Training Human Resources Chapter 9 Term Paper

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There are a variety of resources for organizations to leverage for training. These include vendor and supplier specialists, government-supported job training and education assistance programs where the employee seeks training outside their organization and is reimbursed by the company. E-learning, while cost effective and easily accessible, is proving not to be as effective as originally believed.

Also during training delivery, the organization must select the training approach that is the must suitable. Options include cooperative training that mixes classroom training and on-the-job experience, instructor-led classroom and conference training, distance training that includes Internet-based support and simulations and training. Regardless of the approach, technology is gaining a greater role and is becoming embedded in the training process.

Training is highly valuable, but it costs money and time. Just like any business expenditure, organizations need to make sure they are getting a good return on investment or that they have a good cost-benefit ration.

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Although training is listed as the last step in the training process, organizations need to consider how training will be evaluated before it begins. It appears that training evaluation is more of an art than a science, but the chapter does make specific recommendations for evaluation such as feedback from employee evaluations, tests of training retention, and observing job performance.

Results from the training evaluation are used to formulate the training needs assessment of the next training project with the goal of fostering continuous process….....

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"Training Human Resources Chapter 9" (2006, August 18) Retrieved July 5, 2025, from
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https://www.aceyourpaper.com/essays/training-human-resources-chapter-9-71470
   

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