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This article describes how to implement effective on the job training programs that emphasis employee growth and development. The author is an entrepreneur that outlines simple tips in “do” and “don’t” task lists. They are in line with the chapter reading and provide and easy context for establishing a training program. Benjamin, M. (2014, January 11). Implement an effective job training program so your employees thrive. Retrieved October 12, 2015, from http://expertbeacon.com/implement-effective-job-training-program-so-your-employees-thrive/#.VhsBaXgnXGw
(Baron, 1998)- This Document is about the methods used in needs assessment, why they are need, and the methodology. It gives a few examples when they are useful. Its related to the topic “Identify different methods used in needs assessment and identify the advantages and disadvantages of each method”
Training Today. How to conduct an Effective Training. Retrieved from http://trainingtoday.blr.com/employee-training-resources/How-Conduct-Effective-Training-Session. Copyright © 2015 BLR®—Business & Legal Resources This article provided excellent techniques and tip for training. It also cover powerpint suggestions as well as how to use handout. The most valuable information found in this article was a training day checklist that can be used as is or make your own personal modifications for successful training.
Timothy T. Baldwin and J. Kevin Ford (1988) Transfer of Training: A Review and Directions for Future Research (p. 180-187) Transfer of training is of paramount concern for training researchers and practitioners. Examination of transfer issues requires a clear understanding of what is meant by transfer as well as the identification of factors that affect transfer.
Assessing Your Training Needs Assessment to Training Goals, by Jack Shaw http://managementhelp.org/training/systematic/needs-assessment.htm The following reference discusses the beginning stages of assessing training needs. It goes on to provide a step by step guide of how to conduct an assessment. Breaking down the needs according to priority and narrowing down the ultimate goal.
Newspaper Article Thomas Handock (June 13, 2014). A Network Rethink for Learning and Development. Workforce.com. Thomas Handock identifies what forces influence workplace learning, and the important role that fundamentals play in training and development. He also addresses how training and development must be viewed as something that is ongoing. In the article, Thomas Handock also gives ideas for overcoming barriers and how to improve effectiveness in the workplace.
Derven, M. (2012). Building a strategic approach to learning evaluation. T+D Magazine, 66(11), 54.
This resource provides a detailed process and steps for organizations to conduct a detailed needs assessment. A key benefit to this resource is the tie to training and strategic planning. It includes tools for collecting data, focus groups and self- assessments. Guide 2, Needs Assessment & Strategic Planning -- Community How To Guides On Underage Drinking Prevention, DOT HS 809 209, March 2001. (2005, April 4). Retrieved September 5, 2015, from http://www.nhtsa.gov/people/injury/alcohol/Community Guides HTML/Book2_NeedsAssess.html
Sarvadi, P. (2005, April 30). The Importance of Employee Development. Retrieved August 26, 2015, from Entrepreneur website: http://www.entrepreneur.com/article/77678 Sarvadi, P. (2005, April 30) has identified how companies seem to view employee training and development as an expense rather than an investment. Sarvadi goes on to explain how each company should look at training as a capital investment and how are you going to obtain an acceptable return on that investment. He has many strategies such as considering the strengths and weaknesses in your company and how training and development can represent a potential for a gain in your business. The article goes on to point out how if your business isn’t learning, then you’re going to fall behind and each company should continue to look at training and development as an opportunity for growth and not an optional expense. Sarvadi also suggests that to clearly communicate your expectancy that employees should take steps to improve their skills to stay up to date with their professions. That the employer should communicate the specific training needs and targeted results as an outcome of your needs analysis. And finally provide a sound outline and orientation to your company’s culture, to any new employees that are hired. Provide them with appropriate training in the effective procedures the company has established and learned over time.
