Importance Of Workplace Training And Development Programs For Employees

Significance of Workplace Training and Development Programs

Question:

Discuss about the Human Resource for Role of Training Process.

Workplace training is helpful in expanding the skills and knowledge base of the employees within the organization. Training is the important function of human resource management related to the activity of company for improving the performance of the employees. Training is also used to enhance the performance of the employers in order to meet the future expectations. Training is an important function of HRM. The key objective of training is to enhance and acquire knowledge, skills and attitude towards the job role (Abbad & Ferreira, 2012). This is one of the most essential motivators that can lead short-term as well as long-term remunerations for the employees and organizations. This report identifies the most significant force of in the workplace. Along with this, the report will also select an area in which training program is required. A project plan is also provided about developing the process.

There are number of significant forces that may impact on the working and learning process within the organization. Those forces include increased value placed on tangible assets, sustainability, focus on link to organizational strategy, globalization, and human capital, attracting and holding talent, customer service and excellence focus, varying demographics, technology, high performance models of work systems and financial transforms. One of the most significant forces of training is attracting and retaining talent within the organization. The reason of selecting this force is that employee retention is an attempt by the organization to keep the employees in the workforce. The efforts at the employee retention must be targeted at the contributing employees who enhance the value in the company. Employee retention is the important characteristic for every company in terms of competitive benefits as human resource is the most important advantage of current world. In order to get proficient and retain capable human capital is not an easy task for the organizations. So, organization is using various HR techniques for the retention of employees i.e. employee training and development process (Reed & Vakola, 2006).

In the era of technological advancement and development, training has become essential for each organization in order to uphold in the international market. Training can be described as the considered involvement that is designed to improve the performance of employees in the job role. Along with this, by the training process, survival of the company is possible. Training is a practical education by which skills and knowledge can be developed in the employees. This is basically associated to current job role and the continuing circumstances. In order to retain the employees, efficient counselor is required in the organization as by him, the best shift of the training is feasible. Basically, employees suppose superior liability in the job after the training process and in such circumstances, retention can be enhanced. Training is positively associated to discharge rate as organization initiate training program to develop the skills in lower skilled employees. On the job role training has impact on the salaries of the employees positively (Ling, Qing & Shen, 2014). The training program enhances the employee retention by various ways those are discussed below:

Key Drivers for Employee Retention and Leadership Development

Training makes employees feel empowered within the organization. When the organization enhances the training programs, it makes the employees feel like better professionals. They feel confident and empowered to handle the tasks in their job role. All these developments lead to enhanced retention rates in the organization.

Training programs are one of the important elements to realize the job satisfaction of employees. Training is helpful for the staff in improving their skills and improving their value in the firm. High level of job satisfaction means high level of retention rate in the organization.

By the effective training programs, employees are able to acquire new skills and expertise. Many of the employees are willing to stay and attend the training programs so that they can achieve their organizational goals. Training is beneficial for them in a better position to manage tasks. Employees can save the cost company incurred in hiring and training another person by joining the training programs (Zheng & Hyland, 2007).

In an organization, there are various areas in which needs training sessions. For the discussion, the selected area for the training program is development of management and leadership skills. Leadership is the process that focuses on influencing others. The systematic development of leader is the key to long-term success of the organization. Development of leadership skills can be costly in terms of time and monetary outlets. In a leader, there should be some traits like proactive, flexible, strategic, and adaptive at competitive position and culturally competent (Nfila, 2005).

In the organization, leaders deal with the rapid changes in terms of globalization, politics, new technologies, environment changes, key values, attitudes and beliefs in order to implement positive changes within the organization. HR managers consider the leadership development as the important human capital challenge now and for future. The organizations are taking systematic approach in order to develop leadership and management skills within the employees. Organizations with the strong leadership development practices have high success in terms of customer satisfaction, revenue, market share and profit (Parris & Peachey, 2013). Leadership development includes formal and informal training and development programs in order to expand management and leadership programs. For being effective, leadership development should be approached holistically. In order to provide effective training, it is important to understand the importance of leadership, direct and indirect cost incurred in leadership development and ways to measure leadership (Jacqueline & Maria, 2006).

Leadership development includes various perform that are necessary for capitalizing on the prospective of the organization in terms of human resources and development opportunities. The reason for choosing the area of ‘leadership development’ is that leadership is an essential and key factor for the success of any organization. There are some factors that show the importance of leadership development within an organization:

• Recognition is more important as compared to financial rewards for the employees. It means leaders can enhance positive culture and develop the organization for long team. So, this increases the importance of leadership development.
• Effective leadership is the reason for the employee satisfaction in the organization. So, in order to keep the organization productive,, there is the need of trained leaders. Thus, the leadership development is accountable for the employees’ satisfaction (Northouse, 2015).
• Organizations are focusing on leadership development from all the levels. Leaders is today’s business culture are able to analyze the efficiency and human needs within the organization.
• Leadership development has impact on the success of the organization as compared to the culture of innovation of the organization. That is the reason, development of leadership skills is important for the success of the organization.
• Development of leadership skills provides the organizations the opportunities to mentor and coach strong potential leaders identifying natural talent based on their strengths (Carmeli, Atwater & Levi, 2010).
• With the effective leadership, people in the organization are confident for their tasks. Further, leadership development is important to enhance the productivity. Leadership training includes emotional intelligence to improve the emotional skills within the leaders.
• Leadership development is crucial for retaining the employees within the organization. 75% people leave their job due to ineffective leaders. By investing in leadership training, organization can retain its employees and reduce costly hiring process (Voegtlin, Patzer & Scherer, 2012).

Conclusion

Based on overall analysis, it is analyzed that to develop the leadership skills, it is essential to give effective training to the staff in order to coordinate with the new tasks. In case of any organization, the selected drivers are essential for the training of the employees so that they can be retained in the job role. From the above discussion, it is also analyzed that training can be provided to enhance the leadership and development skills for achieving growth and success. It is analyzed that the organization sometimes suffers due to the lack of proper training. So, the organization must be equipped with the characteristics of flexibility, stability and adaptability. Further, this is basically related to current job role and the ongoing situation. In order to retain the employees, effective mentor is required in the organization as by him, the best transfer of the training is possible.

References

Abbad, G. & Ferreira, R. R. (2012). Training Needs Assessment: Where We Are and Where We Should Go: Brazil Administration review. 10(1). pp. 77-99

Carmeli, A., Atwater, L., & Levi, A. (2010). How leadership enhances employees’ knowledge sharing: the intervening roles of relational and organizational identification. 36(3). 257-274.

Jacqueline, R. & Maria V. (2006). What role can a training needs analysis play in organisational change: Journal of Organizational Change Management. 19 (3). pp.393 – 407

Ling, L., Qing, T., & Shen, P. (2014). Can training promote employee organizational commitment? The effect of employability and expectation value: Nankai Business Review International. 5(2).162-186

Nfila, C. (2005). Training Needs Analysis. Retrieved from https://www2.uwstout.edu/content/lib/thesis/2005/2005nfilac.pdf

Northouse, P. G. (2015). Leadership: Theory and practice. Sage publications.

Parris, D. L., & Peachey, J. W. (2013). A systematic literature review of servant leadership theory in organizational contexts: Journal of business ethics.113(3). 377-393.

Reed, J. & Vakola, M. (2006). What role can a training needs analysis play in organizational change: Journal of Organizational Change Management. 19(3). 393-407.

Voegtlin, C., Patzer, M., & Scherer, A. G. (2012). Responsible leadership in global business: A new approach to leadership and its multi-level outcomes: Journal of Business Ethics. 105(1). 1-1

Zheng, C. & Hyland, P. (2007). Training practices of multinational companies in Asia: Journal of European Industrial Training. 31(6). pg. 472-494

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