Importance of Organizational Investment in Job Training

March 17, 2019
Mr. Matthew J. Kogan
Executive Management
ABC Financial, Inc.
1631 Front Street
Wilmington, DE 19805
Dear Mr. Kogan:
Enclosed is the report on “Importance of Organizational Investment in Job Training,”
compiled per your request following the proposal memo I submitted two weeks ago.
This report provides an analysisof employee performance throughout the organization and
seeks to determine how current employee weaknesses can be strengthened through
ongoingonline training. The training procedures in place have beenscrutinized to determine
employee attitudes towards them and establish the necessary changes that must be made to
optimize job training.
Thank you for taking the time toreview this report, and I hope the findings will prove useful
as the organization makes job training decisions in the future.
Sincerely,
(Signature)
Jessica M. Mauck
Portfolio Administrator

Importance of Organizational Investment in Job Training
Presented to:
Matthew Kogan
Executive Management
ABC Financial, Inc.
Prepared by:
Jessica M. Mauck
Portfolio Administration
March 17, 2019

Table of Contents
Executive Summary..................................................................................................................iii
Introduction................................................................................................................................1
Background............................................................................................................................1
Purpose...................................................................................................................................1
Overview of Methodology.........................................................................................................1
Primary Research...................................................................................................................2
Secondary Research...............................................................................................................2
Results........................................................................................................................................2
Analysis of Employee Performance.......................................................................................2
Job Dissatisfaction.............................................................................................................3
Lack of Motivation.............................................................................................................3
Lack of Job Specific Skills.................................................................................................3
Poor Attitude......................................................................................................................4
Analysis of Employee Attitudes Towards Current Training Programs.................................4
Evaluation of Employee Training Programs..........................................................................6
Incorporating Employee Input in the Creation of Training Programs...................................7
Impact of Job Training on Employees...................................................................................8
Job Satisfaction..................................................................................................................8
Enhanced Productivity.......................................................................................................8

Competitive Advantage......................................................................................................9
Online Training Solution..................................................................................9
Conclusion..................................................................................................................................9
Recommendations....................................................................................................................10
References................................................................................................................................11
Appendices...............................................................................................................................13
Appendix 1: Employee Survey on Training.........................................................................13
Appendix 2: Steps to Making a High-Impact Employee Training Program........................16

Table of Figures
Figure 1:Responses to Survey Question 4 2
Figure 2:Responses to Survey Question 1 4
Figure 3:Responses to Survey Question 2 5
Figure 4:Responses to Survey Question 3 5
Figure 5:Responses to Survey Question 5 6
Figure 6:Responses to Survey Question 6 7
Figure 7:Responses to Survey Question 7 7

iii
Executive Summary
Purpose and method of this report
Job training is a fundamental part of employee recruitment and retention at ABC Financial,
Inc. and the organizational principles governing job training have been applied since its
inceptionten years ago. This report will determine the changes that can be implemented in the
job training program used by the organization to facilitate enhanced employee performance.
Both primary and secondary data sources were employedto collect data used to compile the
report.
Findings and conclusions
From the results obtained through employee questionnaires, employees reported job
dissatisfaction, lack of motivation, lack of job-specific skills (lack of ability), and poor
attitude as the factors that lead to their poor job performance.Negative employee perception
of the current training program used was noted,as well as the need for employee involvement
in creating the training programs, and the necessity for frequent job training reviews.Primary
and secondary research made it evident that the use of online training would be the best
method of training delivery. The implementation of an appropriate job training program
would result in high job satisfaction levels, enhanced productivity, and increased competitive
advantage. It is also identified that there are different reasons that can also be responsible for
job dissatisfaction of the employees. These are lack of motivation, poor attitude and
ineffective managers. If the employees are not at all motivated and interested towards their
job role, then it will be difficult to have the maximum outcome from them and managing
their satisfaction level. Moreover, employees will face issues and challenges in working with
their respective job roles due to the reason that they are emotionally not attached in the
workplace. In addition, if the employees are having poor attitude towards their respective job
roles, then it also it will be difficult to enhance their satisfaction level rather negative vibe
will get emerged. The last reason is the mean spitted managers, which refers to the
managerial roles without getting the insights of the employees. If the managers are more
outcomes oriented and practices autocratic roles, then the probability of emergence of
dissatisfaction of the employees will be more. It is also identified in this report that the
Implementation cost would be $10,000 and the yearly maintenance fee would cost between
$500-$1,000.
Recommendations for changes to training program
 Implement a new online job training program and consult employees to establish what
the workforce feels should be included in program.
 Review the training program at least once a year to ensure it remains relevant based
on prevailing market conditions.
 Evaluate the training program each time changes are made to establish its
effectiveness.