Organization Diversity HR Organization Education Programs Organization Essay

Excerpt from Essay :

Organization Diversity (HR)

Organization education programs

Organization Education Programs (OEPs) are employee benefit projects offered by numerous employers. OEPs are expected to assist employees manage personal or work related issues that may unfavorably affect their work performance, well-being or health. These programs usually incorporate temporary counseling, career growth and development and referral courses for employees.

Numerous organizations are confronted with the issue of employer retention. It is costly to replace an employer who is lured by other companies. New replacements must be hired, identified and oriented before being trained. It is estimated that it could cost a company two times the salary of an employee who has vacated. Employee turnover can have an unsettling impact on a conglomeration, and it might likewise intensely sway the overall productivity of the conglomeration (Petrie, 2013). This comes to be significantly more basic in organizations which are services oriented like firefighters and law enforcement, in need of highly skilled competence. However, no single response addresses the issue of retaining employees. On the other hand, various businesses have reacted to this issue by introducing employee education Programs in the work environment. These projects educate employees how to achieve their own objectives while remaining productive for the organization. Businesses emphasizing on such programs demonstrate that they retain an excellent number of employees.

Unmistakably, the development of career has advanced from a separate device for individual employee development to a crucial strategic resource for numerous worldwide organizations. When left solely to the individual employee's individual drive, organizations have taken a more dynamic part in their representatives' professions through Organization education programs. In early years, it was expected that each representative needs the same thing in a profession, more often than not an immediate direct path up the organization's ladder (Cawsey, Deszca, Ingols & Cawsey, 2012). On the other hand, profession development is not about excelling, but about becoming the best a person could be and discovering a spot in an organization where they can demonstrate excellence and help achieve the objectives of the organization. Employee career development incorporates vertical aspects such as upward mobility and promotions, besides horizontal movements such as transfers within an organization. Career development is concerned with the essential nature of the relationship of people to their work and representatives to their organizations (Ryan et al. 2012). A clear plan of activity prepares workers for the future and preserves the ability of an organization to meet both existing, as well as future needs.

Seldom is sufficient consideration given to alternative ways reflecting personal employee aspirations, particularly when those longings do no fit the recognizable example of conventional organizational life. Today's workers have extensive demands from their work as far as satisfaction and individual fulfillment. They utilize statements, like self-development and empowerment in communicating their demands. This lets us know much about the modifying face of the working environment in the wake of 21st century (Demiray & Sever, 2011). In the current competitive climate, it is basic that all corporations make a work environment which encourages employee development and growth. It is obvious this might be finished by accomplishing Organization education programs in the working environment. This will improve organizational loyalty around employees, bring elevated amounts of job satisfaction, lower worker turnover, and fewer worker objections.


Quick technological advances have converted each aspect of the working environment. Developments in technology, such as communication and computers, have brought about the need for skilled experts, and this has created issues for numerous business corporations. As a result, these organizations were compelled to contract skilled professionals or fill these positions with untrained staff (Cawsey, Deszca, Ingols & Cawsey, 2012). These innovative developments further stretch the criticalness of having Organization education programs. Workers might have the capacity to make functional career choices based upon the organization's current and future needs. Organization will profit by having the ability to utilize existing personnel to fill new positions.


The intended outcome of Organization education programs is to match the necessities of the worker with those of the organization. Representatives must have the chance to distinguish profession needs and the organization may as well support them in realizing these requirements within organizational substances. Organization education programs do not require expound methodology. The key parts are advising and training. Profession guiding gives an avenue for the representative to survey their career needs. The training segment aids workers in development and advancement by upgrading their information, aptitudes and capabilities in their present work assignments or arranges them for prospective opportunities. Proficient in career specialty and in-service training can achieve this (Kowalski, 2008). Each of these segments is crucial to the accomplishment of the career improvement initiative. Most organization training programs focuses on two key areas; proficiency in-service training and Career-specialty training.

Proficiency in-service training

This aspect of Proficiency in-service training envelopes proficiency within in-service Training. This segment of the employee development initiative must be nearly facilitated with the organization's training deliberations. This benefits both the employees and the organization by keeping them updated on duties and obligations within present work assignments. It likewise permits workers the chance to support those abilities and capacities vital for the job they perform (Smart, 2010).

Subjects of proficiency training should comprise of the aforementioned components of the training program, which have proven to be indigenous to the organization and its operations. This training is work oriented and ordinarily restricted to regions that are crucial to the essential job function. Proficiency in-service training ought to be created and actualized which envelops all stages of training. This will permit representatives to have a reasonable comprehension of the organization's formal training prerequisites, and in addition, show the department's dedication to employee growth and development (Petrie, 2013).

Career-specialty training

This is the final aspect of organization training programs and gives employees the chance to improve abilities, skills and knowledge, necessary to perform work past the base level. It additionally permits representatives the chance to explore new zones of specialization and interest that will upgrade capacities and abilities in specialized jobs. The chance to attend specialty courses offered by other instructions or establishments must be given to all workers (Cawsey, Deszca, Ingols & Cawsey, 2012). This might be effectively incorporated into the training program of the organization. Profession Development Programs improve worker execution and have a positive effect on a conglomeration's general viability. The test confronting numerous organizations today is conquering the conventional perspective of employee career development as a way to develop the best promotable workers. The social shift towards worker empowerment, work diversity, technological advancement, an evolving workforce and new function of managers, are in accordance with the organization training programs initiative.

This change proposes a widened meaning of career development from a traditional thought of climbing up the organization's ladder to encouraging a work atmosphere that fosters challenges, growth and job enrichment. Workers should be capable of taking charge of their individual development. The organization must provide resources required to facilitate the entire process (Smart, 2010).

Nevertheless, besides positive implications, there are negative ones. Organizations facing financial or reconstruction forces might be unconcerned with organizational training programs for their employees. This absence of work security will have an unequivocal effect on representatives. As a result, they will come to be more concerned with survival and less intrigued by the organization education initiatives. Organizations should conquer the negative implications and strive to develop their employees. They must foster a climate that challenges workers and initiate support mechanisms that consider job satisfaction and personal growth (Demiray & Sever, 2011).

The strategy to improving and retaining representatives backed by the existing literature rests in a noticeable organization training program. Organization training programs do not ensure success. Nonetheless, unless organizations aid in the development of their workers, profession advancement will be heedless under the most favorable conditions. After an impressive survey of the existing literature and an examination of the programs in practice, the organization and its employees might benefit from organization training programs (Ford, Sturman & Heaton, 2012).

The Career Specialty Training segment permits workers the chance to upgrade skills, knowledge and capabilities through the participation of specialized training programs. These courses are typically led through formal direction, approved by the industry requirements and offered at local and international establishments of higher education. Employees with a desire to attend these courses must submit a formal request to the human resource manager or supervisor (Petrie, 2013). The worker's request and justification must be submitted to the head of the organization for last endorsement. Profession Counseling is also a vital aspect of employee career development and is a standout amongst the most vital in an organization training program. It is the basis from which current and prospective training necessities might be recognized for both the employees and the organization. Such individualized exploration of employees' objectives and desires will guarantee commonality exists between employees's and organizational needs (Ryan et al. 2012). The sought outcome is a more efficient organization, staffed with workers who are both productive and show the desire to retain their jobs within…

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