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Essay / Research Paper Abstract
A 5 page paper. Organizations spend billions of dollars each year on training and development programs yet most seem to be ineffective. This paper discusses ideas to improve the effectiveness of training. Statistics are included. Bibliography lists 9 sources.
Page Count:
5 pages (~225 words per page)
File: ME12_PG691339.doc
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Unformatted sample text from the term paper:
effective is that training? Are companies getting their moneys worth? Training programs should improve business results. It should increase sales, improve customer satisfaction, increase employee retention, and/or improve productivity (McKenna,
2010). Companies need to know the return on investment of training programs and few do (McKenna, 2010). Evaluations of training programs are poor. For example, studies have shown that 15
percent of employees did not event try to use new skills they gained through training, 70 percent of employees tried to use those skills and failed, and 15 percent actually
used the new skills and succeeded (McKenna, 2010). Since the actual measure of how effective training programs are is how employees used that training, these are dismal results. There
are many variables that affect the effectiveness of employee training. One of those variables is pre-training motivation. If employees are highly motivated to learn from the training programs they attend,
they are more likely to attain and transfer the new knowledge or new skills to their own work (Switzer, Nagy and Mullins, 2005). Research has consistently revealed that pre-training motivation
has a positive correlation with transfer of knowledge (Switzer, Nagy and Mullins, 2005). It is also important that employees possess adequate knowledge of the training subject prior to training (Switzer,
Nagy & Mullins, 2005). For example, it would be ineffective to try to teach employees computer programming if they did not have some knowledge about how to use the computer.
Other variables that will affect the effectiveness of training include the employees own sense of self-efficacy and self-confidence. These are necessary attributes because they indicate the degree to which
employees believe they are capable of learning new information and that they are capable of using that new knowledge (Switzer, Nagy & Mullins, 2005). These investigators also found that the
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