively and/or applying facility management to be implemented more comfortable to let employees to feel in order to achieve the productive efficient raising and/or the service performance improving possible consequence in long term. This part indicates to explain whether effective human resource training courses can help to raise employee productive efficiency and/or improve service performance. I shall indicate the whole HRM successful elements to explain whether it can still help the organization to raise employee efficiency and/or improve service performance, if the organization neglects to implement an effective human resource training course program to let whose employees to attempt to learn any work-related skills. The two part concerns challenge of HR management it is as a HR specialist, what are the challenges you may face and what HR intervention mechanisms would you consider using in an attempt to drive individual and organization performance in a multinational company? Critically evaluate this question by utilizing the appropriate academic literatures. The challenges of the HR specialist when there engage in attempt of increasing the individual and organization performances in Multinational companies through developing a set of HRM best practices, especially relating to employee recruitment and selection, performance management and staff retention. Since the organizations are multinational number of concerns are arises such as dealing cultural issues with the organizational goals

Download or read book Bringing Learning to Life written by David C A Bradshaw and published by Routledge. This book was released on 2013-05-13 with total page 218 pages. Available in PDF, EPUB and Kindle. Book excerpt: In an age of intense economic competition and continual change, the ability to learn is a key factor in survival and prosperity. This book examines the changing interaction of the world economy, Britain’s prospects for prosperity, the connections between different kinds of work and the learning that support them. Focusing on specific areas where changed attitudes and ways of working are long overdue, the authors show the need for a better balance between formal provision in schools, colleges and within employment, and less tangible informal learning at home and in the workplace. These, in turn, open up issues of the curriculum (especially in the formative later years in schools and colleges), guidance for education and work and the qualifications structure.