Respond to your classmates’ posts. each response should be atleast 150 words in length

1) How has technology fostered new cost-effective virtual methods of training?

Training is critical to any job and can be what sets companies apart when it comes to success. “Training creates value through investing in employees who add value to an organization and who constitute its intellectual capital. Training helps organizations leverage knowledge, and it therefore enables them to become more competitive” (Youssef, 2015). Training is an essential practice in the HR process “the purpose of strategic HRM is to help an organization achieve its goals and objectives through people. Therefore, training and development should help improve organizational competencies and performance” (Youssef, 2015). Many companies look to the help of technology to do most of their training. Think about it you can record a training one time and use it repeatedly for many years to come.

Since many of the people that will be entering the workforce in the next few years will be our children, all they know is computers, YouTube, Facebook and all those other forms of social media and anything else that is floating out there on the web.

“The primary training strategy used is in-person classroom training, according to 78 percent of 500 L&D professionals from the U.S. and Canada who were surveyed by e-mail in October 2016. However, today’s employees want more modern formats for learning, LinkedIn found, citing the following profile of the modern learner (Links to an external site.)Links to an external site.:

• 52 percent of employees want L&D to be available when they need it—not when someone tells them they should have it.
• 47 percent want L&D to be accessible in the evenings and on weekends.
• 42 percent want to be able to access L&D from their office desk.
• 30 percent want to be alerted to updates in L&D information.
• 27 percent want L&D to be accessible when they are traveling to and from work.

In fact, 67 percent of people use their mobile devices as a learning tool, but only 12 percent of corporate learning is mobile-enabled” (Gurchiek, 2017).

Short clip of training I have had to watch that shows you it does not matter how old the training is, it is still training that will achieve the same outcome. I think this was made in the early 90’s, just by the style of hair. LOL

https://www.youtube.com/watch?v=ISJ1V8vBiiI (Links to an external site.)Links to an external site.

In your view, how must training programs continue to evolve in order to do more with diminished financial resources?

In my opinion, I think that training should be all online. I know that the majority of the training that I have done has been web based, however, when I have needed job training I have had to go to a school. I know that sending me was not cheap since I was able to see the cost of my airfare, hotel, and then the travel expenses that I was able to submit once I returned to my duty station. I think that the military has done a good job with making most of their training web based, especially the training that are required annual. I believe that the more trainings that can be web based should be done that way. It will save money and person-hours for all.

2) How has technology fostered new cost-effective virtual methods of training?

Training is a vital part of any job. According to the textbook, “The association of talent development states, US organizations spent $156 billion in 2011 on employee learning and development” (Youssef, C. 2015). This is a way companies put money into their employees and hope to get back more. “Training is the process that provides employees with opportunities to obtain the necessary knowledge, skills, and abilities that enable them to perform their current job related duties more effectively and responsibly” (Youssef, C. 2015). Companies have to look at cost effective ways to do their training. It may not be feasible to send all your employees to an out of town training, this is where technology comes into play. “Technology enabled education can include web-based instruction, podcasts, webinars, simple web searches to find information on a job related issue and computer enabled edutainment”(Urick, M. 2016). As younger generations join the workforce they need different training then workers of the past. As Urick states, ” Younger workers are often perceived as willingly embracing technology, while this is often not the perception of older workers” (Urick, M. 2016). I think using technology will lessen the amount of money companies have to invest in training. Facetime, Skype, and online classrooms can all replace employees traveling to seminars and off site training. This saves on hotel rooms, air fare, food and other costs that incur while at these courses. While buying all the software may be costly at first, it will save money in the long run. Also as millennials continue to joint the workforce technology based teaching will be the best way to help bring them into the workforce.

How must training programs continue to evolve in order to do more with diminished financial resources?

In my opinion, any training that can be done online or on the job should be done there. It is more beneficial to the company to do this rather then send its employees to schools and have them miss work and incur the traveling and school costs. Sometimes schools and training evolutions can not be avoided but with the level of technology we now have most things can be done online. As for my job, I am sent to many out of town trainings and schools for sometimes months at a time. This is extremely costly. I think on the job training would be more effective then for me to sit in a classroom for two months. Plus while I am away from my job for that amount of time, things pile up and someone has to pick up the slack or things are not done correctly while I am gone and I have to fix these issues when I return. Companies must evolve to these more technological methods to save money and I think employees would much rather train online anytime that it is an option.

3) What is HR’s role in impacting the career development of employees?

“Training and development can take numerous forms to serve different audiences and functions within the organization. Organizations have expanded their use of training and ­development beyond traditional training methods, including more creative approaches or more ambitious training objectives, such as meeting employees’ needs for personal and professional growth” (Youssef, 2015). The role that HR plays in career development is very important; they are the ones who decide who will get more training based on their level of learning and the desire to be one of the best employees. I know that when I select troops to do special missions, I select them based on how hard they work, the amount of time and effort they are putting into their job; it is the dedication that they give gets them the extras and “fun” jobs that the mission comes with.

What should be the role of training?

I think that the role of training should be one that is used to develop employees and give them the tools that are necessary to better the company. “Training and development was acknowledged as one of the major components of human resource practices in the area of human resource management and has been defined as an investment in acquisition of skill or in improvement of employee productivity. Similarly, most of the organizations invest in their employees in order to increase the productivity and skill which ultimately decrease their intent to leave the organization”(Muhammad,& Faizuniah, 2016).

How can training programs be evaluated on their effectiveness?

“Training starts with an accurate, comprehensive, and strategically oriented assessment of an organization’s training needs. Training is then designed and developed based on those needs. Strategic decisions must be made regarding how, when, where, and by whom training should be delivered to maximize its effectiveness and impact. Finally, a comprehensive assessment of training outcomes makes it easier to evaluate how well a training program has met the organization’s identified needs and objectives” (Youssef, 2015). The best way to determine if training has the desired outcome is to look at Kirkpatrick’s model of evaluation of training. In this model there are four levels of assessment; 1) reaction, 2) learning, 3) behavior, and 4) results. If the training is effective, the HR department should see a positive impact on the company’s profits and the employee’s efficiency in their job. Training should be a positive experience all around.

4)

• What is HR’s role in impacting the career development of employees?

Human Resources acts as the glue that holds the organization together from the company policies, benefits, and to the individual employees that they effect. While HR handles issues such as benefits and payroll, they also help employees accomplish their professional goals. This is because “HR departments have a unique ability to impact and influence change in employee engagement and culture, because most departments already act as a bridge between employees and management” (Page, 2017, para. 14). Have you ever inquired about an advancement opportunity within your organization? I have, as well as education opportunities, and the HR department is the ones that you will be talking to. They are the ones that can assist you in obtaining what you need to achieve your career goals.

• What should be the role of training?

Training provides information and skills to individuals that otherwise might not be available. Training assists both employees and employers by improving areas such as employee performance, consistency with policies and procedures, addressing weaknesses, and even the possibility of boosting employee job satisfaction (Frost, n.d.). Most of these seem to be geared more towards the overall success and satisfaction of the individual employee within the organization, but that is not the entirety of it. These methods are in place to ensure that the policies, procedures, and safe practices of the organization itself are met. With better productivity, a better informed workforce, and a safer working environment the organization is then able to operate more efficiently and at lower costs from injuries and turnovers.

• How can training programs be evaluated on their effectiveness?

Training programs do not come cut and dry for every single organization, as each type of business culture typically differs from one another. Therefore, a clear and direct program should be intitiated that is designed for that particular firm. The reason being that “training often entails substantial resource investments; an organization should therefore assess its needs for training before it decides to provide any type of training to its employees” (Youssef, 2015, sec. 7. 2). A training program that is effective is most likely going to be one that has been molded from past experiences over time. If you are following the same routine and still not achieving the desired results then it is time to reassess the standards and practices that are being taught.