Employee Selections and Training Paper

This particular method is very passive in a way that anyone can apply for the position no matter of the qualifications. Many see the open recruitment as being fair allowing diverse set of individuals, such as, minorities, teens, former retirees, veterans, individuals with disabilities.

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

McDonald’s national hiring day was only one day which they received thousands of application from people in the United States and they were trying to hire 50,000 new people. Crew and management positions were the types of jobs McDonald’s were seeking for. There are 14,000 McDonald’s in the Unites States and the company stated that one of the reasons to hire so many people in one day was to increase the workforce so more of its restaurants could stay open 24 hours a day. (Censky, 2011) Another goal for McDonald’s innovative idea was to promote the image of a job in McDonald’s (Mc Job) as something positive and

Employees form the basis of a successful organization, and the abilities and behavior of workers can vary the performance of an organization significantly. Certain job are unique in nature and require specific skill sets; Therefore, selecting the right candidate is essential in the hiring process. The selection processes is designed to seek out the most qualified candidate to accomplish the requirements of the position. Whether it is from one simple phone interview or multiple interviews with different managers of the company. There are an innumerable number of selection methods that are used for recruitment, selection and training process of employees. This essay aims to expound on two real-world examples of how organizations have used industrial-organizational psychology to select and train employees; namely, the United States Marine Corps (USMC) and the State Police Department. In doing so, an examination of the methods used to measure the levels of success of each training program. Lastly, a discussion of any legal or ethical concerns that may arise in the implementation of each training program.

Inside any successful organization, there will be strong training and career development programs and systems. To recognize strong training and career development programs, one should know the: definition, methods, successes, HRM involvement, and their own wants and needs. To clarify understanding of these, the following will be described in detail: training and development by definition and how they fit into most organizations; the various methods used to train and promote career development; the direct correlation to organizational growth and success from training and development; the

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.

The employers can evaluate how effective these different types of training have been by using the monitoring their employees performances. This is done by measuring the employees’ performance. Measuring the performance covers the evaluation of the main tasks completed and the performance of the employee in a given time period in comparison with the goals set at the beginning of the period. Measuring also encompasses the quality of the accomplishments, the compliance with the desired standards, the costs involved and the time taken in achieving the results. Another

• Development of Human Resources – Training and Development helps to provide an opportunity and broad structure for the development of human resources’ technical and behavioral skills in an organization. It also helps the employees in attaining personal growth.

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.

Human resources are the most valuable assets of any organization, with the machines, materials and even the money; nothing gets done without man-power. In today’s business climate, businesses are faced with stiff internal and external competition. There are various human resource functions that give an organization a competitive edge, but most scholars argue that human resource functions becomes only operational when training has run through them all. This places training and development as an essential function in the survival of any organization. Increasingly, high performance organizations today are recognizing the need to use best training and development practices to enhance their competitive advantage.

Manpower Training and Development is a very important aspect of human resources management which must be embarked upon either proactively or reactively to meet any change brought about in the course of time. The rationale behind it is to web the job and the job-holder together to achieve the organizational objectives.

Selective hiring: more than 40% of staff in McDonalds is promoted internally instead of taking directly from outside. As I used to work in the kitchen at McDonalds but now I am improving bit by bit. Proper training and classes are providing to the staff member for a particular designation.

HR managers will be faced with the challenges of recruiting and retaining the right employees for their organization. The first step would be identifying your organizational culture and the cultural and skill competencies required for success. This will give the recruiters the guidelines by which to assess viable candidates. In developing these objectives for creating an effective recruitment process, we will have to have in place a process that differentiates us from other companies. This strategy for success will provide candidates with sufficient and correct information about job expectations. The following will be address as part of the strategy:

This paper discusses the relative impact of recruitment/selection, training, and development for organizational effectiveness. First, recruitment and selection is discussed. Job analysis is very important in the selection process because it provides a realistic job preview and it identifies relevant traits and abilities needed for the job. Furthermore, predictive validity of several selection methods are discussed from which work samples, GMA, tests, and structured interviews are appeared to be the best predictors of future job performance. Second, the impact of training on organizational effectiveness is discussed. Training design issues are discussed, and it is argued that training can increase organizational effectiveness

When the process of recruitment is complete, the next tasks involve developing the personnel through exposure and training. The process of training and personnel development has the objective of enabling the employees to develop necessary skills for optimal performance of their respective roles. Therefore, the human resource development manager has to come up with effective schedules for training and developing the newly recruited