HRM635 Human Resource Management: Training and Development Final Project

Running head: Project B 2

Project B 2

Project B

Nicole Garza

Park University

HRM635 Training, Development, and Evaluation

Dr. Evelyn Hollis

November 28, 2021

Introduction

There are various types of training approaches used by Amazon in the current training system. Depending on the desired objective, Amazon's employees are trained either individually or in a group environment. Amazon employs a variety of strategies to assist employees in adjusting to workplace changes, including group training sessions and one-on-one counseling. As a result of this interaction with employees, particularly new hires, the organization is better positioned to train the entire staff at the same time, lowering training expenses (Azka & Hasib, 2020).

Training systems and approach and On-the-job training

Induction training is one of the methods used to instruct new employees and executives during their initial few months at the organization. This is a type of orientation that new employees receive on their first day of work at the organization. This training is given to them in order to boost their confidence while also educating them on a variety of procedures, rules, and regulations, among other things. The business takes the time to introduce new employees to their coworkers as well as their local surroundings in order to foster a sense of community and camaraderie amongst them. The second approach employed by Amazon to educate its employees is promotional training, which is especially beneficial when the compensation system is being investigated in order to raise employees' earnings. It may be vital to train the company's current talented personnel so that they can advance to greater positions in the future. This form of training is designed to prepare employees for more difficult responsibilities in the workplace. As a result, Amazon is also utilized to ensure that employees are kept up to date on the most recent revisions to their job descriptions and that they are deserving of the lucrative compensation packages that they receive. As a result, the business guarantees that on-the-job training is conducted on a regular basis. This information is presented in a variety of ways to guarantee that personnel are capable of operating a variety of machines, equipment, and materials in a safe and error-free manner (Jaworski et al, 2018).

On-the-job training is one of the most extensively used educational methods. A new employee is assigned to a machine or a specific job under the supervision of a supervisor or a member of the instructional team. All new staff receive this type of training. It is recommended that a new employee be accompanied by a more experienced colleague in order to learn the nuances of the trade. This signifies that the worker is solely responsible for the entire procedure. This method does not necessitate a substantial financial commitment or a significant amount of time and effort to train new staff. In addition to in-person training, vestibule training can be used to get a new employee up to speed before group training. Employee training takes place in a separate training facility within the same production area or department as the employee being trained. On-the-job training is inconvenient, which is why this type of training was developed. Instructors are highly talented and informed in their fields of expertise. It is critical to create a natural working atmosphere in the workplace where actual manufacturing takes place. As a result of this training, the new employee is now ready to take on full responsibility for the position. As a result, he has overcome his initial trepidation about starting a new career. This has no effect on the training procedures utilized in the workshops, which will continue as usual. In this case, instruction takes precedence over real effort. The training's most major downside is that it is more expensive (Azka & Hasib, 2020).

Technology Used

Technology in training system at Amazon applies in computer-based training or web-based training programs used. Web-based training and computer-based training are nearly identical. To offer its curriculum via computer, this form of instruction uses a combination of text, video, audio, chat rooms, and interactive assessments. A computer-generated movie can be as easy as reading, but text on the screen can be more sophisticated, with the learner answering questions based on the film. It's worth noting that in CBT, the training software is stored on a hard drive, CD-ROM, or diskette, whereas with WBT, it's stored in the cloud. As a result, updating and getting access to the system may become more difficult in the long run for both the organization and its personnel. WBT, on the other hand, is hosted on the World Wide Web or a company's intranet. As a result of this accessibility, employees may be able to train from the comfort of their own homes. It is also quite simple to make modifications to the content. A training material issue can be corrected by simply updating the training software on a server, which affects all learners who have access to it once the error is identified. To apply a change to CBT, a new CD-ROM or diskette would need to be developed (Ying & Lisnik, 2019).

Training delivery methods

Amazon use three main training delivery methods in training the employees based on the learning objectives. Learning objectives include knowledge, skills, and attitudes. Knowledge aims include declarative, procedural, and strategic goals. Declarative knowledge is an individual's understanding of facts. Procedural knowledge is a person's grasp of how and when information should be applied. Strategic knowledge is required for goal-directed action planning, monitoring, and updating. One's level of skill determines one's ability to accomplish a task, such as operating an instrument, making a business decision, or presenting a presentation. Attitudes are our thoughts and/or beliefs about what we consider to be good or harmful. People's attitudes influence their behavior, which in turn influences their motivation levels. Most training programs include learning objectives for knowledge, skill, and attitudes; these programs must be blended in diverse ways to form a cohesive complete because no single approach can achieve all.

Amazon's training methods can be broken down into two categories: cognitive and behavioral. When it comes to cognitive approaches, information can be conveyed either orally and in writing, concepts can be linked, or guidelines for doing something can be given. By influencing cognitive processes, they help students learn new information and develop new beliefs. Cognitive approaches include lecture, discussion, e-learning, and, to a lesser extent, case studies. Realistic or simulated behavior can be learned through the use of behavioral approaches. Experiential learning is the best way to gain new skills and improve one's mindset. Business games, role-playing, the in-basket approach, and behavior modeling are all examples of equipment simulators.

Amazon's use of lectures in staff training results in the best overall understanding of a subject. By modifying the format, you can make a lecture more or less formal and/or participative. In a lecture, there is only one way to communicate: from the trainer to the students. It's a lengthy speech with a lot of stuff covered. A well-planned lecture begins with an introduction that sets the tone and establishes a framework for debate. The important points of the lecture are explored in the next section. Students are expected to sit quietly and pay attention during a typical lecture, with the option of taking notes. This strategy can be useful when a large number of people need to be taught a small quantity of knowledge in a short period of time; however, it is unsuccessful for learning big amounts of data quickly. As a result, a good lecture should not contain an excessive number of learning points. The more material am employee is exposed to, the more likely it is that he or she will forget it. Because pure lectures just transmit information, their utility is limited; if the primary training goal is for trainees to gain specific factual information, higher learning can be obtained at a lower cost by converting the material into text. Employees can read at their own pace and as often as they need to in order to retain the knowledge. The second method is discussion. To maximize learning potential, the lecturer and students use the discussion approach to communicate in a two-way fashion. A brief discussion of no more than 20 minutes is used to provide employees with fundamental knowledge. The trainer and trainees then have a discussion about what they have just learnt during a brief follow-up lecture. Trainers can determine whether or not the required learning has occurred by using verbal and nonverbal feedback from trainees. As a result, the trainer may need to devote more time to this topic and/or present the information in a completely new manner.

 Discussion method is also used at Amazon in employee developing employees. Allowing trainees to ask questions and engage in discussions is a vital component of teaching since it clarifies topics and keeps them on track. Because they get students involved in the material, discussions help them retain and apply what they learn in the classroom more successfully. Trainee questions can be used to assess trainee comprehension of the lecture topic. The trainer's questions assist pupils focus on the most crucial components of the session (Vasanthi & Basariya, 2019).

With the advancement in technology and the spread of the pandemic, Amazon started using e-learning as a training technique. Through the use of e-learning platforms, Amazon engage employees from different geographical locations by allowing the users to join the training using a common link. This is done either as an audio format where the participants listen to the podcasts or real-time training, or it is done through video streaming.

Transfer of training analysis

In ensuring the company attains the desired objective of the training program, Amazon evaluates the effectiveness of the training program. This is done in phases in ensuring the employees gain the exact outcome desired content of training. The evaluation is done before the training to get an overview of the expectations of the employees in relation to the training. Also, the employees are enquired on their view on the current compensation systems and whether they expect any changes in the future with the after receiving the training. In order to ensure that training is successfully transferred, considerations are taken into account. Throughout an e-learning course, there may be quizzes to help employees remember what they've learned. Amazon's employee s' progress in the course can be tracked using those same knowledge checks. An in-person training can be assessed by asking participants questions about their understanding or by having them complete an exercise to see how they apply what they have learned. This provides the trainer with real-time data that may be used to reinforce or alter content as needed.

References

Azka, Z. N., & Hasib, S. (2020). The phenomenon study of effective communication of trainers in the induction training. Journal of Advances in Humanities and Social Sciences, 6(4), 147-155.

Cutter, C. (2019). Amazon to retrain a third of its US workforce. Wall Street Journal.

Jaworski, C., Ravichandran, S., Karpinski, A. C., & Singh, S. (2018). The effects of training satisfaction, employee benefits, and incentives on part-time employees’ commitment. International Journal of Hospitality Management, 74, 1-12.

Vasanthi, S., & Basariya, S. R. (2019). On the job training implementation and its benefits. International Journal of Research and Analytical Reviews (IJRAR), 6(1).

Ying, W., & Lisnik, T. V. (2019). THE INNOVATIVE TECHNOLOGY OF AMAZON. Молодежь. Общество. Современная наука, техника и инновации, 322.