Training and Development in Small Businesses
What is the purpose of training and development? The purpose of the training and development role is to organize and enable learning and development. Further in advance of knowledge, skills, and abilities required for current job performance. Enhancing employee performance, the training will give the employee a better understanding of their tasks within their role, and sequentially build their self-assurance. This self-assurance will enhance their overall performance, and this can only advance the company.
I was called in to create a comprehensive training proposal for the business by the name of turnerboone. This is a small business with which I am familiar with, turnerboone is based out of Atlanta, GA. It was founded by Laura Boone and Ellen Turner in 2008, and over the 11 years this company specialized in abstracting, obtaining, installing and maintaining furniture and integrated building product for commercial interiors and educational spaces. The company currently employees 24 people and four years ago, they announced open-book management and they incorporated the program with enthusiasm in which through it all, the cofounders’ partnership has remained strong.
Analyzing the key elements of training and development geared toward improving the performance of this specific small business for which I am consulting would to be mainly focusing on developing objectives and learning outcomes. Objectives and learning outcomes designate what employees will be able to identify and complete post-training. The learning outcomes must likewise describe the measures by which the training will be proven a success. The training objectives and learning outcomes would be associated with an employee’s current position, capability, profile and, most significantly with the establishment of business goals and mission. Turnerboone has an amazing track record by being personal ad that’s what they really mean it. The founders of turnerboone, Ellen and Laura, exercise and stand behind their principals and put our names on every project. They are personally involved in each relationship. Behind them is a staff that shares the same passion, work ethic and commitment to the highest standard of service seen in this particular industry. So, if their workplace values are the best of the best. What more is there to be discussed with a training consult? The primary concern they for the founders were that they introduced open-book management and were shocked by their employees’ lack of financial knowledge.
Predict three to five (3-5) potential challenges that the managers or owners of the business could face in addressing organizational performance.
Challenges in organizational performance are inevitable and you can overcome those challenges by assisting the growth within your employee by giving them suitable criticism, making sure the employees are mindful of the professional route and line up their performance with it, and defining the development areas. Three to five potential challenges that the managers or owners of the business could face in addressing organizational performance can be effectively using limited budgets, entitlement mentality, and inconsistent engagement.
The budget levels obviously impact how much the employer can differentiate pay based on performance ratings. Nevertheless, distinctions should be made even if they are small. This is more easily accomplished when fewer performance levels are used
ntitlement mentality minimizes effectiveness. (Entitlement mentality refers to employees who feel that they are entitled to a raise every year regardless of performance—typically because this has been the norm). Many companies still reinforce an entitlement mentality by providing annual increases or bonuses that are not tied to company performance, or by taking other pay actions that do not differentiate the top performers from the others
Getting all managers on board is critical. Managers need to be fully trained on the process and HR needs to monitor managers to ensure that the program is being used consistently and objectively. When the system is applied inconsistently, some employees benefit and others flounder, leading to employee mistrust and disengagement.
The performance management challenge in organizations has many dimensions in today’s business environment and creating focused initiatives to overcome these challenges is not a silver bullet approach. In many cases remuneration schemes are driving the performance system, which creates a number on long term consequences in organizational behavior and culture. In other cases senior management are so focused on scorecard management to hold people accountable that the creation of the scorecard is not aligned with business focus areas, but rather a number of deliverable projects and tasks
Propose a competitive training strategy that will improve the position of the business in the market. The strategy should include, at a minimum, an agenda of training activities, rationale for instructional strategies used, and the return on investment (ROI) that will be gained from the strategy you have developed. ()
Box, Cathy (2018). A Renewed Vision for Professional Development, Formative Assessment in United States Classrooms, 10.1007/978-3-030-03092-6_6, (131-154)
Senge, Peter (2007). The dance of change: The challenges to sustaining momentum in learning organizations https://onlinelibrary.wiley.com/doi/abs/10.1002/pfi.4140380511
Shazia Rehman Khan and Iram A. Khan, (2014) Understanding Ethnicity and National Culture: A Theoretical Perspective on Knowledge Management in the Organization, Knowledge and Process Management, 22, 1, (51-61).
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BUS 407 Assignment 1 - Training and Development in Small Businesses.docx