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TRAINING TO OVERCOMING OBJECTIONS
TRAINING TO OVERCOMING OBJECTIONS
Name of Student
Name of Institution
Date of submission
TRAINING TO OVERCOMING OBJECTIONS
Introduction
The main reason that corporate firms take the initiative to train their employees is to improve the organization’s performance and as well as reputation. In order to do this, trainings are conducted for employees with the aim of making them valuable assets for the organization with the intention that the organization will benefit from the skills that their employees will acquire in their training (Wentland 2007). The three important goals of training vary from one organization to the other depending on the organization. However, the three most important goals for any training are;
Performance Improvement
In order to achieve improvement in the organization’s performance, the organization must consider the working ability of its employees (Sinclair, Sinclair, & Lansing, 2002). Trainings are conducted not only to make employees aware of what is involved in sales activities but also to transform them into valuable assets for the firm. Performance can only be achieved if the organization stands at the receiving end of a well informed, dedicated, and transformed employee.
Morale Enhancement
In addition to improving the performance of the organization, employees get the advantage of learning new ways of having the correct attitude toward sales activities on the behalf of the organization. This is achieved when employees feel appreciated for what they do for the organization. The best and secure way that the organization can guarantee that the morale of its employees is high is through offering training sessions to employees in order to make them better for the firm as well as for themselves (Sinclair, Sinclair, & Lansing, 2002).
Measurable Results Deliverance
Meeting the goals of the organization can be hard to achieve if the organization is depending on employees who are less skilled in sales activities that are fundamentals for the organization. Simple things like data entry can be of great loss to the organization if the data is entered incorrectly. In order to avoid such simple mistakes that result in huge losses for the organization, the management often ensures that their employees take part in training sessions that will guide them in the ways things in the organization are run. By so doing, the organization is able to deliver results that are measurable.
Despite setting goals for the organization, there are certain objectives that the organization should set in place to ensure that the aims of the organization are achieved at all costs (Laird, Naquin, & Holton, 2003). There are several objectives that an organization can set for achieving its goals but the ones we are dealing with must have specific and measurable outcomes, specific deadlines, relevance to employees, and relevance to the organizations goals.
The objectives for performance improvement are;
The employees must be in a position to put to task the skills they have acquired concerning sales activities.
The entire employee that participated in training must be able to handle all sales challenges after three weeks.
All participating employees must feel the training is worthy for their own improvements.
The benefit of the organization is of greater importance than any individual.
The objectives for morale enhancement are;
The participating employees must have an increase in their turnover.
They must have innovative strategies after the three weeks.
The participating employees must feel motivated
Participants must bear the organization’s image
The objectives for measurable result deliverance are;
The participating employees must be able to take manage risks
They must have the ability to familiarize with sales methods by the end of the three weeks.
The participating employees must feel capable of doing sales activities.
Must increase the organizations efficiency.
Conclusion
In order have a successful organization that has its sales activities conducted in the appropriate and professional manner. The organization must train its employees with the goals named above depending on the organization. In addition, the above named objectives must be adhered to fully achieve the aims of the organization.
References
Laird, D., Naquin, S. S., Holton, E. F. (2003). Approaches to training and development (3rd ed.).
Cambridge, Mass.: Perseus Books Group.
Sinclair, J. T., Sinclair, L. W., & Lansing, J. G. (2002). Creating Web-based training a step-by
step guide to designing effective E-learning. New York: AMACOM.
Wentland, D. M. (2007). Strategic training putting employees first. Amherst, Mass,: HRD Press.
TRAINING OPPORTUNITIES ASSIGNMENT INSTRUCTIONS
Training Opportunities Assignment Instructions
Overview
The purpose of this assignment is to increase awareness of available training opportunities and to encourage continued learning and professional development.
Instructions
Imagine that your supervisor has identified a specific need for training or improvement for the staff in your internship site.
Identify training opportunities that exist within your community or online that would provide specific training to address the supposed need. These opportunities could be in the form of training sessions, organizations that promote certification, literature to read, etc. Make sure that these trainings are specific to the need and not general education trainings (e.g., a university program for a bachelor’s degree).
Make sure that you provide information regarding your site (e.g., focus of services, population served), as well as the need that is being addressed. This can be done as the introduction to the assignment, before beginning your list of training opportunities.
Create a list of at least five training opportunities that will meet this specific need.
The list should include the name of the training, a brief abstract of learning goals (in your own words), contact information for the training and cost information as applicable.
Assignment should be in APA format (i.e., title page, page numbers, headings).
Refer to the Training Opportunities Grading Rubric for specific grading criteria.
Training And Development
Training And Development
Contents
TOC o “1-3” h z u Orientation PAGEREF _Toc378183292 h 1Training methods to be used PAGEREF _Toc378183293 h 2Theories of organization behavior in supporting a particular position PAGEREF _Toc378183294 h 2
Every organization is in need of a well adjusted as well trained and experienced people in their employees list so that they can [perform the activities of the organization adequately. When one is employed at McDonalds they get a wide variety of knowledge, skills as well as experience. Training of employees at McDonalds is done at all levels and the programs which are meant for training are based on the principles of the company which are service, quality cleanliness and value. The training and development process will be divided into various stages. Therefore the HMR decides upon the most appropriate training and development method that will be used in the company (Laird, ,Naquin, & Holton, 2003).
OrientationThe first step in training and development is orientation. This will be done in 5 to 6 months and will include various activities. First there will be a welcome day for orientation for any new employees of the company. Here they will be familiarized with the background of the company as well as the cultural values of the company and the goals and objectives of the company. The other activity will involve giving information on the expected dress code. This is followed by a compulsory 15 to 25 days spent in different sub departments. They will then be informed on the objectives that they are to carry out .The employees are placed under a specific supervisor when being trained and they will get 6 months to showcase what they have learned.
Training methods to be usedAfter the orientation the new employee will trained using various methods of training. They include job rotation, on-the-job training, lectures and audio visual based training. All these methods can be used top train new employees by entry-level workers. At the initial stage of training the new employees are subjected to a welcome meeting .During these meetings they will be given lectures on what is expected from them as they start working in the company. A complete description of their job and how they are expected to work is clearly laid out to them ( Noe, 2009).
After this the employees will be given training as they carry out their jobs. This is what is known as on-the-job training and it is useful as people often tend to grasp more from what they are practicing. Therefore there is an initial training period for all employees where they are given the basics of the job and they are expected to practice what they are told. Job rotation is the most popular in the company as it involves employees work through various departments so as to familiarize themselves with all job levels in the company. Finally there is use of audio-visual based training where the employees will be given DVDS, videos and films which are related to the operations in the company. Therefore if all these training methods are used the employees will become competent in whatever task that is accorded to them. All these methods of training and development ensure that new employees get well accustomed to their new working environment as well as develop the appropriate skills that are required to effectively carry out their designated job (Laird, ,Naquin., & Holton, 2003).
Theories of organization behavior in supporting a particular positionThere are various theories of organization behavior which can be used when it comes to supporting positions within McDonalds. One of the theories is configuration that identifies the organizations as being entrepreneurial, mechanical, innovative, mechanical, diversified and so on. Therefore McDonalds can be seen as an entrepreneurial organization whose aim is making profits through the sales that they make. This means that any position is important since the employees in those positions will be working towards achieving the goals of the company. The other theory is culture each and every organization has its own culture that it has set. Therefore any position created should be ion line with the company’s culture as well as traditions and the employees in these positions will work in line with the organizations cultures (Armstrong, 2000). Therefore when these theories that pertain to the organization behavior are put into consideration then the entire process of recruiting as well as training and development of employees will be done appropriately. This is because the activities involved in recruitment as well as training and development will be in line with the goals of the organization and hence they will be al effective. This is therefore means that the company will achieve its goals which is the making of profits through their sales.
References
Armstrong, M. (2000). Strategic human resource management a guide to action (2nd ed.). London: Kogan Page.
Cook, M. F. (2002). The AMA handbook for employee recruitment and retention. New York: American Management Association.
DeCenzo, D. A., & Robbins, S. P. (2006). Human resource management (5th ed.). New York: Wiley.
Laird, D., Naquin, S. S., & Holton, E. F. (2003). Approaches to training and development (3rd Ed.). Cambridge, Mass.: Perseus Books Group.
Mathis, R. L., & Jackson, J. H. (2003). Human resource management (10th ed.). Mason, Ohio: Thomson/South-western.
Mondy, R. W., Noe, R. M., & Gowan, M. (2005). Human resource management (9th ed.). Upper Saddle River, N.J.: Pearson Prentice Hall.
Noe, R. A. (2009). Employee training and development. Boston: Irwin/McGraw-Hill.
Stevens, J., & Streatfeild, R. (2003). Recruitment and retention. Washington, DC: Association of Research Libraries, Office of Leadership and Management Services.
Stevens, J., & Streatfeild, R. (2003). Recruitment and retention. Washington, DC: Association of Research Libraries, Office of Leadership and Management Services.