Introduction Wakaberry is a unique and interactive self-service, soft-serve frozen yoghurt bar; established in Durban, May 2011. They offer only the best 100% REAL frozen yoghurt, which is traditionally fermented. Wakaberry is the first South African frozen yoghurt brand to offer this unique self-serve concept that allows each customer to be the boss of their own creation. The affordable pricing and pay-per-weight system means that customers can have as much or as little as they like. Rhapsody’s restaurant is a chain of owner run, franchise operations, servicing the hospitality industry suitably focused on family orientation and the emerging cosmopolitan in Africa. I have chosen to do my research task on these two businesses because they are …show more content…
These methods are induction training, on-the-job training and off-the-job training. Jim Riley’s article also mentions trainings link to motivation. Induction training helps a new employee become productive as soon as possible. On-the-job training is a method where employees receive training while working at their workplace. Off-the job training is when employees are taken away from their workplace to be trained. This is a valid, reliable and useful source as Jim Riley lists methods of each type of training, what the training methods should include, and their advantages and disadvantages. It validates its point by giving factual examples of each type of training. I don’t see limitations to this article because it discusses the difference between on and off the job training which will help me to conclude the types of training between the two businesses. This article also states the advantages and disadvantages of the two types of training which will help me find the advantages and disadvantages in training on my chosen businesses. Training can be a strategy to improve retention in a business and it mentions how performance appraisals can add to staff retention and higher productivity which could be a possible
The Crucible by Arthur Miller is a literature work with a very suspenseful tone that has multiple dynamic characters throughout. Both the play and the movie support this statement. Arthur Miller creates characters that change dramatically throughout the play, John Hale being the most dynamic. Reverend Hale not only changes his opinions but also his attitude towards the people of Salem by the end of the plot.
The evaluation of training consists of a reaction, learning, behavior, and results. Results determine how much the trainee liked the program. Learning outlines what facts and concepts were learned. Behavior determines if the program had an effect on the behavior(s) of the trainees. And results highlight what was accomplished as a result of the program, i.e. reduction of turnover or cost. Evaluating a training program allows for an employer to identify and correct areas in which improvement is needed. In order accomplish company goals employees must be trained effectively. Training cannot be an afterthought; it should be planned and implemented correctly. Career Development Strategies
Training can be used for many reasons and for an organization to be successful they should have the ongoing training for their employees. In looking at the entry from last week regarding conflict resolution, training would be applicable. By training
Training is a process to develop skills in the employees that can help in achieving desired organizational objectives by providing them necessary skill developing activities. Training is used as an important tool in an organization as it has the ability to change the organizational culture and value. Training involves providing opportunities to employees so that they can develop their skills that are required to perform well. Even though employee training shows that management has implemented human resource strategies successfully but it doesn’t guarantee success.
With proper training, employees can gain an adequate knowledge concerning their field and attain more skills which will be beneficial not only for them but also for the success
Training is an important facet of developing and managing human resources at any organization. Training should improve not only organizational efficiency and employee productivity but it must also improve employee skills and make employees feel valued. At Clapton Commercial Construction (“CCC”) Company’s Arizona location, it is important for the company to hire and retain good employees. To that end training and development should be essential and consistently provided to employees at all levels of the organization. Training program should be designed so that it is tailored to the particular function the employees perform in the company, and also so that the company as a whole works as a
Training and Development is imperative to the organization’s progress. Training helps addressing employee weaknesses and builds a reliable and skilled workforce. This will improve the employees’ performance and boost their self confidence, and innovation. By acquiring the needed knowledge and skills, employees can perform more efficiently and increase the overall productivity of the organization.
Most organizations do not follow-up on the benefits of training as regards staff performance. As a result of this they don’t take training and development as an important factor in organizational growth and survival. Most manages do not know how to assess the return on investment in training, nor are they equipped with the necessary management tools to monitor the decision making process of such investment. It has been discovered that training and development budget is the first cut when the organization is faced with difficulties because most of them are of the opinion that investment in the area of training and development is not linked to the bottom line of the business. Globalization and rapid technological development has changed the conditions for companies and increased competition in the world markets. The quality of a company’s human resources is the key driver for sustained top-level performance. It has become crucial to continually invest in human resource development in order to guarantee success in the global market. As earlier said, managers engage in minimal training thereby not giving quality training to their employees, this in turn affects the overall outcome of the training and the performance of the staff. Most organizations that have a competitive image see more reasons to train their workers than those who are on the lower rung of the ladder of recognition, but training and development is still needed to create a niche. In the light of the above,
Desalination is making dirty or unsanitary water potable. One way to desalinate water is by using a seawater desalination plant (taking the salt out of sea water) how this works is by using an intake pipe which travels to the plant from the ocean, then there is a screening plant which takes out large things like seaweed, then they add substances to help with the coagulation to bind smaller particles together to create larger ones to go to the next stage which is the dual media tanks. Dual media tanks are large tanks that have a layer of coal and a layer of sand the water filters through these layers filtering out large particles, then it goes through a large cartridge that contains little straws with small holes at which the water is pushed
· Training - Employees want to increase their skills, knowledge, and abilities to remain marketable. It gives them a sense of job security. In today's workplace, the more training employees get, the more likely the employer will retain them. "According to a 1999 Emerging Workforce Study conducted by Interim Services and Louis Harris and Associates: Among employees who say their company offers poor training, 41 percent plan to leave within a year, versus only 12 percent of those who rate training opportunities as excellent. (Business Week, March 1, 1999)"
Putting together an effective employee training program can be a monumental task if not planned properly. There are four steps, repeating to produce a continuously better program that is best for both employer and employee. The process steps include needs assessment, design, implementation, and evaluation. Once it is evaluated, it should then show some weakness that should begin the cycle again with needs assessment and
Through multicultural education we receive a reward, a unique opportunity to effectively alter the opinions of individuals. Studies demonstrate the effects of these courses and while the subjects of this research are often college students, these effects are easily generalizable to the rest of the population. Although this generalizability is there, one can understand why it is the most effective to begin with college age students. Many laud this as a critical point in development for most young adults. It is a time where students are at a higher level of learning, while critical thinking and personal challenge is at a poignant high. This period in life and development is difficult to duplicate and for this reason this is the perfect place to implement this form of education and begin changing the underlying racist and sexist thought processes that support biased systems. By taking advantage of this, we will equalize the understanding of future generations and create a system where multicultural education is no longer necessary as they will teach the generations to come after them.
Training and development has become increasingly essential to the success of modern organisations, yet some still look at training as a problem or as something that is not taken seriously. Training and development is one key approach used by organisations to improve and maintain the capabilities of its workforce. However, many experts distinguish between training and development, being that training tends to be more closely focused and adapted towards short-term performance concerns, while development tends to be adapted more towards expanding an individual’s skills for future responsibilities (Snell and Bohlander 2007). The main reason that organisations train their employees is to bring their knowledge, skills and abilities up to the
Training is an essential component to the accomplishment of whichever administration. Early training when a worker is initially employed, is extremely valuable (Noe, 2017, p. 5). If an individual’s initial training is deficient they may not be skilled to function to specifications of the occupation. As well, continuing training is imperative as the business developments. New by-laws or modernized technology will call for current employees to meet open-ended training that coincides with the development of the firm. The demand for workers to be trained in addition will increase when there are individual adjustments like alter of job description, change of labor processes, and change in customers,
Our textbook defines training as “systematic acquisition of skills, rules, concepts, or attitudes that result in improved performance” (p. 284). Training helps employee develop the skills and knowledge needed to perform their job correctly. In order for organizations to determine what kind of training is needed, organizations must conduct a needs analysis. The needs analysis helps determine the best training for the organization’s needs. There are three types of needs analysis that are typically conducted. These need analysis are: organizational analysis, task analysis, and person analysis.