Training

** Cost ** · Cost of training itself · Cost of employee being away from their job · Short and long term value, be clear · Is there one?  · Training is a reward,  · Motivation  · can cause issues with co-workers  · Sacrifices on Both sides
 * Employee Training **
 * 2.3 Employee training p.26 **
 * Employee discussions on training **
 * Need **
 * Employee morale **
 * Schedule demands **

· They tell you · Your customers tell you · You find out on your own ** Certification ** Typically a reward to the employee • Payment for exams • Certification Requirements • Value of Certifications • Non-technical, is it valuable?
 * How do you know when your employees need training? **

** What if the new employee takes a training class and uses it to find another job? ** Check with HR if they can sign an agreement ** Non Technical Training ** · Is it valuable? · Time management · Business writing · Presentation skills · Interpersonal skills ** Maximizing the value of training ** Formal-Have employees give a report on training, Informal-Brown bag lunch session with co-workers <span style="font-family: 'Comic Sans MS'; font-size: 16pt; line-height: 115%; margin-bottom: 0in; margin-left: 1in; margin-right: 0in; margin-top: 0in;">Consider on-sight training as more contextual

1. Explain the benefits and drawbacks to training employees. List how you would mitigate the drawbacks. (25 points) 25 Benefits Employee training motivates our employees since they can gain new capabilities and certifications. So, it enhances employee morale as a source of motivation. Training provides fresh input from outside world to our organization and it can be helpful to improve our vision and set our goals better. We can gain a skillful employee that we can count on. Trained employee can teach his new skills to other employees if needed. Training is valuable in a changing world of technology since the market needs changes continuously. Training helps organization/department keep up with the developments in the market.

Drawbacks Employees can leave our organizations for a better job since they gained new skills. That is called ‘taking the training and running”. We can make it clear on our policy that a trained employee should serve a certain amount of time or reimburse the costs. It has a cost to organization; both money and time. Organization has to pay for training costs. Employee will not be able to perform his job since he will be away. So, his absence will create another cost that is generally higher than course cost. Peers of the trained employee can be disturbed since they were not selected for training. That can cause people problems in the department. We have to be careful in selecting correct employee for the training. Employee may not be able to complete the training or fail exam to get certified. We can mention on our organization policy that if the employee can not pass the exam then exam cost can not be paid by the organization. There will be scheduling conflicts due to the absence of employee while he is on training. We should plan for back ups for each person in our department to mitigate employee absence. We cannot have control on the employee during the training if it is held out of the organization. Sensitive organizational data can be shared with others during training. We should warn the employee not to share our sensitive data.

3. Explain the benefits and drawbacks to training employees. List how you would mitigate the drawbacks. (25 points) 15, benefits are also, increased knowledge, increased skillset, networking … drawbacks could be an expectation for more money and or leaving to another position. How do you mitigate? Training is an essential part of employee growth in an organization. Employee morale and motivation to perform better can be rewarding when companies take the time to invest in their employees. Unfortunately, training can be expensive. The cost of training itself can add up. The company loses production dollars when an employee is being kept away from their job due to training. Schedule demands can be a headache too. It can cause issues with co-workers if they must pick up the slack. There are always sacrifices on both sides. Human resource departments must define the short and long term value clearly to the executive board in order to get approval. An effective IT manager will make sure that she has identified a strong need before making her pitch to Human Resources or the executive board.