Employee Training and Career Development Paper

Training for employees on key areas are the foundation for well-prepared workforce and will lead to a stable structured organization. The main objective of this type of training is to help to illustrate the importance of training and why achieving the proposed goals is so important for the success not only of the employee but of the entire company.

Training and Development enhances the organizations structure and has different approaches to learning and development skill which is an important, strategies that reflects the approach of strong employee and potential candidates’ growth within an organization. Everyone is different and learns in a different manner. Organizations want to invest in top candidates who retain information in order to offer advancement opportunities.

When a company is hiring new people I am sure we would all like to think that, ok I am hiring an adult he/she will and should know what to do if ever crunched in any bad situation. That cannot and should not be assumed. Proper training is vital for any company. The training of employees is important and crucial for any company, simply because it majorly contributes to the success or failure of the company. Training is important for managers, current employees and new employees. Although, employees may argue that training is a waste of time it is important to stay on top of everything and always remain prepared for any situation. Continually training and updating within a company is important because it keeps employees up to date on many things such as the use of new technology, technology is forever evolving. Training is an opportunity to introduce and implement new company policies, rule and regulations. Training creates and offers a safe working environment for all employees and managers. It also creates opportunities for personal growth, promotional opportunities and overall a healthy work environment. Furthermore, training is the key ingredient to a company staying on the edge when it comes to its competition.

By training their employee’s it could give them a chance to experience any situations they might not be confident in.

These simulations have decision making games, role play games, and case studies (DeCenzo & Robbins, 2007). The advantages to using simulation is that organization can design a virtual work environment that is based on real managerial situation and has no effect on cost because poor performance. Outdoor training is centered on teamwork. This method is most effective in the wilderness, where employees are put through several challenges. Organization want to know how employees will react in stressful situations. The advantages to outdoor training is that employees are forced to build relationships, trust, and work together.

Training is one of the most persistent methods for enhancing the productivity of individuals and community organizational goals to new personnel. A training evaluation measures specific outcomes or criteria to determine the benefits of the program. In order to determine the effectiveness of the program an evaluation must be conducted. Companies invest in training because learning creates knowledge; often it is this knowledge that distinguishes successful companies and employees from those who are not. While there are various ways to evaluate the effectiveness of learning within an organization, most methods tend to fall somewhere into the range of evaluation techniques making up the Kirkpatrick model.

“Training is the systematic process of altering the behavior of employees in a direction that will achieve organization goals. Training is related to present job skills and abilities. It has a current orientation and helps employees’ master specific skills and abilities needed to be successful “(Ivancevich & Konopaske, 2013, p. 395).

The more training given to employees, the more committed they will be to the organization. Effective training program can lead to greater employee commitment and less employee turnover and hence more stable workforce.

These help acquire knowledge and develop their conceptual and analytical abilities. Through the development of training and technology this type of development is not just offered off-the-job but through distant learning. Simulations are artificial environment that attempts to closely mirror a real problem. Case studies have become popular because these can take real situations that have accrued and attempt to find the right solution that fit the problem. Case studies help develop discussions among the group and help let people defend their reason for finding that solution. Another form of simulations are decision games and role-playing, this puts people in the same place as the problem. When using a computer to decide this decision, they can see what happens with the decision they chose without seeing the reactions of actual people. Role playing lets people act these problems out and deal with people. This lets people put their words to action and find how their actions can affect those around them. This type of development method allows people to simulate the situation, see how deal with certain situations and how the decision chosen can turn out. Outdoor training is the last development method. This method can sometimes be referred to as wilderness or survival training. The importance of this training is work as a team player; it involves some physical and emotional challenges. This helps see how certain employees will handle certain situations and help employees

The benefits of training are multiple and thus, increase the trust for employees which make them feel comfort and assurance within the organization and also can do his best. While existing skills are developed and also learning further skills which help them to develop their career and to be promoted faster in the hierarchy of positions. The training can also increase the productivity of the organization which achieve the aims and objectives of the company

So, training is very necessary for the growth of the organization. Man, Machine and material are the main capital of the organization. (Ropesh 1959). An organization works because of man working over there. These men need to learn about the work they have to perform. Training is the key part of learning. Training has gained a lot of attraction by the researchers. Like, Gordon 1992, Beardwell, Holden & Claydon 2004 etc. has done much research on the topic of training and development. Training is a type of education and a trainer is not less than a teacher.

It has rightly been said, employee development is the key to organizational sustainable development. Organizations must have employees who are able to quickly adapt to an increasingly-changing world market. Author recommended Companies need to invest in on-going employee training and development in order to both keep employees and be successful. Training enhance employees’ initiative and quality of work, thereby assisting them to be more dedicated to achieving the organizational goals and objectives and in turn enhancing employees’ effectiveness within the organization.

There is momentous discussion between scholars and professionals that training and development program has effective impact on objectives of employee and organizations. Some of the scholars suggest that training opportunities increase in high employee turnover whereas the other claimed that training is an instrument,

One type of training can involve teaching an employee how to operate a machine or to learn certain skill sets that are part of a smaller focus in the training process. This localized and short-term developmental training process can help increase productivity for the employee within a certain field of focus. The focus on employee development typically involves the short-term training for specific tasks or operational procedures that can benefit the production output of the company. In many cases, employee training might simply involve smaller training procedures, such as learning how to operate a machine or perform a certain function in a departmental setting. HR personnel can effectively train the employee to understand the specific expectations of performance, which need to be enacted. In a different mode, another type of employee development might be to train a talented employee to become a manger, which would entail utilizing a “career development” strategy to educate and teach the individual managerial skills. These skill sets provide a broader and more long-term training that defines a leadership style of training. For instance, an HR trainer might view a particular employee as being able to grasp leadership skills, which go outside of their specific training in a specific field of development.

Classroom or instructor led training is one of the most popular methods used. It is allows for instructors to interact with participants in a non-threatening environment. A trainer is the subject expert and will be able to handle any concerns and questions right away and, as a specialist, can share the benefit of their years of experience. People generally learn better from other people, and are able to retain this