Training

John Johnson

University of Maryland University College

HRMN 406/6981

TNA, Part 2

June 23, 2015

Table of Content

Introduction Page 3-4

Outcomes of the training

Outcome 1 Page 4

Outcome 2 Page 5

Outcome 3 Page 5-6

Expected performance Page 6-7

Performance Gaps Page 7

Conclusion Page 7

References Page 8

Super Computer Accessories Limited

Every company during its establishment usually among its long-term goals is expansion and development. This is a key focus for every manager and director in every company for once a company grows, the growth and achievements of that particular company are attributed to the person in charge of the company. The vise verse also is very applicable in a scenario where a company fails and losses focus, the blame falls back to the manager. For a company to be performing strongly, employee’s satisfaction and engagement is very crucial. Employees make a basic component in every succeeding company. They should be trained and updated on the current treads in the market and new ways of carrying out their daily job.

When a company wants to make its employees professional in their line of work there are Employee development training programs, which offer developmental opportunities for employees. This training makes the company to have a good starting point to expansion. Many companies neglect this training with an argument that it’s a waste of time and money. When a company creates time and money in this training, the company’s employees get skills and techniques in how to perform their duties faster and efficiently. This will enhance the companies good and service delivery to its customers. Also, the employees become professional in their field hence producing the best quality to the target market.

The Super Computer Accessories Limited is a company located in California that deals with the supply of computer accessories. It is a large company with over four thousand employees. The company needs to be updated on the market demand to avoid manufacturing items that are not fast moving. Also, this company requires an innovative team to design new item that will be accepted in the market. Super Computer Accessories Limited was founded in the year 2009 and since then it has been doing significantly good in the market. For this company to remain competitive in the market it must ensure goods produced in the right time and at a high professional level. Employee training issues should be analyzed well if a business organization is to succeed.

There are issues that ought to be determined before training programs are conducted. The three training outcomes consist of the quality of goods produced by the employee, the rise in the level of output and higher marginal profits. The expected performance of the group or individuals as a result of the training shall be identified, as well as the performance gaps and details shall be identified on how training can help close those gaps.

Outcomes of the training

Outcome 1

High quality in produces, after employee training has been contacted one of the areas that change is evident is in the quality of goods produced by the employee. The market requires quality goods and this might make or break a company due to the shift of customers due to quality assurance (Kotey&Folker, 2007). Production training issue should handle on how to produce a fine commodity and one that fits customers demand for an increased market. So we expect to see an increase in the quality of production.

A company that produces both good quality and that fits consumer needs gets a lot of constant flow of consumers. This is what every company needs to make profits which are the core goals of any business. This should be a rich training issue to deal with first in any business that has not attained the required quality by the customers (Kotey&Folker, 2007).

Prioritization is common in many business setups, this is usually due to the fact that no one is willing to spend all they have at the same time (financial constrain. when a company is prioritizing on the employee training issues to first handle this can be a good area to start with. This opens other training issue like speed of production hence a systematic approach of the market demand.

Outcome 2

The second outcome is rise in the level of output. When the employees are learning how to produce quality goods they learn new ways of organizing their work hence a fast finishing of their task. When every employee produces at a higher level, the general companies level of production rises. These help keep the company to keep its level of profits rising up since the production of quality good increases the consumers of the company’s goods, high or faster production level helps the company keep a constant output of its products to the market as the consumption is increasing (Kotey&Folker, 2007).

Though this training issue might be trained alone, in many cases it will be as a result of the quality training issue. When been trained on how to produce quality goods the issue of organizing your work makes it easy to produce at high levels.

Outcome 3

As a result of these training the company will eventually get higher marginal profits. One is as a result of high production level with the minimum labor force. When a company produces its commodities at a cheap labor, its profits rise because the output is high but the input is still low. This is usually the focus of every business in order to increase their profits and an eventually expand the business.

Two is as a result of the quality production of the goods. When the company produces high quality goods its consumers increase and the market grows (Kotey&Folker, 2007).The company’s sales increase hence the company makes more profits from their quality goods. Also when demand increases and the goods are at a high quality now it’s the time for the company to set new prices for its commodity. This will increase the company’s profit for the goods are fetching a high price while their production cost is low.

Expected performance as a result of the training

The expected result after training is increase in the production (output speed). Training needs analysis help an organization maximize its profits and service delivery to the market without increasing the number of employees in the organization. Every entrepreneur looks forward to maximizing their profits while minimizing the cost (operational cost) of producing the specific good. This in turn makes the operation of making the goods and service cheap hence the business becomes profitable. Employee training has been a key area of concern in many performing companies (Kahn, 2006).

There are many institutions that offer training to employees in the world today. Many of these institutions (companies) have trained personnel and highly professional doing the training. There are many areas of employees training in a business setup but a good choice of the training required by your employees at a certain time is very fundamental. Though there are many training areas and many training institutions the greater responsibility lies in the hands of the manager for he or she must assess the impact of employee training in his company. There are factors that should guide one to selecting a good training period and what issues to be trained on.

These factors include company’s financial status and whether the area to be trained on is worthy the input. Every manager should assess closely the benefit that will be projected by the training. If training does not impact positively to the employees then the training issue is not worthy to be trained for. Also some training might be dictated by a short emerging issue like a certain brand that is been used as a promotion to an event (Kahn, 2006). If training is propelled by a short lived period of time then the manager should assess whether the period of utilizing the technique will be equal to the cost of acquiring the technique. Through such comparison the manager will have a clear understanding of the issues to train his or her employees on.

Performance Gaps

Performance gaps are the difference between the current business situation and the intended situation. Through employee training issues analysis the company will understand how far it is from attaining its set goals. Through employee training the company will evaluate the extent to which it needs to go to attain its goals (Kahn, 2006).

Conclusion

There are issues that ought to be determined before training programs are conducted. The three training outcomes consist of the quality of goods produced by the employee, the rise in the level of output and higher marginal profits. The expected performance of the group or individuals as a result of the training shall be identified, as well as the performance gaps and details shall be identified on how training can help close those gaps.

References

Kotey, B., &Folker, C. (2007). Employee training in SMEs: Effect of size and firm type—Family and nonfamily. Journal of Small Business Management, 45(2), 214-238.

McGurk, S. R., Mueser, K. T., Feldman, K., Wolfe, R., &Pascaris, A. (2007). Cognitive training for supported employment: 2-3 year outcomes of a randomized controlled trial. American Journal of Psychiatry, 164(3), 437-441.

Bowen, D. E., & Lawler III, E. E. (2006). The empowerment of service workers: What, why, how, and when. Managing innovation and change, 155-69.

Kahn, J. H. (2006). Factor analysis in counseling psychology research, training, and practice principles, advances, and applications. The Counseling Psychologist, 34(5), 684-718.

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