Training And Development Within An Organization Essay

Length: 5 pages Sources: 4 Subject: Careers Type: Essay Paper: #86471483 Related Topics: Training, Personal Training, Professional Development Plan, Business Continuity
Excerpt 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


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.



Sources Used in Documents:


BEEBE, S.A., MOTTET, T.P. & ROACH, K.D. 2012. Training & Development, Pearson Higher Ed.

CHIEN, I.-L. 2012. The Effect of Individual Development Plan and Job Rotation on Job Satisfaction -- the Moderation Role of Supervisor's support and Personal Growth Need.

JEHANZEB, K. & BASHIR, N.A. 2012. Training And Development Program and Its Benefits to Employees and Organizations: A Conceptual Study. Far East Journal of Psychology and Business, 9, 58-71.

SALAS, E., TANNENBAUM, S.I., KRAIGER, K. & SMITH-JENTSCH, K.A. 2012. The science of training and development in organizations: What matters in practice. Psychological science in the public interest, 13, 74-101.

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