1. Payge Fehr
3305 Final Research Paper
HDRV 3305
Final Research Paper: Training
By: Payge Fehr

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There are many ways to complete just one task, you can do it the long way, which
includes every step, then there is the fast way or shortcut way in which you combine a few steps
into one and still come to the same outcome. Depending on your level or knowledge and how
comfortable you are with completing such a task will be the deciding factor on which one applies
to you. What helps this is your basic training you obtained either through your workplace or your
life experiences, or the combination of both. Training is something we all need wheatear you
think you do or not, there is always something to gain from the training process you go through.
Of course, there are the side effects of maybe becoming confused and unsure of what exactly you
need to do, but that is when you ask questions and get everything clarified, right then and there.
That may be your only time to ask questions. Get the trainers full attention and have them
answered correctly, because lets face it, sometimes we ask question at the wrong time and we
don’t ever get the full-hearted answer. In my own experience this is how some companies handle
training and honestly it is not working out so great. I plan to dig a little bit deeper and find out
what exactly it takes to ensure that our upcoming employees have the full training experience
and can confidentially walk out and preform where we need and expect them to. Training is the
groundwork for every employee if you do not know what you are doing and how to do it then
you will not be any an asset of any kind to anyone. Some companies blow through the whole
training process and do not allow the appropriate time to fully train their new team members.
Which can give a negative effect on the new team members and they may start to doubt this new
job of theirs
Issues you are researching:

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When you hear the word training while on the job you either get excited because you will
be learning something new to help you do your job and typically you will do less strenuous work
that day, or you get bummed that you now have to listen to someone talk all day and you will
more than likely get sleepy and bored. This is issue number one “in training is the active
revulsion employees have to the idea of it. Employees expect it to be boring, intrusive on at least
some of their personal time, and just an overall tedious experience. In worst-case scenarios, they
may also fear for their career should they fail. After college, most working adults are glad this
learning pressure is mostly behind them, so to have it come back to haunt them is a problem.”
("Most Common Employee Training Issues - Trainingstation." Training Station. 2 May 2013.
Web. 26 Apr. 2015.) On a similar note, the next issue I find when dealing with training is the
overall attitude of everyone involved in the training. “A self-centered attitude among employees
during training. In training, everyone must depend on everyone else, and a sense of community
above self must be achieved. This means that petty rivalries or issues between individuals must
be set aside for the grander needs of the group when it comes to training. So, a self-centric view
of accomplishments is a destructive mindset to have when going into training like this.”("Most
Common Employee Training Issues - Trainingstation." Training Station. 2 May 2013. Web. 26
Apr. 2015.)
The next issue I found, which seems to come up quit frequently, is having employees that
have been with the company for a while and are stuck in their old ways and habits. For personal
experience this is a very hard change for them and they may seem to push it away and not accept
the new technology or process that will now be in place. “They perceive this as accusing them of
not knowing how to do their job can induce a less than cooperative response from them, but

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beyond that, they can also be very rejecting of new ideas that change how they do a job they
have down to reflex.” ("Most Common Employee Training Issues - Trainingstation." Training
Station. 2 May 2013. Web. 26 Apr. 2015.)
The very last issue I came across is the atmosphere or setting of the training environment
its self. First of all if employees have to come in on their days off to complete this training then
that right there, can kill the whole outlook on this new training they have to complete. On top of
that, if there are no refreshments or the environment is bland and monotone, then it can be hard
to stay motivated and be excited about what they will be apart of.
Researchon your issues:
With just a little bit of research I have found a few ways on how to avoid the negative
attitudes of your employees when they hear the word “training”. Aside from training, they may
have that same bad attitude during the normal workday anyway, so to help eliminate all the
“Negative Nancy’s, Debbie Downers, and Bully Bob’s here are a few tricks to keep in mind. “
The training process has design to change employees attitudes such as motivation towards their
work or satisfaction with their job.” ("Human Resource Management." Google Books. Web. 26
Apr. 2015.) Ideally when there is training it is for the better and not for the worse, so we all need
to approach it as that. If there is a better way to complete your daily tasks wouldn’t you want to
know how to do that? I know I would. The next thing to do is to keep them motivated; “changing
their level of motivation and job satisfaction.” ("Human Resource Management." Google Books.
Web. 26 Apr. 2015.) Can help them be excited about it. Normally when you are around someone
that is excited or energetic about something you can’t help but put a smile on and pick up that

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same outlook. With that being said, all leaders or presenters of the new information need to be
excited about it and need to really emphasize on how beneficial it will be for everyone as a
whole and not just the leaders. Next it is important that you make the material clear and easy to
understand. They need to be able to “gain a depth of knowledge of a particular issue to ensure
that they are capable of putting their knowledge to use.” ("Human Resource Management."
Google Books. Web. 26 Apr. 2015.) Lastly, it is important to ensure that the employees actually
gain the knowledge necessary and are able to apply it. “Preforming a behavior evaluation is the
only way we can truly measure whether or not the individual has transferred the knowledge
gained into actions that will improve their performance.”("Human Resource Management."
Google Books. Web. 26 Apr. 2015. )
Having established employees are always a great thing as a leader to have, until there are
some changes to certain processes and new technology. Most the times they are hesitant and or
frown on these kids of transitions because they are very set in their ways and now they are being
changed. Which puts them in a position of uncertainty. “Resistance to change is a natural
reaction when employees are asked, well, to change. Change is uncomfortable and requires new
ways of thinking and doing. People have trouble developing a vision of what life will look like
on the other side of a change. So, they tend to cling to the known rather than embrace the
unknown.” (Heathfield, Susan. "How to Reduce Resistance to Change From Employees." Web.
27 Apr. 2015.) Because of this natural reaction there have been some guidelines to help smooth
this transition and make it more enjoyable and stress free. No matter what the change may be,
you need to own it and show everyone you are on board. “Even if you don't support the
direction, once the direction is the direction, you owe it 100% support. Wishy-washy or partial

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support is undermining the change effort. If you can't buy into the fact that the chosen direction
is where you are going, you can, at least, buy into the fact that it is critical that you support it.
Once the direction is chosen, it is your job to make it work. Anything less is disrespectful,
undermining, and destructive of the team decision.” (Heathfield, Susan. "How to Reduce
Resistance to Change From Employees." Web. 27 Apr. 2015.) Speaking in a positive manor
about what will happen and how it will affect the overall organization will help get some of them
to change their minds about this new change that are about to encounter. “You can only do that
effectively, if you step back, take a deep breath, and plan how you will implement the change
with the people you influence in your organization.” (Heathfield, Susan. "How to Reduce
Resistance to Change From Employees." Web. 27 Apr. 2015.) Most importantly, you need to
communicate all information with your team. If you do not keep in contact and let them know
when you can, then they will doubt you right from the start. “How you communicate the change
to the people you influence has the single most important impact on how much resistance to
change will occur. If you wholeheartedly communicate the change, you will win the hearts and
minds of the employees.” (Heathfield, Susan. "How to Reduce Resistance to Change From
Employees." Web. 27 Apr. 2015.)
The last issue of having a negative atmosphere is one of the easier fixes, but
implementing it can be quit the challenge. The first step here is to communicate and be open
with what is going on, in this situation it is training. You need to inform your team about what is
about to happen and how it will help. When it actually comes time for the training to take place
you need to be sure again that you are open and honest with any challenges that they may run
into and the correct steps to take when running into those challenges. Communication “…It is

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what makes employees feel that they belong in the organization. Work then becomes meaningful
because the employees know that what they contribute affects the organization that they are
affiliated with.” ("5 Characteristics of A Positive Work Environment." Hongkiatcom. Web. 27
Apr. 2015.) On the flip side to that is allowing your employees to voice their opinion about what
is about to take place. It can be anything from how they feel about it all to any questions that
they have along the way. “At the end of it all, it promotes trust in day-to-day interactions
between co-workers, as well as between subordinates and supervisors.
Everyone becomes more united with the organization’s mission in their mind. There is mutual
respect among all employees, regardless of their official statuses.” ("5 Characteristics of A
Positive Work Environment." Hongkiatcom. Web. 27 Apr. 2015.) To wrap it all up, there is
nothing like having all your hard work appreciated and recognized. When you get that “good
job” from your boss it makes every stressful day and situation feel like nothing, the simple fact
of knowing that your boss appreciates all that you are doing really creates an effective
workplace. “This is known as positive reinforcement under operant conditioning in the field of
psychology. It is used in organizational behavior management as well: by rewarding employees
who put in effort for their work, this will promote similar behaviors in the future.” ("5
Characteristics of A Positive Work Environment." Hongkiatcom. Web. 27 Apr. 2015.) There are
all kinds of ways to show appreciation, some like verbal recognition, some like gifts such as food
or a plaque, or sometimes all it takes is a little “team” party with soda, food, and games. Having
a party is a great way to involve everyone and create a connection between the employees and
will help bring them closer. All of these can be used in any type of situation where the
atmosphere seems to be dull or negative, not just during training in the workplace. Just an overall
positive vibe from just a few people can help make that transition.

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Why it impacts Staffing and HR:
Having the adequate training will help the overall staff in many ways. First of all, if your
employees feel confident in what they are doing and knowing that they are being a productive
member of this organization as well as feeling appreciated then there should be no reason as to
why an employee would not want to stick around and make this a career for an extended period
of time. It can also mean a more enjoyable workday. Think about it, there have been times when
you are at work and you are given a tasks but have little training on it and you begin to get
frustrated when you can not get it correct. Now if you had the correct training those feeling could
have been skipped and you could have completed the tasks with ease and with little or no
frustrations. Next there is the simple fact that if everyone is up to par on their training it can help
everyone in the workplace. If just one person can complete their daily tasks and no one has to
redo or edit their mistakes then it will help everything more along with easy and how it was
originally planned.
On the Human Resources side of things it can help minimize turnover rates. I know some
companies have very high turnover rates and they can all be prevented, but one of the huge
factors of why employees have left the company I work for is because there is a lack of
completed training. If we took the time to train everyone to where they need to be then they
would feel more comfortable and more willing to take on new roles instead of having no training
and being tossed into a new role with little or not knowledge of the job. The next way it can help
is that this will hopefully create a more positive morale of the overall team. If you have positive
workers that care about their jobs then there are all kinds of metrics that can be adjusted because
of this. You may have a smaller number of call ins, which if you are unhappy with your job then

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calling in for that doesn’t really bother you because you won’t feel bad at all. You may also have
better “in on time” and “out on time” scores. Again, if you care enough about your job you want
to make sure you’re there on time so that nothing gets backed up. When work gets backed up it
typically means that you will have to stay later. I am not sure about you, but when my schedule
says I get off at four in the afternoon, I should be getting out roughly around that time not four
hours later. It can also help when you have those nice little team members’ surveys. My
company asks its team members to complete a year survey on how that year went and what could
be improved upon. Now if everyone can do their job and feels like an adequate member then
there should be little to improve and this will look great to headquarters or district leaders.
Lastly, it can help alleviate the HR’s job if you have happy team members, then they should be
sticking around and this cause for less new hires to be processed. If you do not need to
continuously hire new prospects then you do not have to use the money to get them drug tested
and trained. You will also have more time to focus on other tasks that could continue this
positive trend and to keep your team happy.
How this impacts the overall organization:
“Training is the process from which employees acquire the capabilities to perform their
jobs and is an essential part of any successful business. Training is linked to employee
performance and retention. In addition, employees will not reach their full potential and higher
levels of productivity will not be achieved unless employees are adequately trained. A poorly
trained work force will eventually lead to poor performance and result in costly mistakes.”(The
Importance of Employee Training - Jacksonville Business Journal." Widgets RSS. Web. 27 Apr.
2015.) If you have happy team members then you will have a happy work center, followed by

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happy managers and happy executives. As you can see it is a snowball effect that can continue to
build up and kind of hook everybody in. Once it has reached the very top, you start to stand out
as a whole, not just lower and upper level, but everyone that helps make the organization run.
The organization will be held to a higher stand and that is what everyone truly wants out of a job,
to make an impact and make you feel as if you have completed great accomplishments while on
the job. Granted it may take a while to obtain such levels, but to be held to that high of a standard
and to be the training center for the other surrounding offices/ stores, it is honestly a great thing.
When all is said and done, this kind of notices will also help the nagging you may receive from
your boss, but once you reach that level there is always something more to do to maintain that
status.
Conclusion:
In the end, there is nothing bad that comes from new and complete training. It is only
when there is not enough training and incomplete training that it becomes an issue. If you cannot
spend the time and money to accurately train the individuals you have hired, then why are you
hiring? You need good and dedicated employees on your team, which doesn’t always come
natural. You may have to help mold an individual with the proper skills and training to get him
or her to where they can not only excel, but also feel valuable. Any and every company may go
through hard times and training hours are lacking or they do not have the funds to do so, but if
you can partner them with the correct experienced team member, then a lot of the work can be
done there. You just have to ensure that their trainer has had the accurate training before
partnering them together. Once again a company or organization will only benefit from this and
in turn there is so much good that will come from it all. Lower turn over rate, higher employee

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satisfaction scores, attitudes and moral will be mostly positive and less stress will be placed on
others. Training is not something to take lightly and should not be cut short or rushed just
because you may not have the resources at the time. Everyone can and will benefit from this and
the new employee you just hired, could for once feel as if he or she really picked the great place
to reside.

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Citation Page:
 "Most Common Employee Training Issues - Trainingstation." Training Station. 2 May
2013. Web. 26 Apr. 2015. http://trainingstation.walkme.com/most-common-employee-
training-issues/
 "Human Resource Management." Google Books. Web. 26 Apr. 2015.
<https://books.google.com/books?id=quHTBQAAQBAJ&pg=PA256&lpg=PA256&dq=
how to avoid employees attitude when going through
training&source=bl&ots=JdD23HgmQf&sig=IscblnMkV37xCSu-
ZX76relikDE&hl=en&sa=X&ei=TW89VdycMcyyggSE24G4BQ&ved=0CE4Q6AEwB
w#v=onepage&q=how to avoid employees attitude when going through
training&f=false>.
 Heathfield, Susan. "How to Reduce Resistance to Change From Employees." Web. 27
Apr. 2015. <http://humanresources.about.com/od/resistancetochange/a/how-to-reduce-
resistance-to-change.htm>.
 "5 Characteristics of A Positive Work Environment." Hongkiatcom. Web. 27 Apr. 2015.
<http://www.hongkiat.com/blog/positive-working-environment/>.
 "The Importance of Employee Training - Jacksonville Business Journal."
Widgets RSS. Web. 27 Apr. 2015.
<http://www.bizjournals.com/jacksonville/stories/2006/07/24/smallb2.html