The effects of training and development on the people who work in a given organization

The effects of training and development on the people who work in a given organization

Introduction

The human resource manager department requires training and management because they play a very important role in ensuring that employees accomplish helpfulness and elevated points of recital. These two components allow recognition of skills and role of improvements which are required for any given job. As a result of changes in technology and design of jobs which are accompanied by increasing needs of the organization that are based on knowledge know how, training and development are very vital in the human resource department. Training and development is identified through assessments, jobs analyzing and tasks which determine objectives of training and development. It also deals with coming up with objectives that are relevant, developing trainings that are effective and designing of development programs by use of diverse methods. However, training and development activities are executed and programs are evaluated to determine their effects in the operation of the business.

The purpose of training and development traditionally was to ensure that workers carry out their jobs in an effective way. In the current days, there are changes in the environment of business. The company has to be innovative so as to withstand pressure from other companies and stay ahead of competition. According to 2006 SHRM workplace Forecast, continued learning has overarched the trend of societal needs. This is an indication that organizations must put most of their emphasis on learning as a social responsibility which ensures that they are competitive in the world wide market.

Training and development is the process of being equipped with skills, knowledge and abilities which are needed to perform a specific task. It is accompanied by a number of broader benefits to both the employer and the employee. For a company to meet the current and future demands of the market, training and development comprises a wider range of learning actions. They range from sharing of knowledge and training for tasks to development of career and provision of improved customer services. This improves the effectiveness of individuals and the organization.

Business goals and objectives of an organization are directly promoted when training and development are strategically used. The company is supposed to evaluate its market position and identify the talent knowledge and skills in order for it to compete well in the market. The function of training and development is carried out by human resource department.

Training is advocated for because the competence of employees can not only be measured by use of knowledge that they acquire while in higher institutes of learning. Education only provides skills which are basic which prepares one for work but it does not necessarily foretell how employees will behave while at place of work. The human resource department develops skills and knowledge of employees while and place of work.

Workers from the department of finance are always against training because it is costly. The organization is supposed to concentrate on training goals which targets to increase the levels of profits. The obligations of the employee after completing the training are clearly defined by a training policy. The obligations are supposed to accomplish the goals that were set during the training process.

The human resource department is supposed to initiate training programs. They are supposed be planned carefully and aim at proper utilization of resources. The focus is not only to develop competence of workers but also aim at improving values and attitudes. At the end of the training, initiatives of the management have to change and their endeavors that are to develop potentials of employees in order to add value to organization and community where they belong.

Technology is very fundamental platform that is required for training. The use technology in training has been on increase because of a number of factors. Technology cost decrease, extensive use of World Wide Web, significant saving of travel, housing and food costs, the ability to develop different elements into programs with the intend to improve learning environment and many others are among the reasons which have greatly influence the use of technology.

It is costly to use international assignments. To deal with this problem, a lot of companies are now focusing on task forces and global project teams. The use of international setting enables companies to share ideas and solutions which concern their business operations. The use of this mechanism enables the employees to develop the ability of thinking globally. Global mindset is developed by use of effective training. The method of training is not important but what one has to understand is that global mindset aims at balancing views which are perceived to varying.

Problem statement

It has been reveled that significant efforts are being applied by the human resource manager department so as to improve the functionality of companies. Relevant and complimentary programs of training are used during the change of periods in both settings. The training value as applied by the human resource management intervention strategy seems to be of limited value is cutting down the resistance of employees to the substantive and suggested change. It is urged that training system that is developed well is a very vital component in the current development and growth of corporations which are successful and this implies that training and development is an essential part as much as changes in the organization are concerned. Training that is relevant is among the many enabling factors that are supposed to be provided when changes take place. Training is not supposed to be used as the only strategy of intervention. At times employers and mangers tend to resist towards the changes that the proposed and their management skills should accurately diagnose potential and entrenched resistance. The method which is more appropriate has to be chosen so as to overcome the resistance that arises.

Purpose of the study

It focuses on the effects of training and development on the people who work in a given organization. When employees gain knowledge and skills it is good for themselves and the organization too. The will be improved performance of the organization, quality management, proper satisfaction of customers and proper control implying that the profits will increase.

Training is carried out on the employees so as to improve their performance, boost the morale. Health and effectiveness of the organization is increased implying that the productivity of the business increases. Further, training is very vital to the organization because it improves quality of the products thus ensuring that customers are satisfied in delivery of products.

During training programs, indirect and direct costs are realized. Some of direct costs include; benefits and salaries which employees get while undergoing the training, travel allowances and program materials. Indirect costs consist of general office distribution, travel and expenses which are not billed to one program and salaries and benefits of staff which do not relate to one program.

It aims at coming up with innovative mechanisms within the organization. This is easily realized because great advances which are being felt in the technology sector. As a result of new technology, smart products are developed which aids the employees to exercise their duties in a better way, such as enhanced customer service. With continued use of virtual work arrangements, virtual knowledge is connected by technology for people who are fond in different geographical locations.

Employees are trained so as to be able compete well in the current global business environment which is commonly referred to as global mindset. Global mindset is an attitude through which a person balances the needs which are competing in the international management process with functional priorities of the business. It is achieved when consistent and clear communication is observed within the organization. It goes beyond the vision statement of the organization and it shows how the firm makes and implements strategic goals and judgments.

Goal of the study

There is the employee relations strategy which is supposed to come up with policies, procedures and systems. They are supposed to maximize the degree to which the management and employees will co-operate for their success. The causes and effects of unnecessary conflicts are minimized. It focuses on streamlining mutuality, humanizing relations and maintaining regulations and measures that are in charge of administration and debate of matters which affect the employees of a given company. It also constitutes union recognition strategies and for any bargaining arrangements which are collective. Further, it covers negotiations strategies and that of engaging employees in the issues of the company and also communicating to them the information that concern the performance of the company and its prospect tactics.

It also aims at improving the capacity of the organization to deal with internal and outer dealings and performance. There is improved leadership style, enhanced ability to deal with all forms of problems within an organization, skills in handling conflicts which are destructive, more effective communication, higher levels of trust and corporation has to exist among members of the organization. It comes up with a supportive environment which is capable of gaining development and accomplishments which are of higher levels.

It aims at ensuing that individuals realize their personal goals which in turn they use to contribute to the organization. The sole objective of the organization is achieved by ensuring that individuals are more effective. Further, it ensures that the organization has social and ethical responsibilities that will deal with needs and challenges that affect the society at large. Lastly, it focuses on ensuring that the department makes its contributions that are needed by the organization.

The importance that is realized by use of mindset has enabled the human resource department to focus on strategic value of training and development by coming up with employment chances that are based on proper utilization of global mindset. This is achieved by letting the management know full information that relate to global mindset and competitive advantage that are witnessed in the marketplace.

Significance of the study on training

Significance role of the study on the effect of training on employees will help cultivate best possible utilization of human resources. For instance, training and development activities for an organization results in optimal engagement of human resource, which in return catapults the employee to attain the company’s objectives in addition to meeting personal schedules.

According to Gupta (1999), there is need of assessing training since a considerable number of organizational and individual training needs might not be as clearly definite as others. However, training needs appear to be obvious and therefore requires appropriate choice on methods which will meet these varying needs. Most training needs might not be as obvious. This then requires that there should be an established assessment to examine these trainings. This assessment is the most used examining tool applied by HRD experts in most workplaces. The needs examiners help to evaluate and indicate when training should be applied and when it is not appropriate. This assessment makes sure that projected training have worth and relevance to those undergoing training session.

In developing of human resources training and development, an organization helps to establish a chance and wide range of human resource structure that has improved technical and behavioral capacities within the organization. Furthermore, this results to affect employees positively by enhancing both individual and collective growth.

Another important aspect in organizations developing skills among its employees through training and development programs help to improve skills and knowledge therefore raising the output of employees in every given area of the workforce. In addition, it increases human intellect abilities as well as the general character of employees.

Productivity: training and development facilitates increased capacity of productivity in the employees which in return helps the company to realize and achieve its long-term objectives.

Team spirit: Training and development facilitates the inculcating the sense of team spirit, team work, and inter-team interactions. In addition, training and development of employees provides them with inculcating the determination to learn new skills and abilities.

Organization Culture: through training and Development there is improved effectiveness and organizational health culture. This tremendously improves and builds up the level of creating learning character within the company.

Organization Climate: training and development cultivates positive feeling and perception in the organization climate. This training and development in the organization climate helps workers of all levels including peers, subordinates and managers to establish coherent interaction.

Quality: training and development also facilitates in bettering upon the quality of work as well as work-life.

Healthy work environment: training and development facilitates the creation a healthy working condition and environment. Besides, helps to establish good employee, relationship thereby the individual’s aims aligns with the company’s objectives.

Health and Safety: through training and Development, the health and safety of employees is improved therefore causing the organization to prevent obsolescence.

Morale: another area that receives improvement is the morale. Training and Development boost and improves the morale of the whole team.

Image: the corporate image of the organization is also improved through training and development of the work force. Training and Development helps in building motivation, leadership skills, better attitudes, loyalty, and other features that are displayed by successful employees and managers.

Profitability: there are increased returns that profit the organization through training and development. This therefore leads to improved positive attitudes among employees and the organization towards profit orientation engagements.

Benefits and effects of continued analytical assessment in organization

Continuous Analytics offers employees with access to help apply the organization’s analytic approach within the firm. Such analytical service is intended for organizations that have already implemented their modules and which want to retain access to its business and team of analytic experts. This program is usually designed to further the employee’s knowledge within the organization so as to review methodology and tools, as well as to offer visibility into a company’s Best Practices around its relevant structures and undertakings within the law. Through these continuous analytical assessments the organization can acknowledge that there are various ways of interactions between its employees and the organization. This assessment also provides to the broader organization structure to gain insight into the most revered practices for their organization.  For instance, a constituted system of group examination brings together a collection of services that, over the course of the year, will reflect a holistic overview into the application and uses of the organization’s content to maximize returns on individual’s investment. This type of continued analysis offers employees with insights to an organization team of consultants and in return helps the employees within the content of their organization. This service is established for organizations who have already applied organizations modules as well as those that would want to retain access to business consultants’ and team of analytic experts. Training and development programs have been specifically constituted to further the knowledge of employees of organizations’ features, as well as to offer visibility.