Employee Training and Development
Scott Bourque, D’era Hall, Robert Kinney, Nina McGrath, & Alexa Zerrate
HRM/531
November 3, 2014
Patrick Stapleton

Introduction (Paragraph 1):

Student Scott Bourque learned from this particular assignment that employee training should be viewed as an investment rather than an expense. Employee training costs money over the short-term but provides long-term benefits in the form of more satisfied employees who are likely to stay longer and be more productive members of the team. Training also pays long-term benefits in the form of helping the business run better, can be a recruiting tool, promotes job satisfaction, increases retention, adds flexibility and efficiency, is essential for knowledge transfer, and gives seasonal workers a reason to return. Developing employees starts on day one and becomes successive as the employee grows. The short-term expense of a training program is essential to keeping qualified and productive employees who will help the company grow and succeed. Employee training is a solid investment that any company can bank on.
Second Paragraph:
Student Nina McGrath further stipulates that a job analysis should also be developed. The need to consider the skills necessary for employees by job title. The process should include describing the duties of the person responsible for the job, the nature of the work and some qualification(s) necessary for the position. Defining the key duties of each position will benchmark jobs and be able to categorize them. Determining certain job qualifications for each position will help assure to select the right candidates. Understanding the nature of the job and what to expect in the position will outline performance standards. A job analysis should include doing an analysis of the type of tasks needed if hired. For example, limousine drivers are expected to chauffeurs clients to a particular destination. The nature of the job would be sitting for periods of time along with some lifting, knowing how to drive larger vehicles, and navigate to a particular destinations. Determining specific qualifications for each position consider the experience, education, and ability. Creating job descriptions will specify certain standards for a particular position. Identify critical skills and rate them. Determine if the skills are needed in the beginning or could evolve in time and develop job descriptions and job requirements that are realistic.
Third Paragraph:
Student D’era Hall learned a variety of different ways how employee training can be beneficial and unbeneficial. Employee training is essential for an organization to become successful. When training is completed properly, it can help create more career opportunities, advancement for employees, and show employees individual retention knowledge. I learned this week about the different training trends that are projected for the next decade. After reading this chapter, I learned how the baby boomers generation is retiring and how drastically the job market is changing. The Organizations