Apprentice Program Essay Example

skills training, is crucial for workplace competencies and poses challenges for Managers.

During periods of economic downturn, organizations realize the importance of maximizing employee productivity. In the 1980s, U. S. Steel faced the need to downsize and made a strategic decision to invest $1.7 billion in upgrading and computerizing production. As part of this downsizing and restructuring process, Management opted to eliminate the existing computer technical training program. Instead, the saved funds were used to provide current employees with upgraded equipment that incorporated advanced technology.

To stay updated with advanced technology, employees were unable to do so, prompting U.S. Steel and other organizations to acknowledge the necessity of a training program. According to Gomez-Mejilla, Balkin, and Cardy (1995, 2007), when investing in physical resources, it is usually imperative to invest in training as well. Managers play a vital role by recognizing this importance and offering support. It is the duty of managers to guarantee that employees receive appropriate training for them to excel in their organizational roles.

Without proper training, individuals with any qualifications and prior training would need additional resources to perform a new job. The IT software and services industry has grown significantly in the past decade, currently employing approximately 650,000 individuals. It is projected that this number will triple in the next five years, reaching over 2 million people to achieve a revenue target of $75 billion. This revenue includes exports worth over $50 billion (Huberman ; Miles, 2010). Numerous careers in engineering, science, medicine, and accounting fields involve technical activities and require specialized skills.

Although education and a specific background are important for certain job fields, they

alone do not fully prepare individuals for the unique demands of a position or company. To truly understand the intricacies involved, firsthand experience is necessary. In technical or skilled careers, formal education from a college or university serves as the initial training foundation. These educational institutions lay the groundwork for different career paths and often offer concentrations that allow individuals to specialize in a particular area of their profession. Managers need a model or framework to aid them in decision-making.

Providing training to employees, whether it is before or during their job, is crucial. Employees who receive training are generally more advantageous to their organization compared to those who do not undergo any training. Trained employees possess the required knowledge and skills that often lead to innovation and increased efficiency. Every company seeks employees who can accomplish tasks with greater effectiveness. However, the level of support for employee training and development varies among organizations. Regardless of the importance placed on training by an organization, there may be limitations that hinder the extent of training they can offer.

To ensure the success of an organization, it is vital to offer training for high-performing employees as well as those who have untapped potential or are underachieving. In this technologically advanced era, technology plays a fundamental role in all aspects of life and industry, providing convenience and comfort. Therefore, countries must prioritize training and technical aspects within their specific fields in order to progress. Although the primary objective of any organization is survival, competition and challenges consistently arise, leading only a select few companies to emerge as industry leaders.

The organization's main objective is to

maximize profit by improving the efficiency of its assets. This can be done by upgrading machines and developing employees. The management and leadership team aim to add value to their workforce as a company goal, utilizing training and mentoring programs to enhance productivity. Ultimately, increasing productivity leads to higher profits for the organization.

The organization's boost in productivity is advantageous for achieving its goals. When an employee views themselves as a valuable investment, it improves motivation and overall productivity. A mentoring relationship is a beneficial approach that benefits all parties involved - the employee seeking mentorship, the mentor, and the organizations employing them can all profit from a growth-focused relationship. Mentoring serves as powerful job training that should be incorporated and utilized by every organization's Leadership and Management.

Mentoring is an essential aspect of employee development that can offer valuable experience, skills, and wisdom. It allows employees to enhance their professional growth in various ways and is particularly crucial when combined with effective leadership and appropriate tools within an organization. Additionally, mentoring assists in overcoming challenges related to scheduling training as managers often face difficulties allocating time for employees to attend scheduled sessions due to company reluctance towards allowing time away from regular duties.

To establish a mentoring program and effectively manage training time, there are various options available. Instead of conducting lengthy or full-day training sessions, it is possible to organize multiple shorter sessions to accommodate work responsibilities and training requirements. Managers have the flexibility to offer several session times and distribute employees accordingly for proper coverage. Furthermore, providing training through alternative means like computer-based training (CBT), informational handouts, and

concise modules during routine team or organizational meetings can be advantageous.

Education plays a vital role in the progress and expansion of a company. It is essential to have a knowledgeable workforce in order to drive transformative changes within the organization. Training focuses on acquiring the necessary skills for tasks and activities, which can be obtained either before or during employment, depending on the options available.

Training is the process of teaching employees how to improve their performance in the technical aspects of their jobs. It can cover different areas such as technology applications, products, sales and service strategies, and more. Technical skills are job-specific, while soft skills can be used in various roles. Many professions require proficiency in technical abilities. Engineering, science, medicine, and accounting careers often need extensive training and development. Typically, a certain level of education or experience is required for employment in these fields.

Several careers may necessitate several years of education for the training of individuals in these skilled techniques. In-house training is sometimes employed by companies to educate their employees. Training may be provided by functional managers, senior-level employees in a technical field, full-time trainers in larger companies, or specialized managers. Occasionally, an outside training firm is hired to complete the training. Trainers either come to worksites or employees travel to the trainer's offices for workshops, seminars, or continual training. The training for technical or skilled careers often commences with a formal education from a college or university.

The institutions mentioned here serve as a foundation for various career fields and usually provide specializations to target specific areas within a career. The training and education

received through these institutions equip employees with the necessary skills to enhance problem-solving abilities and ensure adaptability. Employees should be prepared for organizational growth and potential advancements. In order to enhance the effectiveness of the training function, a systematic process is required that provides a framework for assessing training goals and techniques based on organizational limitations (Gomez-Mejilla, Balkin, ; Cardy, 1995, 2007).

Both promotions and transfers are beneficial for employee development as they enhance skills and capabilities. Promotions offer valuable job training and a rewarding experience to the suitable individual, while transfers enable individuals to explore new career paths and gain exposure to different areas within their current department or even in entirely different departments. These opportunities effectively foster employee development by providing guidance, support, and broadening horizons.

The employee benefits from a broader scope of experience within the company through a combination of training and transfer. Additionally, a lateral move provides training and enables the transition to a comparable position, fostering the development of both job skills and career prospects. Typically, the new role offers similar compensation and job title. Lateral moves play a vital role in employee development and cross-training efforts. They involve a change in job responsibilities for employees, requiring training while also creating fresh opportunities.

Providing technical training to employees is advantageous as it increases their worth to the leadership and management of the organization. This training equips employees with the necessary knowledge and skills to contribute to innovation and improve task efficiency. Sufficient training also promotes employee growth, benefiting both the individual and the organization.

On-the-job training allows employees to quickly develop and review necessary information

and skills according to their schedules. This is crucial due to the challenges posed by technological advancements, corporate initiatives, and programs in preparing and delivering timely training materials. Technical training enhances employee confidence and skills, leading to improved morale and efficiency in their work.

Companies that offer on-the-job mentoring and technical training experience the advantages of reduced operating expenses and an enhanced reputation for quality. Quality encompasses the company's products or services, its personnel, the machines it utilizes, and its work culture. By providing adequate training and mentoring, companies can attain and enhance these qualities. This enhancement in quality will enable the company to better accomplish its goals.

Enhancing employee performance is crucial, and training is vital in achieving this goal. Managers are accountable for coaching and counseling employees to improve their career growth and ensure they have the necessary skills for progress. The company's structure and goals are determined by its leadership and management. Employees at all levels play a key role in delivering value to the marketplace (Moen & Rosen).

Education in training and development is crucial for the economic growth and material prosperity of an organization, as well as promoting self-respect and dignity. Technical education is essential for a country to achieve wealth, prosperity, and resourcefulness, even when abundant raw material resources are available. The United States requires adequate technical knowledge to effectively utilize its resources and develop a skilled workforce. A apprenticeship program involves mentoring individuals and providing professional coaching.

The concept of mentoring has changed, shifting from helping people with their job to providing professional support. Even experienced employees can benefit from a training and mentoring

program, as it enables them to gain new skills and knowledge for advancing in their careers. To promote learning and development in the workplace, it is important to take into account the different experiences, abilities, and goals of potential candidates (Guile & Young, 2004).

In order to promote learning and development in the workplace, it is important for employees to engage in self-directed and self-motivated learning. This quality is highly valued by companies as it ensures that employees are ready for advancement within the organization and increases their chances of successful promotions. It also helps prevent feelings of disengagement caused by limited career opportunities. Managers have a crucial role in fostering growth by connecting employees with mentors who hold positions they aspire to or encouraging them to step out of their comfort zones. As employees gain knowledge and experience, the overall growth of the organization also expands.

The need for travel or accommodation expenses can be eliminated, reducing the cost of training. Customizing different sections of computer-based training can lower training costs and decrease the time required per staff member. Moreover, computer-based training systems do not tire or require breaks, allowing staff members to progress at their own pace. This flexibility caters to personal learning styles and life situations. Additionally, managers have the convenience of easily and quickly making training updates, managing training, and tracking progress.

Computer-based training is typically more cost-effective than classroom training with a trainer. Additionally, it presents information in smaller segments, which helps with retention (Noe, Trainee's Attributes and Attitudes; Neglected influences of training effectiveness, 2005). When implementing a training program, it is crucial to consider the content

for compliance. Organizational limitations on time, personnel, and budget often result in working with less comprehensive content.

Concerns regarding the scarcity of training facilities, materials, equipment, and senior management's willingness to embrace training are present. Finch ;amp; Crunkilton (2007) state that the connection between potential and usable training content can be expressed as UC = PC - C, where UC represents usable content, PC stands for potential content, and C denotes constraints. It is crucial for a training program to achieve a harmonious equilibrium between offering adequate training while adhering to organizational restrictions. Overemphasizing one aspect over the other may result in unfavorable consequences.

When developing a training and mentoring program, organizations need to consider multiple factors. Insufficient or excessive training can harm an organization, and the specific programs and objectives will vary depending on the organizational structure. Here is an example of a training and mentoring program for new employees. The design and establishment of goals for these programs should take into account the aforementioned aspects.

The organization's program is designed to educate and familiarize newcomers with the organization and their responsibilities. It aims to enhance their skills and knowledge in order to meet the organization's needs. The duration of the program can be flexible, potentially lasting for a week.

Although pairing new employees with experienced workers for on-the-job learning does not always ensure the transfer of all essential information, it is important to assess the program's level of formality. Despite an experienced worker being capable of sharing their knowledge, they may not possess the correct content, causing difficulties for the new employee in retaining all aspects of the training.