business need variety training program for employee

Business Need Variety Training Program for Employees
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Table of Contents
TOC o “1-3” h z u Abstract PAGEREF _Toc468351347 h 31.0 Introduction PAGEREF _Toc468351348 h 41.1 General introduction PAGEREF _Toc468351349 h 41.2 problem statement PAGEREF _Toc468351350 h 41.3 Scope of the study PAGEREF _Toc468351351 h 51.4 Purpose PAGEREF _Toc468351352 h 52.0 Discussion PAGEREF _Toc468351353 h 62.1 Criteria PAGEREF _Toc468351354 h 62.2 Research findings PAGEREF _Toc468351355 h 72.3 Analysis PAGEREF _Toc468351356 h 73.0 Conclusion PAGEREF _Toc468351357 h 103.1 Summary of conclusions PAGEREF _Toc468351358 h 103.2 Recommendations PAGEREF _Toc468351359 h 11Reference PAGEREF _Toc468351360 h 13

AbstractThis paper is a recommendation report on research that was executed to assess the need for various training programs for employees within an organization. To respond to the growing market competitiveness, training of human power can give a team an upper hand in service delivery. And therefore in response to the need, this report proposed eight recommendations to the management of the case firms. This study was conducted in a management setting with a sample size of 50 employees that partly responded to the questionnaires and the interview questions. Secondary data from the previous studies were also used in response to the research question. A deductive method of reasoning was used in analyzing data from the secondary sources, while on the other hand; simple statistics was used to assess the data collected through interviews and the 40 questionnaires which were randomly distributed to the respondents.

From the findings, the majority of the respondents had indicated that their employers have failed in providing training opportunities for all the workers. They have developed the tendency of training specific individuals only if the need arises within the organization. The findings also manifested the connection between training and employees. Research conducted by Jaworksi (2012), clearly supports the premise that training is very significant in determining the performance standards in business organizations.

Business Need Variety Training Program for Employees
1.0 Introduction1.1 General introductionIn the corporate world, employees remain to be one of the most valuable assets owned by a company. They play a significant role in ensuring that the business achieves its goals. Therefore equipping these valuable assets with adequate training from various programs becomes vital in achieving efficiency (Lawson, 2016). The training also prepares the employees to cope with the setbacks of the competitive business industry that most companies are experiencing today. Since businesses also depend on how well a commodity or service is provided, training plays a very significant part in influencing the outcome. In a nutshell, it is conducted to assure the company that its present and future needs will be fully satisfied.
According to Jaworski (2012), training is the process of learning and teaching of an employee to carry out tasks that give different results. He further explains that the training process is planned to ease learning to ensure efficient operations. Adegoke (2010) also contends that training is expected to make workers strategically unique from others regarding skills, attitude and technical know-how.
1.2 problem statementDespite the technological advancements made in the world today, organizational training has remained to be one of the overlooked key aspects of managing a company. Occasionally, companies with semi-skilled workers tend to get complaints from customers about lagged and low-quality services in the business sector. Many employees lack creativity and critical thinking skills to solve organizational problems; they lack proper communication skills and most importantly, productivity has gone down in a majority of the business organization. Also, the employees lack sufficient training and academic qualifications required to perform their duties. This report, therefore, aims to provide better solutions for the issue at hand. Therefore, based on the results of this study, recommendations will also be made on the way forward. They will suggest what should be adopted by the management to ensure that every employee is adequately trained for the job.
1.3 Scope of the study This study was restricted to the perception of permanent and full-time business employees as to the need for various training programs. It is meant to provide the management with the needs and relevant suggestions to address inefficiencies of the human resource. For the purpose of these research, all the needs for training were presented and defined by the employees. Also, it was restricted to analyze case business corporations in Georgia Atlanta, an area that encompasses many multinational organizations such as Coca-Cola. For the purpose of this study, personnel, organization, task performance and cost benefit analysis was the criteria used to provide training solutions. Monthly performance appraisals will be required after training to determine the effectiveness of the recommendations. Executive managers have the power to approve the suggestions in this report for it will be addressed from an individual to different corporations.
1.4 PurposeTypically, the findings of this research pave the way for enhancing the human labor for the competitive performance of any company that might consider employee training strategy. This report will also help in filling the gap in literature to establish the basis to comprehend important elements of employee training. By sharing the content of these report, the management can take up the role of helping employees to access training programs and make good use of the skills they get through those programs. The other group that may also rip from this report are the business owners who may gain intuition as to the necessity for providing the various training program to their workers.
2.0 Discussion2.1 CriteriaThe recommendations of this report would be based on the needs analysis of different organizations under study. Many needs analyses are readily available for use in any managerial context. The following sources can help one in assessing the need for varied training program:
Organizational analysis. Usually, an assessment of the organization and its operations may indicate whether training is desired.
Personnel analysis. It is the analysis of the potential worker involved in the business process. It manifests the level of one’s knowledge as well as whether one should receive training or not.
Task analysis. It is the workload determination with regards to the needs of training employees.
Performance analysis. Assessing the standard of performance to establish the necessity of training
Cost-benefit analysis. It is the analysis of returns of training employees.
Suitability of training analysis. It is meant to establish whether training is the most appropriate solution to the company.

2.2 Research findingsAs part of the study, the researcher conducted his work in business and management fields that met the stipulated criteria. In the study, the researcher consulted periodical and journals on the background information to determine the need for varied training programs for employees. Previous dissertations and thesis were used to collect data. In this way, the research focused more on specific information to avoid receiving irrelevant information and also save on time. Internal information from the companies ranging from financial records, reports, and financial statements was also analyzed to collect the relevant data needed. Other external sources such as magazines, publications, and websites also played a significant role in this research. Just like any management research, the paper used deductive reasoning approach to synthesize data in these secondary sources. The deductive method reasoning involves obtaining data through deduction from general inferences (Tracy, 2013). While using this theory, the researcher also managed to collect information from a particular problem area.
The researcher also made proper use of interviews and questionnaires in collecting primary data. The surveys involved structured questions that yielded predetermined answers. On the other hand, the interviews subjected the respondents in giving more accurate data. According to Tracy (2013), it is the most reliable way of getting more detailed information as it goes behind the respondent’s experience. It wasn’t possible to interview and give questionnaires to everyone, and therefore, ten employees were interviewed. Also, 40 questionnaires were circulated in different companies, where they were further distributed randomly to the employees.
2.3 AnalysisIrrespective of their firms, a total of 35 respondents indicated to have undergone training programs. The remaining 15 also showed that they had never attended any training programs. That is a clear indication that most companies fail to target training for all workers, but instead for specific employees.
Respondents’ participation in training
Response Frequency
YES 35
NO 15
TOTAL 50
A total of 29 respondents claimed that they were selected for training at the time that they joined their respective companies. The other six suggested that they initially went for training following a managerial recommendation. The finding is a clear indication that most companies are reluctant to enroll their employees in training programs, except when they are new in the firm.
Selection for training
Criteria Frequency
On joining the company 29
Mangers recommendation 6
Don’t know 15

Education background of respondents
Level of education Frequency Cumulative percentage (%)
Primary 0 0
High school 2 4
Diploma 34 68
Degree 5 10
Master’s and others 9 18
Total 50 100
It is also clear that the respondents in the study held a range of diverse educational backgrounds. Statistics indicate that 18% of them were master’s graduates and Ph.D. holders, 10 % had degrees, 68% with diplomas and 4% with high school qualifications. The majority of the respondents were diploma graduates. It implies that most of them lacked adequate skills, and therefore, training may be very significant in the case corporations to improve their abilities.
Previous research conducted by Aida Nassazi also exposed the need for training programs in the main companies. She conducted a study to evaluate the effects of training on the performance of employees. Using the telecommunication industry in her country, she came up with four objectives that focused on determining the training programs, methods and effects of training in the industry. The research was centered on a qualitative analysis method of data collection that involved 120 respondents (Nassazi, 2013). From the findings, the results obtained demonstrated that training has a direct influence on the performance of employees. The findings proved useful to the researcher in determining the necessity for training.
The researcher also borrowed a lot from a previous study conducted by Caitlin D Jaworski, the effects of training employees. The purpose of her paper was to determine the effects of training employees in a hotel industry. Information was gathered from different part-time workers in Ohio. This data was then examined to determine the relation between job and training. The results from that research can help managers to plan effective training programs to reduce employee turn-over. Besides, it also emphasizes the necessity of different training programs for employees.
3.0 Conclusion3.1 Summary of conclusionsBased on the findings of the research conducted on the need for variety training programs for employees, the following conclusions were drawn.
That most corporations fail to offer training to all workers but instead target a few for some specific reasons.
Most of the respondents expressed the willingness and the need to participate in different training programs for the good of the company.
Most organizations are reluctant to enroll their workers in training programs except when they are still new in the company.
That administration of training programs within the organization directly affected the performance of every employee.
Respondents also thought that training is essential, but some of their firms lacked the capacity and structures to offer varied training programs to their workers.
Some individuals also expressed the managers’ lack of interest in developing training programs for employees.
Nearly a half of the respondents indicated inefficiency in their corporations due to lack of adequate skills that is needed in carrying out a particular task.
Some secondary literature sources also pointed out that the return on investment of training employees is worth the expenses incurred in training the workers.
3.2 RecommendationsAfter considerations of the findings and the conclusions of the study, the following recommendations are deemed fit in offering varied training programs to improve the quality of operations.
Managers should enroll all employees on different training programs to help them cope with the ever-changing market trends for their competitiveness.
The executives should also design and tailor training programs for all the workers to boost their confidence and efficiency in performing their duties.
The managers should indiscriminately consider each and every employee for training programs without sidelining others. These managers can start by training specific employees from different levels of the organization to pass down the knowledge to others.
The management should consider training to be an integral part of the team as it is crucial in determining the performance of the corporation.
Due to lack of proper structures, the management of the company should consider supporting their employees in external training programs. For example, the company can cater for the tuition fees in colleges for some employees to advance their skills.
Parochial managers with lack of interest in supporting diverse training programs should be trained or demoted to ensure that a company is on its right course to achieve its objectives.
The training of employees should also be done periodically to size up any issues that might be standing unsolved. To achieve such targets, the management can opt to regular seminars and workshops for all employees.
The managers should be bold enough to take the risk of investing in employees training. The investment returns are worth the company’s expense.

ReferenceAdegoke, B. (2010). Effect of training on employees’ productivity in public service organization.
Jaworski, C. D. (2012). The Effect of Training, Employee Benefits, and Incentives on Job
Satisfaction and Commitment in Part-time Hotel Employees (Doctoral dissertation, Kent
State University).
Lawson, K. (2016). New employee orientation training.
Nassazi, A. (2013). EFFECTS OF TRAINING ON EMPLOYEE PERFORMANCE: Evidence
from Uganda.
Tracy, S. J. (2013). Qualitative research methods: Collecting evidence, crafting analysis,
communicating impact. Chichester, West Sussex, UK: Wiley-Blackwell.