Training and Development
Running head: TRAINING AND DEVELOPMENT
Training and Development
Introduction
Training and development are vital tools to the overall success of an organization. As there are countless and diverse businesses over many industries, so too are the opportunities for training and development. As such, this research paper will review and cover some of these techniques while at the same time providing insight on how SAS characterizes and implements training, developing, rewarding and retaining their employees.
Identifying Training Needs One of the first questions a business needs to ask itself is, “Where is there a need to improve performance?” Once this question has been satisfied, the company will then be able to set about identifying those areas which may require training in order to improve performance. As there will be a disparate number of positions in a company, there also will be several training activities used within the organization. Consequently, the company will need to first focus on its goals and objectives prior to establishing training programs throughout the business. Once its goals are clearly defined, the company will review its corporate structure and begin assessing each area for training opportunities. Initially the business will set performance standards from which it will determine the level of training required to achieve those standards.
It will apply and rely upon these standards as a guideline for each area and position within the organization.
Another identifier it will use to define a training need is dependencies (The Startup Donut, 2013). The organization will examine departments or positions that have limited personnel with the knowledge and skillset required to do a job. Training more employees to be able to do a job or a task will eliminate the need for dependency on one person. Moreover, your unit’s and the organization’s position is greatly strengthened through flexibility and versatility via the development of
Training and Development
Introduction
Training and development are vital tools to the overall success of an organization. As there are countless and diverse businesses over many industries, so too are the opportunities for training and development. As such, this research paper will review and cover some of these techniques while at the same time providing insight on how SAS characterizes and implements training, developing, rewarding and retaining their employees.
Identifying Training Needs One of the first questions a business needs to ask itself is, “Where is there a need to improve performance?” Once this question has been satisfied, the company will then be able to set about identifying those areas which may require training in order to improve performance. As there will be a disparate number of positions in a company, there also will be several training activities used within the organization. Consequently, the company will need to first focus on its goals and objectives prior to establishing training programs throughout the business. Once its goals are clearly defined, the company will review its corporate structure and begin assessing each area for training opportunities. Initially the business will set performance standards from which it will determine the level of training required to achieve those standards.
It will apply and rely upon these standards as a guideline for each area and position within the organization.
Another identifier it will use to define a training need is dependencies (The Startup Donut, 2013). The organization will examine departments or positions that have limited personnel with the knowledge and skillset required to do a job. Training more employees to be able to do a job or a task will eliminate the need for dependency on one person. Moreover, your unit’s and the organization’s position is greatly strengthened through flexibility and versatility via the development of
References: Whitney, K (2008). SAS: Connecting People, Process and Products. Talent Management Retrieved from http://talentmgt.com/articles/view/sas_connecting_people_process_ and_products/print:1 Goren, B (n.d.). Success – from the inside out. SAS.com (n.d.) Retrieved from http://www.sas.com/news/sascom/2008q2/feature_humancapital.html SAS Summer Fellowship in Statistics. SAS.com (n.d) Retrieved from http://support.sas.com/learn/ap/student/statfellow.html How to identify training needs. The Start Up Donut.co.uk (n.d) Retrieved from http://www.startupdonut.co.uk/startup/employees/people-management/how-to- identify-training-needs