Note: Sample below may appear distorted but all corresponding word document files contain proper formattingExcerpt from Essay:
Learning and Development
Business Studies Business Functions Major Subject: Human Resources Requested Essay Subject: Learning Development Please write essay explaining importance aspects training development business. The essay introduction, body paragraphs a conclusion.
Training and development are a major concern for employees in any organization regardless of private or public sector. For a majority of the employees, undergoing training and development are deemed as a source of job security and motivation. The vast majority of organizations have realized the importance of human resource as a driver for the organization's success. Human resources is the largest asset that a company can have and they are the drivers for all organizational goals and objectives. For example, an organization could have the latest technology that would help it reduce its costs, but if does not have competent employees to operate and use the technology it would not be able to meet its goals. This is in comparison to an organization that has no good technology, but has proper human resources who have the requisite knowledge and skills. Well-trained employees are the epitome of development within the organization (Beebe et al., 2012). The employees are charged with driving the organization's objectives, which will determine its success or failure. However, because of the precarious economic environment that businesses operate in now, training and development should be a continuous process. This is essential in ensuring that employees are updated and able to face new challenges. Ultimately, the key goals for any organization are high quality of goods, higher productivity, and greater customer satisfaction, which are fully dependent on the employees.
Difference between training and development
There is a clear distinction between training and development. Training and development might be different processes, but they are inter-linked (Salas et al., 2012). Training is referred to as a short-term process of imparting knowledge and skills to employees. Training consists of an event, and it is not a continuous process. Development refers to a long-term process of employee growth. Development aims at growing an employee in different aspects of their personality and maturity in order for them to reach their potential capabilities. Training is limited in scope because it covers a specific job, but development covers a large area for the purpose of general knowledge. Training objectives are quality of service, organizational climate, productivity improvement, health and safety. The main objectives of development are personal growth with time passage, and job performance.
Training makes a deliberate attempt of improving an employee's skill at a given task. Training will enable an employee be more competent at the performance of their daily tasks. It will include constant application of the acquired knowledge to their daily situations. Training also brings continuous quality improvement in an employee's work. Each employee has some potential within an organization. Development is mainly interested in realizing this potential. However, development is not as specific as training because it is more generalized. The learning opportunities presented to the employees assist them to grow within the organization. Development been a continuous process provides employees with abilities and skills that will be beneficial to the organization in the future.
Benefits of training and development
Employees will always view training and development as a positive endeavor and best way to keep them motivated (Jehanzeb and Bashir, 2012). Development programs provide employees with an opportunity to advance in their careers within the organization. This demonstrates there are many benefits that employees will gain from training and development. Some of the key benefits are uncovering employee potential, increased productivity, reduced confrontation, and lifelong learning. Uncovering employee potential will reveal the true potential of the employees. There are natural leaders or employees with the potential to lead within each organization. Offering employees development programs will allow the organization to uncover some of these employees. The organization can then focus more development programs in order for them to take over in case a manager or leader resigns or retires. Developing employee skills will demonstrate to the employees the organization's willingness to invest in them, which motivates them further.
Offering employees training programs will increase their knowledge and skills, which will in turn increase their productivity. Employees with the correct training and skills will be able to do more and gain confidence in the performance of their duties. Skills development is vital for realization of organizational objectives. Increased productivity will mean the organization can produce more using fewer resources. In case of technological advances, employees should be trained on how to operate the equipment, which will ensure that they can increase their productivity. Training and development initiatives often take place in workshop settings, which ensures that problems are addressed with less confrontation. In a workshop setting, employees can address their problems amicably because each employee will have an opportunity to voice their concerns. Reducing work place confrontation is vital for an organization's success. Confrontations will reduce employee productivity. Having regular workshops for employees will provide them with an opportunity to work cohesively with each other and reduce confrontations. The workshops should not only deal with problems, but should offer employees training on how to handle issues within the organization. Developing employee skills using training and development programs encourages them to continuously learn. The current business environment is ever changing and instilling in the employees a learning culture will ensure they are always willing to conduct research by themselves. Training and development encourages employees to be independent and motivated to develop themselves in different subjects.
Training methods used by Tesco
There are two main methods that are employed by Tesco namely on the job and off the job training. on-the-job training for Tesco uses the following methods shadowing, coaching, job rotation, and mentoring. Off the job training methods used by Tesco are workshops, and audio visual techniques. Job shadowing involves the employee undergoing training following and observing an experienced employee. This is an effective training method because it orients the trainee employee to real-life situations that they will handle every day. Tesco uses this method because it offers its new employees an opportunity to see and participate in the company's daily operations while in training. Actual training is beneficial to the employees as they will learn much faster, and they have an opportunity to ask relevant questions. Job shadowing offers a richer experience to the employee than their job description or informal interview. Coaching is a training and development method where an employee is supported in order for them to reach a specified personal and professional goal. Coaching involves a staff member helping trainees to work and to inspire them in order to find a solution. Coaching is a facilitation method that will assist an employee to increase their awareness, remove internal barriers, unlock their natural abilities, and perform better at their work.
According to Chien (2012) job rotation is a training and development method that assigns employees to different departments over a specified period. This will offer the employees an opportunity to understand how the different departments within the organization operate. Job rotation is not only a training and development method, but can also be used to reduce collusion between employees. Tesco uses this method because it provides employees with an opportunity to experience and increase their knowledge in the different departments. This method ensures that there is business continuity, as many employees are multi-talented and experienced to handle different roles and functions within the organization. Job mentoring refers to the provision of an experienced coach to an employee. The coach will be charged with overseeing the employees training, learning, and development. Tesco used this method because it offers employees a person who can advise and instruct them on how best to perform their duties. The advice offered is not forced, but rather is well phrased in order for the employee snot to resist the advice.
"Training And Development Within An Organization" (2014, August 01) Retrieved October 21, 2016, from http://www.paperdue.com/essay/training-and-development-within-an-organization-190934
"Training And Development Within An Organization" 01 August 2014. Web.21 October. 2016. <http://www.paperdue.com/essay/training-and-development-within-an-organization-190934>
"Training And Development Within An Organization", 01 August 2014, Accessed.21 October. 2016, http://www.paperdue.com/essay/training-and-development-within-an-organization-190934
This does not refer to classified information that private companies will not make public, but only to the data they will release. In other words, the two most important and reliable corporate resources are the company's official website and the company's statements and annual reports. Articles on the internet will also be analyzed as they increase the amount of available information, allowing as such the reader to hear more statements
P., Phillips, J.J., 2008, ROI fundamentals: why and when to measure ROI, John Wiley and Sons 6. Reliability and validity The concepts of reliability and validity are often used as synonymous, yet there are some notable differences between the two terms. At a general level, reliability is understood as the ability of a person, system, group or another construction to function at the adequate parameters and to serve the purposes for which
HRM Training can play an important role in organizational development. Organizational development is understood to be a "planned, organization wide effort to increase organizational effectiveness" (ODN, 2014). Training naturally plays a critical role in this process. De Silva (1997) defines training as "transferring information and knowledge" and equipping employees to put this knowledge into practice. Training therefore is a means of increasing the organization's total knowledge in order to increase its
Training & Development Training Program on Interviewing Skills Training Objectives Training Techniques and Activities Activity I: Mock Interview Activity II: Videos Participant Evaluation Criteria and Methodology Importance of Selected Activities Training and development is an important HR function as it provides basis for growth to the employees in general and organization on the whole in particular. Training programs may vary in their type, contents, audience and duration. Imparting training about interviewing skills is an important objective emerging in
Training and Development Background of the Organization Customer support is the heart and soul of any business. Excellent customer support helps the business to retain the business of old customers, and gain the business of new customers through word of mouth. Offering excellent customer service is the key to business growth and stability. In the area of customer support the importance of training and development cannot be overemphasized. Customer support is directly
Training Development "You need to be pro-active; go and seek knowledge so that you can become a valuable resource to Gulf Air and to Bahrain" Jassim Al Marzooqi, Chief Technical Officer (Marzooqi, as cited in Gulf Air welcomes…, 2009). Communication Counts "You kids need to shut your mouths and pay attention for a change!" "Michael -- if you get up out of your seat one more time, I am going to phone your mother and ask
Such training can be effective, but it depends on the learning style of the trainees. This is an area where training design can be particularly challenging. Many people have different learning styles, so group training is likely more effective with some people and less effective with others. Many people require a more hands-on approach to their training, the result being that they might struggle with classroom training. It is