Essay about Training and Development

The success of any organisation inevitably depends very largely on the staff it employs. It is necessary to ensure an adequate supply of staff members that are technically and socially competent, and capable of career advancement into specialist departments or management positions. There is therefore a continual need for the process of staff learning and development, and training fulfils an important part of this process (Mullins, 2007).

Training and development imply changes, particularly changes in knowledge, skills, attitudes, or social behaviors, and although many strategies exist for effecting change, training and development are common and important ones. Organizations exist everywhere and with each organization it has its own set of objectives to function effectively. To have an organization function effectively, the organization must subdivide its overall objectives into various jobs. Jobs differ in their requirements, similarly, people differ in aptitudes, abilities, and interests, and along many other dimensions. Faced with such variability in jobs and their requirements on the one hand, and with people and his or her individual

Most organizations do not follow-up on the benefits of training as regards staff performance. As a result of this they don’t take training and development as an important factor in organizational growth and survival. Most manages do not know how to assess the return on investment in training, nor are they equipped with the necessary management tools to monitor the decision making process of such investment. It has been discovered that training and development budget is the first cut when the organization is faced with difficulties because most of them are of the opinion that investment in the area of training and development is not linked to the bottom line of the business. Globalization and rapid technological development has changed the conditions for companies and increased competition in the world markets. The quality of a company’s human resources is the key driver for sustained top-level performance. It has become crucial to continually invest in human resource development in order to guarantee success in the global market. As earlier said, managers engage in minimal training thereby not giving quality training to their employees, this in turn affects the overall outcome of the training and the performance of the staff. Most organizations that have a competitive image see more reasons to train their workers than those who are on the lower rung of the ladder of recognition, but training and development is still needed to create a niche. In the light of the above,

Provide information about the relationship between training and employee performance. It is clear that once staff is trained, their capacity to deliver in the different job functions improves. It is also true that on certain occasions, training may not achieve the desired goals and objectives for the organization. As such, the study will go an extra mile to examining the impact of training on employee performance. According to Stone (2002), training plays an important role in achieving organizational objectives for it ensures that the interests of the employees and the organization are taken into consideration.

The question appears to make assumptions that some organisations and individuals are reluctant to invest in training despite the fact that there are some obvious benefits for both firms and employees with training and development. This essay will explain the meaning of training and development, highlight the positive impacts that training and development have on the performance of employees and organisations, as well as the reason both employees and firms are reluctant to investing in it. Some authors have argued that there is little or no difference between training and

Mastery, according to Pink (2009) and my interpretation, can substitute training and development to some extent. Mastery is an intrinsic desire to grow, learn, or perfect an area. In mastering a job, people are resourceful and perform research. Researching, reading, and reviewing examples can replace training. For example, in the late 1990’s I was forced into managing an apartment complex having no knowledge in the field. Through research and reading, I was able to become an expert in the field, develop forms, create a procedures manual, and later trained others on managing apartments with all the corresponding rules, regulations and procedures required.

Training and development programs are introduced to organizations to improve the knowledge, skills, and abilities of employees. In addition, development and training programs are essential for an organization to successfully train and educate their employees. The quality and variety of the training companies provide is key for motivation. Reasons for training range from new-hire training about your operation to introducing a new concept to a workgroup. Quality training and development programs are essential in keeping the staff motivated about learning new concepts and keeping the department profitable.

Training is the way for manager to improve their employees. During working for company, there are many things have to equip to employees for working better. Companies can reap the rewards of providing training for their employees because well-trained workers help increase productivity and profits. Investing in employee training should improve worker retention rates, customer satisfaction and creativity for new product ideas. Effective training saves labor by reducing time spent on problem-solving and saves money in the long run by producing a better workforce.

Training and development are activities organizations use to increase the performance of its employees. Organizations use new techniques and knowledge to improve the attitudes, skills, and techniques of the employees in order to improve daily responsibilities. Training and development are essential to every field in the business industry. Training and development are required to be successful in the business environment. Employees are able to keep up with trends and technology as they change. Training and development has positive effects that impact the success of organizations. Employees adapt to new technologies, employee morale and motivation is increased, productivity and efficiency is increased, and decreases liability.

Benjamin franklin once said “An investment in knowledge pays the best interest”. Training is not something that is optional in a company, training is absolutely vital part of a company’s long term investment and growth strategy. Some things companies should think about when considering training and growing a company are the way technological advancements change the way organizations deliver training to employees, the advantages an organization can benefit from by having an effective training program. Organization leaders should also consider the importance of global perspective, and the various types of analysis used to determine organizational training needs. training can also help an organization accomplish strategic goals. When creating

Training is one of the mediations of human resource development process for cultivating competency, and for the critical goal of raising the standard of an organization’s performance. Training programs are focused on developing activities, that are appropriate and applicable to guarantee the success of an organization’s needs. Identifying of training needs hold the key to the attainment of any training program. Based on training need assessments, training programs are prepared as a answer to the development requirements. Training is an important part of all businesses, in a case where the value and people potential is to be exploited. Training is a procedure that entails the acquirement of knowledge, sharpening of rules skills, concepts, or changing of behaviors and attitudes to develop the performance of the employees Fitzgerald (2002). According to McNamara, training is mentioned as an educational event, he added that training comprises of learning and presentation of content as a way of facilitating skill development while improving workplace behaviors. Further, learning is seen to be a lifelong procedure that transforms experience and information into behaviors, knowledge, attitudes and skills. Training is also defined as a procedure in which experience results in behavior takes a new direction (Rogers, 2003).

TRAINING AND DEVELOPMENT: - Training and Development is defined as, “The systematic collection of expressive and critical information to make fruitful and efficient training and development decisions related to the selection, adoption value and modification of various instructional activities.”

Preparing: This action is both centered upon, and assessed against, the occupation that an individual right now holds.

Encourage employees to lifelong learning, constantly absorbing new knowledge and enhance their professional skills, their talents, through continuous improvement and learning, get more rapid growth and promotion,

Training can be defined as a process which brings an employee to an acceptable and decided standard of talent and skills through teaching and making them learn via guidance. Training helps the employee to perform the task better by gaining the required knowledge, skills and attitudes. Training enhances the understanding of employees; and gives them a scope to analyze and explore their own present knowledge and abilities. Training is a participative process in which participation takes place between the trainer and the trainee. Trainer is an expert and can impart knowledge whereas trainee is the learner to whom knowledge will be imparted. Both the