The emerging trends in workforce demography of any organizations are fundamental to determining the future of employee training. Hiring and training of employees significantly determines the success and future progress of any organization (Bradley, 2011). There is a difference between hiring and training processes. While an employer may hire qualified workers, it is not what the curriculum vitae is written which makes them produce results, but rather the kind of training and skills they have. A person may be good in passing tests, but when it gets to actual work, they cannot produce results. Therefore, in this line of thinking, the human resource department of every organization should set its concentration on the trends of employee training if better results are expected.
Employee training is a significant factor in management of an organization. Newly hired employees need to be accustomed to the culture and expectation of the organization (Bradley, 2011). It'd important to train the experienced employees who have been in the organization for long too since there are new changes in the field every day. They need to be shown how to adapt to these emerging trends in order to adapt to the technological and policy changes hence increasing their trust and motivation to work. Moreover, with the current daily changes and developments in the markets, it is essential to keep the workers flexible so as not to inconvenience the operations of the organization due to inadequate or incompetent workforce.
Most organizations as they release their yearly operational results attribute their marked improvement to success over occupational ineffectiveness. Overcoming employee wastage of resources and time and making full use of every potential they have helps greatly reduce the operating bills. Most organizations use various training approaches to curb this problem.
Learning is a process that takes place throughout every life time (Ashar, Ghafoor, Munir & Hafeez, 2013). Sometimes it happens so unconsciously without notice that we have been in class. If, there occurs a situation that makes a person have experience as the basis for deciding to or not to do something, this is incidental learning. When the person takes on in a certain activity with an aim of knowing something new, that is called intentional learning. Employee training is a process that takes place fully with the intention of gaining knowledge.
There are various components that determine employee training and learning process success. It is significant to note that workers are adults hence should not be approached as children in class. To begin with, for employee training to be successful for the organization, the goals for the training program have to be well defined. The employees need to realize what the aim of the program is and how they will benefit from the process. As much as the objectives are set by administration, employees need to feel that they are part of the program. Employees should be fully involved in deciding what skills and knowledge to acquire.
The best approach to learning for the workforce is always a practical, problem oriented approach with examples (Ashar et al., 2013). This helps the worker attain self-confidence in tackling the issue in case they ever come across it in their line of work. Uses of learning activities come in handy to successful training. When an individual learns by participating in the session, it is hard for that person to forget what they again from that activity. Where the employees have stayed in the field for a considerable time, they usually have some experience of the expectations of the organization. Hence training in this case is quite simplified since this base knowledge serves as a resource for newer ideas and thus they are able to upgrade easily. Moreover, their experience may help a lot to the learning process of the newer members of the organization to help them adapt. It is also important that there is consistency in the material being taught with the previous learning experience. This avoids conflict and confusion due to abrupt changes in the system of the organization. As workers learn, they should be given a chance to apply what they have gained. Furthermore, the environment of learning should be supportive and quite informal so as to create minimal tension for the employees (Ashar et al., 2013). The individuals in question are adults hence should be treated with respect, and lastly, the training should be accompanied by the assurance that it will cater for the self-esteem of the individuals.
The training process of employees is a duty of the organization (Ashar et al., 2013). The development of employees is an initiative of both the employee and the managing authority of the institution. It is the work of management to avail the resources and environment to support growth and development of the worker. Thus, the management has to give a clearly crafted work description, since this is the basis of employee training and development. The employees are trained so as to meet the criteria stated in their employment description. If the job expectations are unclear, the training objective may not be achieved.
The supervisor of the employees is bestowed with the responsibility of giving the workers basic training for competence in the job. Since he or she is in direct contact with the workers, he makes first hand observations of the employees hence knows what is best to give to which worker. In defining the training sessions, it is important for the organization to establish the skills, understanding and abilities that it will require in the future. It should have a vision of the long-term goals and implication of these objectives on the employee development. This should shape the training content and staff should be well involved.
It is also the organization's duty to look for opportunities from the daily activities that may be used for employee's education (Bradley, 2011). Past occurrences in the organization form good cases for practical learning opportunity. It is important also for the organization to let employee know the process of development and encourage them to form personal development strategy. The individual plan is usually based on personal needs of the worker, the job position held and the organization type. Identifying the requirements of job position held is a good starting point for a personal development plan. Personal goals that the employee wants to attain in their career are also significant to consider. The organization should hence give due support to employees once they identify learning process that poses them as assets to the organization either in the present or future.
The importance of training is quite clear for every organization. However, there are implications that are associated with this process. With the various factors in the market, there are future trends that are going to influence the field. Some of these factors include massive total spending on training services for organizations. Due to the rising demand for better services in the market, there is a need for every institution to have the best qualified workers to provide the best services hence, have a competitive advantage. As a result, employee training has become a very expensive process (Ashar et al., 2013). Organizations are spending a lot of input in terms of funds and time. This much as it is good for the company, it may also have some negative impacts in the future of the organization. The more expensive training becomes, the more expenditure for organization goes to training. This may impact overall company gains negatively. This spending habit will serve to favor the big established organizations while the small independent organizations will remain struggling.
The employee training departments remain to be the largest gainers. As a result of more demand for training activities and facilities, the expert training contractors will have a lot of work (Sanjeevkumar & Yanan, 2011). Thus, it is evident that there will be more opportunities for employee training and also more training experts. It will hence become easy to access employee training opportunities and facilities. With more training, the expectation is that there will be more job opportunities hence positively influencing employee training.
Use of selective outsourcing is expected to grow over the use of comprehensive training processes. The use of external trainers to train employees on only a few selected items is expected to be the major thing. This is because many organizations are viewing comprehensive outsourcing as expensive and unnecessary. The organizations want their employees to be trained only on certain topics s such as information technology. This will help cut costs and also minimize the risk associated with committing to long-term objectives. However, this may negatively impact the organization since selective training may not cater for all needs of the employee training. Some topics are interrelated; this training may not favor the employer or employee in the long run.
Training currently is based on the leader providing the logistics of the program. This approach whose major characteristic is creating curriculums, scheduling events and…