Training and Development Research Paper Example | Topics and Well Written Essays - 1000 words - 1

Training and Development - Research Paper ExampleFor example, if a sales agent values success in the form of promotion and commission on sales as the most important objectives and also considers that a particular sales training program forget help him achieve this objective, his expectancy for the training program give be increased and the outcome valence pass on also be valued. Hence, the agent will perform through an extra effort in the training session and will therefore succeed in it. For the follow, the case of this sales agent will be very beneficial as the improved feat of the sales agent will also hitch up up the sales figures of the company. The benefits that the company evoke gain from applying this theory are humongous as the company will not only succeed in the short remain with the performance boost of the employee but will also keep on reaping benefits from his performance until he leaves the company (National Research Council, 1998). Thus, it is quite evident t hat there are phenomenal benefits for the company, as well as the employees, if Expectancy theory is applied to the job roles and trainings for the employees. In order to implement the theory practically, the human resources department of the company has to come up with certain measures that would ensure a systematic procedure for carrying out the process required. The human resources department of the company should first clearly identify the ultimate refinements that the company wants to achieve in the long run. After clearly identifying the long term objectives of the company and of the relevant department, the concerned authorities will have to identify the goal performances that are needed from the employees to ensure their success. The department has to be specific about the performance requirements and the feasible activities because with the already burdensome job criterias, the employees are usually reluctant to take part in the new initiatives. To ensure the optimal moti vational levels of the employees, the human resource people should sort all the possible training and performance tasks and come up with a few selected performance measures. Once the required tasks are selected, then the concerned people will have to launch an coarse awareness campaign for the employees (Human Performance Journal, 2002). The awareness campaign should appeal to the employees and show them how untold, opting for the desired initiatives will benefit their individual positions. While, promoting the benefits the members should keep in mind how much the employee values certain things. They need to consider whether the certain employee aspires, position, pay raise, allowances, benefits and perks, involvement in projects, or success in initiatives. And depending on their preference, the concerned persons shall have to climax them and change their attitudes towards the initiative. Then the department has to set up platforms through which they can communicate the same obje ctives to the employees. These mentioned steps will help the employees in correlating their efforts to the benefits, and help them disassemble the opportunity an optimistic manner. This initiative of the department will motivate the employees in opting for the initiative and benefiting themselves as well as the company in the long run (Noe, 1999). However, the scenario of implementation requires certain key measures