Apprentice Program
Challenge of Managing an Effective Apprentice Program
Abstract
Challenge of Managing an Effective Apprentice Program
Training and development are an essential part of workplace competencies and present various challenges that a Leader must meet. Increasing the productivity of the people working for an organization is an important management duty. One of the objectives of training, development, and mentoring programs is a resulting increase in productivity and this is affected by the Manager who is assigned to the task.
The appropriate training program can lower training costs and the training time. The right management approach and resource management can make training work smoothly and the apprentice’s experience a positive one. The right process can make training run smoothly, efficiently, and make progress tracking easy and quickly.
Mentoring is a powerful form of job training and can contribute experience, skills, and wisdom to a mentored employee. The right Manager can increase and expand employee development through mentorship management. Mentoring, whether with a manager or another experienced employee, is a key in employee development within an organization.
A training program must balance the need to provide the proper level of training against organizational constraints. Too much training is a waste of resources. Too little training could damage an organization's competitive position. Managers must determine the adequate training that allows companies to develop employee potential, help existing employees grow in their abilities, and increase organization assets and employee value.
Rapid changes in technology, corporate initiatives and programs can make it difficult to distribute information. An adequately prepared Manager can deliver training before employees are affected by new information and new skills requirements. Once an established mentoring system is in place it can allow Managers to distribute
Abstract
Challenge of Managing an Effective Apprentice Program
Training and development are an essential part of workplace competencies and present various challenges that a Leader must meet. Increasing the productivity of the people working for an organization is an important management duty. One of the objectives of training, development, and mentoring programs is a resulting increase in productivity and this is affected by the Manager who is assigned to the task.
The appropriate training program can lower training costs and the training time. The right management approach and resource management can make training work smoothly and the apprentice’s experience a positive one. The right process can make training run smoothly, efficiently, and make progress tracking easy and quickly.
Mentoring is a powerful form of job training and can contribute experience, skills, and wisdom to a mentored employee. The right Manager can increase and expand employee development through mentorship management. Mentoring, whether with a manager or another experienced employee, is a key in employee development within an organization.
A training program must balance the need to provide the proper level of training against organizational constraints. Too much training is a waste of resources. Too little training could damage an organization's competitive position. Managers must determine the adequate training that allows companies to develop employee potential, help existing employees grow in their abilities, and increase organization assets and employee value.
Rapid changes in technology, corporate initiatives and programs can make it difficult to distribute information. An adequately prepared Manager can deliver training before employees are affected by new information and new skills requirements. Once an established mentoring system is in place it can allow Managers to distribute