BUS208: Principles of Management

Both because alot of the time training is not used. What is used is in this moment real time thinking.

In my experience, training is always a strategic experience that helps to increase motivation of people and also to create better relationships between employees.

Job training is required for compliance reasons, but in my experience, most people learn more once they are hands-on. Once you have read and reviewed all compliance training, you can learn computer systems and practice real-life scenarios, and that's when the questions come in.

Effective training programs are very beneficial when they are truly about topics that we need to know and when they maintain our interest and connection to our jobs. On the other hand, it is basically a waste of time if the training is uninteresting or unrelated to our jobs.

I think most employee training plans, whether on or off the job, are ineffective because most managers do not have the skillset to develop training plans. I find they tend to be heavy in either direction, either trained mostly informally by a peer or through reading company materials which is boring. Or, employees have the opportunity to participate in more formal training but may not be have the opportunity to effectively connect the material to their role.

Developing employees is a crucial aspect of organizational success and sustainability. It involves fostering the growth, learning, and advancement of employees to enable them to contribute effectively to the organization's goals and objectives. Here are some key points to consider in the discussion of developing employees:
Training and Skill Development: Providing training programs and opportunities for skill development allows employees to enhance their knowledge and capabilities. This can include technical skills relevant to their roles, as well as soft skills such as communication, leadership, and problem-solving.
Career Advancement: Offering pathways for career advancement and growth motivates employees to excel in their roles. This can involve providing clear progression opportunities, mentorship programs, and regular performance evaluations to identify areas for improvement and advancement.
Feedback and Coaching: Regular feedback and coaching sessions are essential for employee development. Constructive feedback helps employees understand their strengths and areas needing improvement, while coaching provides guidance and support to address these areas effectively.
Learning Opportunities: Encouraging a culture of continuous learning within the organization fosters employee development. This can include providing access to educational resources, workshops, conferences, and opportunities for cross-functional collaboration and job rotations.
Recognition and Rewards: Recognizing and rewarding employees for their achievements and contributions reinforces positive behaviors and motivates them to continue growing and excelling in their roles. This can take the form of monetary incentives, promotions, or public acknowledgment of accomplishments.
Supportive Leadership: Effective leadership plays a crucial role in employee development. Supportive leaders provide guidance, mentorship, and encouragement, empowering employees to take ownership of their development and career progression.
Diversity and Inclusion: Creating an inclusive work environment that values diversity fosters employee development by promoting collaboration, creativity, and innovation. Embracing diverse perspectives and experiences enriches the learning experience and contributes to overall organizational success.