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Training or no training
With the present competitive global business, organizations should strategize on new methods of maintaining their employees. Most organizations look for better ways of increasing the effectiveness and productivity of employees. Staff training forms one of the methods implemented by organizations to manage diversity in workplace. According to Aguinis & Kraiger (2009), employee training on cultural diversity is of great benefit to an organization because it increases the relationship between employees in an organization. In addition, effective training programs make it easier for human resource managers to control employees in an organization with minimum supervision. Organizations that include employee training programs in their schedule always record high productivity compared to organizations that ignore employee training programs.
Wal-Mart should offer training programs for its employees in order to increase its productivity and compete well in the global markets. The increasing need for employee training in Wal-Mart could be traced to many demands, which include the maintenance of superiority in the global marketplace, increased productivity, and enhancing employees’ skills and knowledge. Training would act as one of the most pervasive methods for communicating organizational goals across different cultures working in the company. In addition, the human resource management should understand the potential impact and costs associated with employee training programs in order to come up with an effective design and evaluation features. According to Chen (2005), training follows two main steps. These are identification of stakeholder needs and turning decision into action. Wal-Mart should place a tight surveillance system that tracks the behavior of employees while under training programs in order to monitor their actions.
On the other hand, the choice of a training program depends on the type of organization and the environment. Wal-Mart is an international organization and as such its training programs should follow international standards. Employees should be trained on how to handle customers from different cultural groups in terms of understanding their cultures, language, and buying behaviors. Managers have the responsibility of making use of practical approaches while managing retention strategies for diversity in order to ensure smooth running of operations. Practical implementation of new training programs assists in boosting an organization structure by creating a global awareness that attracts more customers. In addition, some practical causes assist employees in managing business cultural diversity through effective staffing, improvement of organization culture, and fair distribution of responsibilities regardless of tribe, sex, gender, or race (Chevrier, 2011).
Develop new training programs
Because of the competitive nature of the market today, organizations should adapt unique training programs that have not been used by any other organization. The strategy becomes successful when the human resource uses new techniques that ensure employees receive the needed skills for maintaining organizational diversity. Firstly, the person responsible for training employees should have a lot of knowledge on business operations. The company should choose an individual who has travelled across many nations learning their business operations in order to come up with unique methods of training. Secondly, the company should use new and technologically advanced training instruments. The world has advanced and every single day new technologies are invented hence, the organization should equip its employees with techniques of adapting changes. Thirdly, the training package designed for employees should have the capacity to support all participants in an organization and provide an evolution. The evaluation will assist training personnel to gauge the impact of the training methods taught and decide which parts to emphasize more. Moreover, the organization should have follow-up plans for tracking participants’ progress in developing a training program (Chen, 2005).
Implementing and monitoring
A training program is a schedule of activities that contain training objectives and goals, and operational areas requiring more training. An effective training program should address every single problem and issue affecting an organization. In addition, a perfect training program should have key training elements that include needs assessment, cause work, learning tasks, and practical. While implementing a training program, the human resource manager should put the above factors into consideration. The selected training instructor should have a probably structured timetable that indicates the topics to be covered and the specific time. The timing should be done in such a manner that training classes do not occupy a lot of time leaving little time for duties assigned to employees. The knowledge and skills assessment process evaluates the worker’s participation in a training program. During monitoring process, the trainer should arrange for practical classes where employees put what they have gained into practice. Practical work ensures that an employee has gained full knowledge on how to deal with other people in the business diversity (Allen, Finkelstein & Poteet, 2009).
On the other hand, the training program should be an isolated activity because it aims at improving the performance of an organization the human resources manager should provide a strategic monitoring program that ensures trainees acquire the necessary knowledge and skills. Every activity that occurs in an organization should have the aim of utilizing the available resources and opportunities in order to make the organization realize profits and gain a competitive advantage (Kotler and Armstrong, 2008).
There are the proposed methods that Wal-Mart could use in implanting training programs;
- Observation trips: This method will be useful in branches located in countries that lack formal training. This implementation process offers an excellent practical example for workers because it provides them with a chance to have direct observation of activities. In addition, observational trips are more effective when combined with short-time training sessions because they help reinforce practical methods.
- In-country counterpart training: In this implementation process, the organization will make use of an external experienced consultant. The organization will hire short-term consultancies that feed employees with the necessary training knowledge. The management will have to dedicate few hours for this program, probably in the evening before employees retire to their homes. This method will be used in departments where employees are busy.
- Conference and Seminars: This method has ready prepared manuals by international institutions that are presented to employees during training period. The method is more effective when the management focuses more on particular components of the training program, like for this case, retention strategies for diversity. Conferences and seminars also promote longer training programs and information sharing between organizations.
In order to ensure the success of a training program, the end results must be analyzed and measured. The results will be measures through evaluating individual employees after the end of a training program. To ensure the validity of training, the organization will evaluate its performances after the training and compare with the previous performances to determine the difference. In addition, the human resource manager will play a great role in monitoring the relationship between employees who come for different cultures.
Review and evaluate training
After the training period is over, the management wi.............
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