Training employees is essential to their performance on the job and for achieving the objectives of the organization. To train an employee means to ensure that they acquire the capabilities required to perform their jobs. It can also serve to develop their skills for a future job that they may hold. Most importantly, strategic training is the most beneficial for an organization. Strategic training is where the training initiatives taken by the organization aligns with its values and business strategies, which would theoretically help them gain a competitive advantage. Such training can be divided into four different categories: legally required training, basic and remedial skills, job and technical training, and soft skills. Legally required training includes those such as safety compliance, nondiscrimination, harassment prevention, driving skills, industry-specific requirements, and others mandated by law. Basic and remedial skills might include training on the English language, literacy, and core mathematics. Job and technical training includes customer service, equipment operations, quality procedures, IT and technical skills, and product details. Soft skills are interpersonal communication, ethics, team relations, conflict management, coaching and feedback, as well as diversity and inclusion. All of these can be taught through training in order to improve employees’ performance at work.
Training employees is a significant investment in their performance. It accounts for, on average, 2% of an organization’s cost of payroll, as employees will spend many hours training if the organization chooses to do so. Training costs might also include the costs of venues, food, and compensation if an employee is required to attend outside of their work hours. However, how much companies choose to invest and spend on training will vary by industry and how large the company is. Industries that are highly regulated tend to spend more on training, including healthcare, real estate, banking, insurance, etc. This might be a combination of government regulations that require specific training for these jobs and the performance standards the industry has set for employees in the field. Theoretically, the more that an organization invests in training their employees, they will enhance their skills and perform their jobs more efficiently and effectively. This is a tradeoff that most companies have to face, because training is so costly and the results are not always guaranteed. If training works as organizations expect it to, they will see lower turnover, higher profitability, and improved quality.
One concern that many companies may have with investing in training is the turnover rate of their employees. Organizations may be hesitant to invest in training their employees due to fear of those employees then leaving the organization to utilize their enhanced skills elsewhere. This can be an unreasonable concern, as many businesses recognize that training is essential to improving their current employees’ work and to achieving success. There is always a chance that an employee will leave an organization, but training them will allow for improvement while they are still with one organization and could even increase their desire to stay if they see an opportunity for career development within the company.
However, training is only effective if it is planned and carried out properly. Many companies follow a standard process called instructional systems design, and more specifically the ADDIE framework. This contains five steps to follow in order to ensure that all the necessary learning materials are provided during a training to a specific group of people at that time. The first step of the process is to assess the needs through organizational analyses, individual analyses, and task analyses. This ensures that the problem is defined, as well as the resources, learning environment, and learner’s existing skills. The next step is designing the training, considering the learners themselves and what strategies to use. The third step takes the design further, where the learning materials and content are developed and tested to ensure effectiveness. Following these phases is the implementation or delivery of the established training, where it is taught to its target audience. After these are completed, assessment of the results must be made to evaluate how effective the training was. Evaluation can be done once the process is completed in its entirety, known as summative evaluation, or it can be done at the end of each phase, known as formative evaluation. This would be a very formal, meticulous method of training individuals and employees, though informal and on-the-job training can be just as effective in ensuring that employees know how to perform a task well. Either method can and should be utilized for an organization to improve their employees’ performance and results despite the costly investments, so long as the training is effective.
Post your response below and reply to 1 classmate with insightful feedback (reply to classmate should be between 250-500 words). writing essay help: writing essay help
How satisfied are employees at work? The response varies according to the individual, the workplace, and the country. Everyone wants to work for a legitimate company, especially one that offers excellent benefits and pays well. We learn that understanding the motivational variables that drive employee behavior is critical to creating a more motivated and engaged workforce. Motivation is defined in Chapter 4 as the internal forces that influence the direction, intensity, and persistence of voluntary behavior. Workplace emotion, attitudes, and stress play a huge role in organizational behavior. Employees’ moods, emotions, and general behavior have an impact on job performance. This involves decision-making, innovation, collaboration, negotiation, and management. Emotions have an impact on practically everything we do at work. It can be difficult for some people to put their emotions aside at work. They frequently occur before cognitive processes and, as a result, have an impact on them. It describes an employee’s emotional and cognitive drive, job self-efficacy, perceived clarity of the organization’s vision and his or her unique position in that vision, and belief that he or she has the resources to do the task. Improves organizational performance, which is linked to a higher level of organizational citizenship and a lower likelihood of turnover.
Employment satisfaction is a person’s assessment of his or her job and works environment. Quitting or otherwise leaving the dissatisfying situation, attempting to improve the dissatisfying condition, patiently waiting for the problem to resolve itself, and reducing work effort and performance are four types of job dissatisfaction repercussions. Job satisfaction is related to job performance and customer satisfaction in a modest way. The majority of the time, it is the responsibility of the employer when employees are dissatisfied, resulting in stress and poor work performance. Employers should treat employees with respect and make them feel heard. Nobody wants to work for a company that treats them badly and pays them poorly. Emotions have a big influence on how we think and act. The emotions that we experience on a daily basis can motivate us to act and influence the big and minor decisions we make in life. Emotions might drive us to take action. Emotions aid in decision-making. This is critical in the job since we don’t want to get our emotions mixed up at work, especially if we have to make a critical decision, because emotions can cloud our judgment and lead to poor decisions. Many dissatisfied employees are hesitant to express their feelings in response to a direct question because doing so would imply that they made a poor career decision and are not enjoying life. Employees tend to indicate far less happiness with specific areas of their work, demonstrating this inflated outcome. In addition, it has been proven that many employees want to search for work in the coming year or would leave their current employer if the perfect chance arose.
In chapter 4 we learned that emotions are physiological, behavioral, and psychological events that induce a state of readiness in response to an item, person, or event. Attitudes, on the other hand, are a collection of beliefs, sentiments, and behavioral intentions toward a person, object, or event. Emotions and attitudes are not the same things. For example, judgments regarding an attitude object are included in attitudes. Conscious logical reasoning is required. Attitudes might grow more steady with time. When it comes to emotions, it’s about having had experiences with an attitude object. Emotions can also be experienced as occurrences, which are frequently unconsciously and only last a few seconds. Job satisfaction is a person’s assessment of his or her job and works environment. It is an assessment of perceived job features, work environment, and work-related emotional events. Based on observations and emotional experiences, satisfied employees have a favorable opinion of their jobs.
There are five methods for dealing with occupational stress. To manage work-related stress, a variety of strategies are available, such as removing the stressor, retreating from the stressor, modifying stress perceptions, reducing stress effects, and obtaining social support. These five approaches can assist an individual in managing their stress and also boost their job motivation. People deal with stress in a variety of ways. The ideal coping approach is usually determined by the source of stress as well as other factors. Employee motivation is built on the foundations of five factors that we believe are essential for motivating employees: Reward and recognition, development, leadership, work-life balance, and work environment are all important factors to consider. Positive feedback keeps the work environment lively, and motivation is nothing without it. Too much optimism, on the other hand, can come across as dishonest and unproductive.
To support your work, use your course and text readings and also use the South University Online Library. As in essay help online
To support your work, use your course and text readings and also use the South University Online Library. As in all assignments, cite your sources in your work and provide references for the citations in APA format.
Start reviewing and responding to the postings of your classmates as early in the week as possible. Respond to at least two of your classmates’ initial postings. Participate in the discussion by asking a question, providing a statement of clarification, providing a point of view with a rationale, challenging an aspect of the discussion, or indicating a relationship between two or more lines of reasoning in the discussion. Cite sources in your responses to your classmates. Complete your participation for this assignment by the end of the week.
Review the following resources:
Doing Discussion Questions Right
TOPIC FOR WEEK ONE:
From the assigned readings for week one, select one chapter or reading for which you will lead the discussion in the forum this week. During the first day or two of the week, post a response in the forum to reserve your selection (reservation post). Readings will be selected on a first-come first-serve basis using the timestamp in the classroom. Make sure your response does not duplicate your classmates’ responses unless all of the chapters have already been selected.
For your initial or main post, respond to your own reservation post. Synthesize the reading you selected. What are the key points from your reading regarding selecting a good research topic and finding credible resources that will inform your teaching and scholarly career and that of your classmates?
As the beginning of a scholarly conversation, your initial post should be:
Succinct—no more than 500 words.
Provocative—use concepts and combinations of concepts from the readings to propose relationships, causes, and/or consequences that inspire others to engage (inquire, learn). In other words, take a scholarly stand.
Supported—scholarly conversations are more than opinions. Ideas, statements, and conclusions are supported by clear research and citations from course materials as well as other credible, peer-reviewed resources.
Engage in discussion with at least two classmates by Monday, March 28th at 11:59 PM. (Follow up Posts) and respond to questions from your instructor.
The reservation post and initial post are assessed in the rubric line item “Quality of initial posting.”
Neither the reservation post nor the initial post counts toward days of participation.
Follow-up posts made throughout the week to your colleagues and professor will apply to participation points in the rubric.
All posts will be assessed for writing mechanics and information literacy. Be sure to review the expanded rubric for more details on grading criteria.
Investigating the Career of an Academic or Advanced Researcher
For this week’s research paper, let’s start using your logistical skills in cheap essay help: cheap essay help
Investigating the Career of an Academic or Advanced Researcher
For this week’s research paper, let’s start using your logistical skills in the South University Online Library. Look for practitioner-oriented publications that discuss the career of an academic or advanced researcher. The Chronicle of Higher Education and the Harvard Business Review are good places to start but cast a wide net across business disciplines.
This assignment is different from normal; do not use peer-reviewed academic journals.
You are investigating the work life and/or personal life of an academic or advanced researcher; however, you should not select one actual person’s life to investigate.
Based on your review, synthesize at least 5 key insights about working in higher education and research. Support those insights with the articles from practitioner-oriented publications. Look for principles, best practices, and developmental ideas in your review.
Propose the potential careers you believe would be a “best fit” for you, based on your research of multiple sources.
Complete your response to this assignment in a 5- to 8-page Microsoft Word document, using APA style.
Name the document SU_BUS7000_W1_LastName_FirstInitial.doc
By the due date assigned, submit the document to the Submissions Area.
Conduct research of semiconductor manufacturing processes: Type out your report (> 2 pages) to answer following questions. essay help
Conduct research of semiconductor manufacturing processes: Type out your report (> 2 pages) to answer following questions.
1) The purposes and types of lithography processes in semiconductor manufacturing.
2) The purposes and types of etch processes in semiconductor manufacturing.
3) Pros and cons of each type of etching processes in semiconductor manufacturing.
4) Which etching processes do you recommend for today’s semiconductor manufacturing. List your reasons.
5) The purposes and types of deposition processes in semiconductor manufacturing.
6) The purposes and types of implantation processes in semiconductor manufacturing.
7) What is Moors’ law? What are the new technologies to keep Moors’ law alive?
8) List the latest Top 20 Semiconductor Manufacturers of the world.
9) List the latest Top 20 Semiconductor Equipment Vendors of the world.