Investing in a Training Staff

It is imperative that companies make the right choice in choosing a trainer. Trainers are endowed with much responsibility, especially making sure information is conveyed properly. The trainer in a sense has become the mouth piece for the stakeholders, managers and company as a whole. The reason companies invest so much of their budget dollars into training, to help improve profits, retain older employees, and reduce wastage. Mr. Curry in my most recent performance development meeting you asked me to submit a few cost saving ideas for the office to include as part of my yearly evaluation. Throughout my research, I've collected a significant amount of data that will allow us to save money without sacrificing quality. I've used a six step decision making process to ensure the accuracy of the decision (Bazerman, Moore 2009, pg2-3).

Define the problem: When a business is strong and profitable, there should be a meticulous process placed to make sure that all employees whether new or old have significant knowledge of the job requirements.

Identify the criteria: Along with analyzing the companies' structure, reviewing guidelines, defining weaknesses and strengths, employee assessments, it is also important that the trainer understand how and what skills to use when training employees or staff.

Weight the criteria: To improve the company's bottom line; the investment in training and the time spent by human resources from their jobs by measuring the effect on the company profits companies can determine their return -on-invest.

Generate alternatives: Have a well-organized, up-to-date, and manual for the employee to read. A thorough job manual or handbook not only gives the employee a concrete reference for understanding his job; it shows that your company is well organized and invested in employee development.

Rate each alternative on each criterion: All criterions were rated provided what the outcome of each training type would provide for the learning process.

Compute the optimal decision: After calculating the weighted criteria versus the identified criteria I found that for each employee the training type and learning method both have a 100% optimal score. They both go hand in hand.

In conclusion, the desired long term impact of training is to improve organizational and program performance and to contribute to the achievement of national demographic and health goals. It is difficult to demonstrate a direct link between training and these long-term results because of the many factors other than training that are involved. However, it is possible to demonstrate the impact of training on employees' skills and performance. The impact of training on job performance focuses on the first level, job performance of trainees, with the assumption that good individual performance and better client services, and eventually make a significant contribution to the achievement of desired