Week 3 – Assignment Preparation
Jamon Smith
BUS520 – Leadership and Organizational
Dr. Tillman
07/20/2021
Ask yourself, what is one of the critical factors to excessive employee turnover rates? A lack of training. Training is vital because it allows employees to expand their knowledge base and enhance their job abilities, allowing them to be more productive. Losing an employee is one of the costliest problems a business can experience. For context, Human Resources Today found that retail turnover translates into more than 230 million days of lost productivity and $19 billion for recruiting, hiring, and training expenses.1 The Bureau of Labor Statistics reported the annual total separations for 2020 was 57.3%.2 Although Giant Foods tower over the grocery industry within the Greater Washington area, their internal training methods have room for improvement.
Employee training offers many advantages, but it also has a few drawbacks that might make it challenging to teach employees effectively. For starters, internal training might consume a significant amount of staff time because employees are required to deliver training. Employee’s training time is time spent away from their job, with additional pressure and distractions. During my recruiting process, I was told I would be allocated a human resources partner and that my team would train me for the job. “We need a set HR partner for all new hires,” my human resource partner said. As a result, other daily tasks became incomplete and unfinished. In this instance, a work-task balance might be advantageous so that productivity is not degraded.
Second, lousy training can lead to shoddy quality work. The adage “practice makes perfect” is well-known. What happens if you begin to develop negative habits? It takes time and effort to create high-quality training materials and find qualified teachers. It is tempting to put quality aside in favor of simplicity. However, if the training instills in your personnel poor behaviors and wrong knowledge, it can swiftly backfire.
Seeking an outside training provider allows Giant Foods to focus entirely on its key performance indicators, which improves organizational efficiency. Qualified external training providers will assist the company in aligning training programs with essential business objectives, ensuring that all training efforts contribute to the company’s overall future goals. An outside training provider should ideally also help with post-training follow-up courses and refreshers. These can assist in maximizing learning ROI and better determining the influence of training on company operations, culture, and other factors.
Sources
“The Turnover Crisis in Retail: An Action Plan for Owners and Operators.” Paycor, www.paycor.com/resource-center/guides-white-papers/the-turnover-crisis-in-retail-an-action-plan-for-owners-and-operators/.
“Job Openings and Labor Turnover Survey News Release.” U.S. Bureau of Labor Statistics, U.S. Bureau of Labor Statistics, 11 Mar. 2021, www.bls.gov/news.release/archives/jolts_03112021.htm.
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