Training and Development

One of the first questions a business needs to ask itself is, “Where is there a need to improve performance? ” Once this question has been satisfied, the company will then be able to set about identifying those areas which may require training in order to improve performance. As there will be a disparate number of positions in a company, there also will be several training activities used within the organization. Consequently, the company will need to first focus on its goals and objectives prior to establishing training programs throughout the business.

Once its goals are clearly defined, the company will review its corporate structure and begin assessing each area for training opportunities. Initially the business will set performance standards from which it will determine the level of training required to achieve those standards. It will apply and rely upon these standards as a guideline for each area and position within the organization. Another identifier it will use to define a training need is dependencies (The Startup Donuts, 2013).

We Will Write a Custom Essay Specifically
For You For Only $13.90/page!

order now

The organization will examine departments or positions that have limited personnel with the knowledge and skillet required to do a Job. Training more employees to be able to do a Job or a task will eliminate the need for dependency on one person. Moreover, your unit’s and the organization’s position is greatly strengthened through flexibility and versatility via the development of the employees. Promotions or other role changes of an employee are another factor to the need for training. If an employee is promoted, there are two levels of training that will need to take place.

First, new individuals will have to be trained in order to fill the position vacancy. Second, training will be needed for the person promoted into the new Job. There also will be a need for training if an employee moves on to another company or is moved laterally into another role. Training Methods Used ASS employs several training methods throughout the organization. One of those training methods is the use of online training courses to further an employee’s knowledge of their position and the company.

Through these online courses, an employee can learn and train at their own pace without the pressures of time constraints. This method allows the employee the convenience of training on their win time from home and the ability to review the information and material as many times as needed without feeling the burden of taking up valuable company time. An additional training avenue used at ASS is the use of training centers across the s ASS sends employees to tense centers winner teen take all clay classes.

These classes typically run from 9 am until 5 pm over the course of two or three days. ASS believes the use of this training method not only improves employee performance, but also empowers the employee to feel their contributions and commitments are truly valued throughout the organization. A third training method ASS follows is industry conferences. ASS sends its top talent to these industry specific conferences where they can attain certifications which are recognized throughout the industry.

In addition, the employee can attend users’ conferences which are more specified and cover in depth the employee’s specialization and skillet. ASS considers the use of these training methods to be an integral part of its relationship with its employees that has proven over time to improve employee performance and employer satisfaction. Conclusion ASS continues to develop and train its employees at a remarkable rate of efficiency which is directly reflected in its low turnover rate (Below 5 percent compared to an industry standard of 20 percent).

As a result, its reputation in the workforce continues to attract top talent from conferences, top colleges, technical universities and even local high schools with which they have established internship programs. ASS has also formalized a mentoring programming whereby their seasoned employees can pass down the knowledge they have acquired and accumulated over the years at ASS to promising and talented employees. Sass’s attention to detail when it comes to training, developing and rewarding its employees is a true testament to its belief that the employee is its greatest asset and success of the organization is in direct correlation.