(Part 1) Imagine you are the Talent Management Director of an organization.Create a 12- to 15-question organizational development needs survey Include questions that ask leaders to evaluate their te

Replies to discussion 1

1. Tiffany Powell

I am most familiar with on-the-job training. On-the-job training refers to training you receive after you have been hired and takes place starting your first day of employment, and usually includes watching employee orientation videos and reading manuals/handbooks before being paired with a supervisor or current employee to shadow them in day-to-day practices. This occurs for a set period of time before being allowed to perform the duties on your own until a certain level of comfort is reached.

I prefer this type of training as I function best with a "hands on" approach. It allows workers to perform the job while offering added insight and understanding of the job functions.

However, in some agencies you don't receive any training as the person you are replacing is no longer there to provide training. This is typical in smaller departments. I have held several positions that I had to find my way by reviewing files and simply asking other program areas questions, that have normal interactions with my area.

1. Paulina Lopez

Training and Developing Employees

Training and development is important for the new and current employees because they can develop their skills and knowledge of their roles. When the organization invests time and resources to create a development program, the employees feel more motivation and they sense that the company is considering them and investing in their careers.

In my point of view, the company I used to work for had a very effective training system. The training was structured as follows:

-       In house training: Two consecutive weeks of training conducted by local personnel. The training was provided by the first line supervisors (less complicated topics) and by the business partners (more advanced subjects). The teams were divided by roles of the organization. The roles were staff, seniors, managers and partners.

-       Online training: They had a platform of online books and mandatory training designed by recognized universities.

-       External seminars: We had to subscribe to an accounting association and it was required to assist to certain seminars each year.

It was so important for all the employees no just for the contents of the training, but also the interaction with coworkers and the dynamic of getting away from the day to day activities.

Dessler, G. (n.d.). Human Resource Management (15th ed.). Retrieved from The University of Phoenix eBook Collection database.

1. Ernest Masheke

In my work place we use a few different methods to train employees. The first one is group workplace training that requires almost everyone in the company to be part of the training unless you have been assigned to handle other duties or maybe someone needs to be in the front waiting for visitors. During the training, the employees are given opportunities to ask question relating to the training. This is usually a face to face training and interact with the instructor. The second one is one on one training when an employee violates the company code of ethics and the training becomes private so that the employee is not embarrassed with the reason that lead to a training. It is the best approach in a company to have an going training for employees, for them to be able to follow the company policy without violating the code of ethics. The two methods of training I discussed are both effective in their own ways because their approach is different from each other (group method training and individual method training).