HR Training Class BUS 530 Employee customer service training refers to teaching the employees the skills which are required to deal with the customers so as to provide maximum satisfaction to them. Under this type of training the employees are imparted the necessary knowledge and skills so as to improve their effectiveness and efficiency. While planning a customer service training program for the new employees it is necessary to assess the needs for imparting such training to the employees. Needs assessment is the process of evaluating the organization, employees and their tasks to understand what kind of training if any is required in the organization. It is necessary to assess the areas where the new employees lack skills and knowledge
By establishing a learning environment the organisation is better prepared to conduct business, retain staff and ensure the organisational goals are met. The creation of the learning environment is cyclic in nature and results in a better trained, more competent workforce. Maximum participation can be achieved by ensuring that the employees affected by the training are involved in some manner in the decision to provide training. This may be in the design or development of the training or simply running a skills audit on the individual or team to determine what training is required and if the proposed training is directly related to the needs of the individual, team or organisation. However some barriers may need to be overcome such as reluctance to change or urgency of tasks.
In this respect, the ultimate aim is to enable learners to understand how to take responsibility for their own development. Teachers can do this by planning and preparing teaching and learning activities that take account of the needs and well-being of individual learners as well as groups of learners. Some key aspects of a role as a teacher may be: carrying out initial and/or diagnostic assessments; clear communication with your learners, other professionals and stakeholders; promoting appropriate behaviour and respect for others; identifying and meeting individual learners’ needs; being aware of the support mechanisms available; being organised; being reflective, which means learning from successes as well as mistakes. What are my responsibilities as a teacher? As a teacher, my primary responsibility is to ensure that learners are enrolled onto the correct course, in terms of meeting their needs, abilities and aspirations.
This may ‘include initiatives such as employee training, career development, coaching, mentoring, succession planning, key employee identification, and organisational development’ (Mohammed et all, 2013). The aim of HRD is to produce competent and qualified employees who perform assigned jobs and contribute to the organisations’ development and goal accomplishment efficiently and effectively (Scully-Russ, 2012). In recent years, HRD has moved beyond a narrow conception of training and development to a view that embraces the idea of learning at individual and organisational levels as a source of competitive advantage (Scully-Russ, 2012). A number of forces such as economic changes, technology, globalisation, e-commerce, attracting and retaining talent, changing demographics and diversity of the workforce, and the development of knowledge have all contributed to the view that learning is the only strategy to cope with change and organisations can respond by viewing themselves as a total learning system
Describe at least two ways of improving your performance at work. Where relevant, illustrate your answer with specific examples from your own experience. - Learning from the observations of others: Managers hey may point out areas in which an employee can improve their performance. If the feedback is constructive and fair, the employee can take it on board and try to improve their performance. - Learning from performance review: The appraisal process is about taking a systematic look at what the employee does in their job.
Leadership involves identifying the talents of your employees, motivating them, coaching them and establishing trust with them. Effective leaders motivate their employees to want to follow them. Management refers to the people who perform
The general purpose of training analysis in the field of human resource education and training is to identify needs and describe the gap between current and optimal individual or organizational performance. You also consider how to use a needs assessment to identify areas of learning opportunities, and then select the appropriate training methods to optimize training effectiveness. You also need to explore strategies for evaluating employee training and development activities to ensure they are achieving the intended purpose. Training Program content and objectives The following training items will be covered in the training program for
3 The learner will Be able to undertake the preparation for professional supervision with supervisees in health and social care or children and young people’s work settings. The learner can 3.1 Explain factors which result in a power imbalance in professional supervision. As a manager I am already in two positions of power, personal and organisational. The former refers to knowledge, skills and competence associated with an individual which gives me authority. Given this authority I am able to exert a certain amount of power in various situations e.g.
Your job as a supervisor involves helping the student/trainees to think about how they learn and providing opportunities in supervision that will help them extend their learning. “Right from the beginning the approach needs to be one that is participatory, interactive and developing the supervisee's own understanding and
Professionals, like you need to be aware of the importance of training & development, and the need to enhance your skills to stay effective in the workplace. Employers and institutions across industries are adopting a structured, practical and methodical approach to learning in order to retain key staff, and develop the