Training program on office supply inventory
Tracy Potila
Rasmussen College
Authors Note
This paper is being submitted on October 19, 2014, for Susan White’s B250/LBS2030 Section 01 Training and Development course.
Training Project Outcome
The training program initiated by the chief executive office a month ago. Once the employees have attended the training program that the chief executive office designed, there are a number of objectives for the employees who will be attending a training program. There are also expected results from both the employees and the levels of production after the training program. The overall results of the training program are efficiency in all fields of operations and the effectiveness of the entire employee towards productivity (Noe, 2002).
The expected outcome of the training program will be in terms of high-quality production and production in high volume capacities (Noe, 2002). The training program is meant to encourage the employee and motivate them. Through the program, the employee is taught the end results of good performance where they will be awarded for their efforts in the production process. Bonuses will be awarded to each employee as targets will be set on a daily basis. Anyone who surpasses the target will be given bonuses at the end of the day and at the end of the month a collective award will be awarded. Promotion will be a gift that each employee will gain once they each achieve individual targets that will be in line with the organizational goals.
After the employees have attended the training program, there will be high-performance expectation from them from the chief executive officer. Employee will be expected to be efficient in all their operations; work will be done on a timely basis and production levels for each will multiple. Arriving on the job on a good time and finishing the job allocated to each employee is expected to be the order of the day. Respect and etiquette are expected from all the members of staff after attending the training program (Noe, 2002).
Job enrichment is an attempt to motivate employees by giving them the opportunity to use the range of their abilities (Walima, & K A and CC, 1974). The training program was meant to tap the inner talent of the members of staff and give them a chance to explore their abilities on different levels. After the training program, all who attended the training program will be expected to add their ideas and innovation to what they were taught. It will create new ways for production as long as the objectives of the firm are achieved. Employee will be put into departments that they are well skilled in and have the knowledge to take charge.
A KSA is initials for knowledge skills and abilities. They are used to determine who the best applicant is when many applicants have qualified for a particular job (United States, 1983). It is important to use this process in getting the best candidate that will ensure the objectives of the organization are achieved. The training program among many other aims was to give the participants the opportunity to display their skill after which their supervisor will expounds on each one’s ability a and pick the best among the alternative.
Reference
Noe, R. A. (2002). Employee training and development. Boston: McGraw-Hill/Irwin.
United States. (1983). Introducing KSA pointers. Washington, D.C.?: U.S. Dept. of the Air Force?.
Walima, S. E., & Kaiser Aluminum and Chemical Corporation. (1974). Job enrichment: An action guide. Oakland, CA: Kaiser Aluminum & Chemical Corp.