Training and Development Review
Post a rewritten version of your topic and objectives for your training and development plan (originally submitted for the Week 2 Two Exercise).
Respond to at least two of your classmates’ posts. Offer a peer critique for two classmates other than those you selected in Week Two. Include suggestions for improvement, questions you may have, ideas for sources, and so forth. The critique should be 200 to 250 words and include citations and references for the text and at least one scholarly source. For assistance with finding sources, refer to the Scholarly, Peer-Reviewed, and Other Credible Sources (Links to an external site.) document.
Learning Styles
Enhancing employees’ knowledge through training and development is crucial in today’s marketplace. Employees who receive training will improve their skills, gain knowledge, and perform their daily work more effectively and efficiently. In turn, those employees tend to stay engaged, remain motivated, improve performance, and help the organization stay competitive.
However, the implementation of the proper strategy for employee learning is a challenge for most organizations. In the majority of organizations there is a diversity of learners, and different employees learn better through different learning styles. Such leaning styles need to be taken into consideration when planning a training program.
Go to ThoughtCO. and take the Learning Style Quiz (Links to an external site.). (This is the quiz you took in the Week 1 Post Your Introduction discussion.)
Post your quiz results and discuss your learning style. Additionally, address the following implications of knowing a person’s learning style:
- What type of training most appeals to people with a similar learning style to you?
- What methods of instruction work best with your learning style group?
- What method of instruction is a challenge for this learning style group?
Your initial post should include at least one scholarly source to support your ideas.
Herzberg’s Two-Factor Theory
Herzberg’s two-factor theory speaks to issues relevant in both employee compensation and benefits as it discusses why people choose a workplace, as well as what keeps employees satisfied and committed to their work. For more information on Herzberg’s two-factor theory, see the Frederick Herzberg motivational theory (Links to an external site.).
Imagine that you are an HR manager in a contemporary firm and answer the following:
- Who are you trying to recruit to work for you (i.e., your audience)?
- What sort of compensation and benefits package would you ensure is in place to recruit the best candidates for the position?
Your initial post should include at least one scholarly source and one popular source to support your response. For assistance with finding sources, refer to the Scholarly, Peer-Reviewed, and Other Credible Sources (Links to an external site.) document.
Keeping Employees Motivated
If you have taken the time to review Herzberg’s work, you may have learned that people accept a job and stay on the job for different motivational reasons. Job satisfaction is achieved through what Herzberg would categorize as motivational factors (personal growth; responsibility; the work itself; opportunities for achievement, advancement, recognition; and/or to make a positive difference) rather than hygiene factors (status, salary, job security, types of supervision, etc.).
Using at least three comparison web examples from the industry you used in your “Herzberg’s Two-Factor Theory†discussion post this week, delineate a creative employee benefits plan designed to keep your best employees satisfied and motivated. Remember to include all of the links as well as references from the course text and other sources to support your rationale.
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