Applied-Ethics-LESSON-5-Reviewer-3.pdf

Applied Ethics (LESSON 5) Employee Training Program The research paper of Anita Zehrer and Claudia  Employee development and training is the process of strategically investing time, Möss...

Applied Ethics (LESSON 5) Employee Training Program The research paper of Anita Zehrer and Claudia  Employee development and training is the process of strategically investing time, Mössenlechner described four main categories of energy, and resources into the improvement work competencies as follows: of company personnel. It is all about 1) Social and Communities Competencies learning. 2) Personal Competencies Training 3) Activity and Action - Oriented Competencies  refers to teaching, educating, guiding, 4) Professional and Methodological molding, coaching, mentoring, and Competencies inculcating in an employee new Social and Communicative Competencies competencies, skills, concepts, and techniques to help improve job performance  These pertain to the abilities of a person to and carry out work more efficiently. cooperate and interact positively and  is a short-term process that focuses on productively with others. immediate skills acquisition. It's often provided when employees join an The study of Zehrer and Mössenlechner revealed organization or need to learn something that the most relevant competencies under this skill new for their role. set are self-expression, active listening, and team Examples of Employee Training include: skills. Seen as also important are conflict resolution, social networking, adaptability, 1) Biometric Payroll System Orientation willingness to change, and persuasion skills. 2) Knife Skills for Culinarians 3) Laws On Serving Alcoholic Beverages Personal Competencies 4) Operation On the Point-Of-Sale System  This refers to the ability of a person to be 5) Conducting Sales Blitzes and Sales Calls critical of oneself - to one's values, attitudes, 6) Orientation of Waiters On the New Menu and ideals. 7) Familiarization with Various Taxes for Cashiers  This stance aims at working towards self- improvement by being fully aware of one's Development strengths that must be sustained, as well as  refers to activities that contribute or lead to weaknesses that are meant to be improved. the improvement of existing skills, Activity and Action - Oriented Competencies knowledge, and attitudes of an employee.  is a long term process that focuses on  The most relevant activity and action- growth and progression over time. It is not oriented competencies are initiative, being limited to a specific job or role. proactive, and creativity. Other important competencies are innovative spirit, decision- making, assertiveness, determination, and Tourism and Hospitality establishments have goal orientation. always prioritized employee training and development activities as they contribute to: Professional and Methodological Competencies 1) Attracting and Retaining Talent  These pertain to the ability of a person to 2) Growing Profits translate all concepts, experiences, and 3) Maximizing Performance techniques learned through education, 4) Fending Off Stagnation work exposures, and developmental 5) Improving Productivity and Engagement activities into effective strategies to attain specific work objectives. An apprentice, intern, or new employee in the Succession Planning and Management tourism and hospitality industry is usually baptized Development Program in the workplace through an onboarding program  Whenever an employee leaves and his or called New Employee Orientation, which could her position becomes vacant, the Human take place either prior to his first day at work or during his first week. Resources Department usually advertises the job opening internally first. Training courses are classified into four types: If the vacancy is a supervisory level position, 1) Personality Enhancement Courses the three options are: 2) Technical and Productivity Courses 1) Promoting the best-fit staff 3) Mandatory Courses 2) Transfer a qualified and competent 4) Management Courses supervisor seeking to be transferred Personality Enhancement Courses 3) Hire an external Candidate  These are training courses that primarily Three important preliminary steps transpire: aim to improve the behavior and work 1) Pre-Deployment Documentation attitudes of employees. 2) Pre-Deployment Training  They also hope to raise the effectiveness of 3) Probationary Employment employees in the performance of their duties and assigned tasks. Succession Planning Technical and Productivity Courses  is the process of identifying important and critical positions in the organization and  These training courses are designed to creating a talent pipeline, by preparing primarily prepare the employee or trainee to employees to fill vacancies in their perform his or her job-specific tasks and organization as others retire or move on in duties at work. Hence, ascribed to each job their careers. position title is a distinct set of skills to be learned from technical courses. Meanwhile, Competency and Proficiency Certification productivity courses are designed to raise  One of the important credentials of job the bar in an employee's average applicants is a portfolio or set of performance. competency and proficiency certifications. Mandatory Courses Assessing a worker's competency and proficiency are two different things.  refers to training courses that are required  A competency is a measurable pattern of by law to be conducted for specific knowledge, skills, abilities, behaviors, and employees. They are usually geared toward other characteristics that an individual public safety and protection. If government needs to perform work roles or occupational authorities discovered that an establishment functions successfully. Competencies has not performed or inadequately complied specify the "how" of performing job tasks, or with the requirements of the law, its what the person needs to do the job business license or permit may be successfully. compromised. Management Courses  These pertain to training courses designed to raise the effectiveness of employees at higher levels of management, from supervisors, managers, and top executives to business owners.  They are often working on the premise that managers need to think like entrepreneurs. Competencies are used for: The three main purposes for pursuing continuous professional education are: 1. Assessing and Selecting Candidates for A Job 1. to remain abreast of industry trends and 2. Assessing and Managing Employee developments to remain relevant in the Performance organization 3. Workforce Planning 2. to be able to broaden one’s perspective 4. Workforce Planning ·Employee Training and perform better or more productively and Development's in one’s current job by applying learned techniques and strategies A more basic requirement looks at the competency 3. to spearhead innovations in the model while a more effective approach refers to the organization proficiency model Pursuing continuous professional education Competency Model provides many benefits to the employee, such as:  is a traditional way to identify what needs to 1. Additional credentials and boots be included in a typical training program. A qualifications and skill set competency model breaks things down into 2. Enhances morale and motivation three parts: skills, knowledge, and attitudes. 3. Enhances prospects for greater Proficiency Model specialization or multitasking 4. Develops a more mature perspective and  looks at the world from a completely critical thinking different point of view. 5. Enables one to leave his comfort zone  is both a measure of performance and a set and switch to more challenging roles of observable behaviors that describe what 6. Increase in self-efficacy a proficient employee produces and how the 7. Broadens network and affiliations employee must work to achieve those 8. Raises the level of aspirations and results. Think of proficiency as a snapshot career goals of what success looks like on the job. 9. Potential career promotion and advancement TESDA (Technical Education and Skills 10. Opens new opportunities in other Development Authority) organizations, industries, and territories  has a Registry of Certified Workers that Acronyms: provides information on the pool of certified workers for certain occupations nationwide.  TESDA - Technical Education and Skills  also has accredited assessment centers as Development Authority well as competency assessors who conduct the competency assessment processes for  CBT - Computer Based Training persons applying for certification. Industrial or Applied Research  NC - National Certificate  The main purpose of research is to solve a problem or improve current situation in an organization. Research is useful in  COC - Certificate of Competency practically all sectors of the tourism industry, and a professional who is skillful in research may well develop a future in consultancy and entrepreneurship.