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Pages:
4 pages/≈1100 words
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3 Sources
Level:
APA
Subject:
Psychology
Type:
Research Paper
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English (U.S.)
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Training Case Study - Applied Organizational Psychology (Research Paper Sample)

Instructions:

Training Case Study
Read the On the Job: Applied Case Study: Training at Pal's Sudden Service in Chapter 8 of Industrial/Organizational Psychology. In a well-written paper, answer the following questions:
If you were in charge of training, how would you develop a training program that would reduce the number of transaction errors?
How would you evaluate the success of your training program?
Adhere to the following standards:
Your paper should be two to four pages in length, not including the title or references pages.
Review the grading rubric, which can be accessed from the Materials link for each week.
Be sure to follow the CSU-Global Guide to Writing and APA Requirements.
Your paper should include an introduction, a body with at least two fully developed paragraphs, and a conclusion.
Support your interpretation with evidence from the book and at least two peer-reviewed journal articles from the library.

source..
Content:
              Assignment #4: Option 2: Training Case Study Student’s Name ORG 303-Applied Organizational Psychology Colorado State University-Global Campus Professor’s Name December 5, 2016                     Training Case Study             The employees of an organization are the greatest asset. A company that wants to succeed focuses on enhancing the expertise of its staff. The training of the employees is an essential aspect of ensuring continuous improvement and skill development. The process aims to modify or transfer knowledge, attitudes, and skills utilizing learning and practical experiences. The reduction of employee errors is crucial to enhance quality and speed and assure customer loyalty. The proper planning and implementation of the program are hence critical to ensure the achievement of the desired results. The Pal’s Sudden Service case is an example of how training can aid an organization in improving its efficiency and also reducing employee turnover.  The training plan will entail a combination of both formal and informal methods based on the needs of each employee, and the success will be evaluated using various metrics.             If I were in charge of the restaurant’s training, the first step in the development of the training program would be the identification of the training needs of each employee. The targeted training is crucial to ensure that employees obtain the desired skills (Denby, 2010). I will utilize methods such as observing the staff while performing their duties, identifying performance problems, and asking workers questions concerning their jobs. The approach would aid in identifying other needs apart from those that are noted in the random computer selections. Additionally, auditing skills would help expose the areas that demand more training. I would then develop the individual training program objectives that focus on the learning gaps. The highlighting of employee training requirements and setting goals ensure shared expected results, hence progress tracking and evaluating the outcomes becomes easier. After setting goals, the next step will be the creation of the training material and the best strategies according to the personal needs.             The training will first concentrate on intensive formal training of the employee to make sure that they acquire a wide range of the hospitality and their job-specific skills. In a similar way to the technique that Pal’s Sudden Service has adopted, the plan will entail a supervisor coaching the new employee on their job until they can handle it without errors. Additionally, the provision of guides and online training materials that the staff can revisit when need be will be provided. In the day-to-day operations, the training will focus on the non-classroom-based approaches such as mentoring, coaching, and on-the-job training. According to Tracey et al. (2014, p. 350), demonstrations, simulations, and on-the-job-training facilitate skill-based learning and behavior change. The approach will involve the supervisors and other leaders taking the role of training the individuals that require the learning to minimize errors. The technique will involve explaining to the employee the cost of such mistakes, how to find the root causes and ways of mitigating them. The worker needs to learn how to develop problem-solving skills on their own instead of relying on the leaders to help and ...
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