The Link between Strategy and Training and Development in an Organization - Assignment Example

The link between strategy and training and development in an organization Any business organization must have set goals that it wants to achieve. At the same time, there must be established procedures that it uses to achieve these goals (Werner, Jon and Randy, 3). Therefore, the strategy is an ideal means of achieving the set objectives. Most organizations have an implemented structure that they use to ensure that the procedures are undertaken in the most preferred way so as to result in a desired end. It is important for a company to master how to apply the principle of training and development actions so as to ensure that the organizational strategies bring desired outcome to the business. Training and development are crucial to the business because it equips the employees with the relevant knowledge and skills for realizing the business objectives through a well laid down strategies (Werner, Jon and Randy, 15). With the increasing level of competition, the most organization embraces the fact that there exist the link between policy and training and organizational development. Therefore, human resource is regarded as equally important as any other resource in an organization, in that respect, the team must spend so well in their training. In the training process, the employees go through professional certification. Professional certification is important to both the organization and the individual. It is important to the organization in that the operator will execute his or her duties with due competence. Furthermore, it is also important during the execution of strategy. On the other hand, the employee who has undergone professional certification will have courage in the performance of his duties and policy implementation. Training and development is one crucial and important thing in many organizational setting. Training and development usually lead to improved performance of groups and individuals in any organization. In most cases, professional certification is financed by the business organization (Werner, Jon and Randy, 43). On the part of the organizational development (OD), it is imperative especially for the effectiveness and widening of productivity in the organization. Furthermore, OD acts as a way of solving the problems that involve the execution of strategy. However, the process of executing organizational development requires an investment of both time and finance. It is prudent that the company invests on the human resource through training. Human resource management is always the department charged with the duty of training and development (Wilson, 65). Training goes hand in hand with education, in most circumstances, and employees get an education on emerging trends or issues. Training ensures that employs are up to date with any newly emerging trend in the industry which is a great tool in the competition field. It is such education that most people refer to as training since they go hand in hand and bring about development in the organization (Wilson, 63). The process of training may seem cumbersome, however, with strategic planning; there will be profound growth and prosperity in the organization. Moreover, training should be stratified in such a way that it focuses on both the senior and junior employees, not to forget about the middle-level employees. Such will facilitate job retention and satisfaction, and all these are development in the organization. The net output of the group would undoubtedly rise as well as the goodwill of the organization (Wilson, 79). Training has higher impact on both the organization’s development and economy at large but only if strategy is incorporated in the training processes: The first advantage associated with training is that it improves the efficiency of the employees in the organization. In case there is a proper strategy regarding training in the organization, then there would be proper training of the employees thus their efficiency also increase (Sims, 55). With the increase in productivity of the employees, there would be profound development in the organization since the output would increase. This efficiency results in confidence that is reflected in the improved results. The second impact of proper training in an organization is that it leads to a reduction in supervision of employees. Training has a greater impact on the workload of the supervisors. Therefore, they will concentrate on developmental projects and activities. If employees are subjected to proper training, they would need little supervision since they would make fewer mistakes (Wilson, 101). The training of human resource follows a cycle, whereby the organization begins by identifying the need for training. The group puts forward a strategic plan for the training after identifying the needs. With a thoroughly drawn plan, the company is free to implement the training. However, implementation is not the end of everything; the human resource manager must evaluate the training if in any way it has impacted positively towards the development. Strategy and human development also follow a cycle that begins by identifying the organizational objectives. Secondly, the organization plans for the purposes then thy deliver and evaluate (Sims, 81). In addition, training employees means that there would be little or minimal wastage in the organization, some of the wastages by employees would otherwise mean that the team spends a lot of money to cater for them. This money can be directed to other developmental areas within the organization, and this would mean greater output of the firm. The business does not spend a lot of money from a mere fact of training of its employees (Sims, 127). Labor turnover of employees is highly reduced by training of employees in the organization. Employees are always happy when training is done for them. Training is, therefore, a motivational factor. The employees thus become loyal, an attribute that increases their retention possibility. Moreover, they feel that they stand better chances of securing the chance in future. The organization is also in a better position since training promotes the firm. In addition, human labor is of great importance to any organization. In cases of new recruitments, these new employees must be put on proper training and orientation. Therefore, they training them are necessary and helps them a lot of in the organization when they are still new. Training always helps these new employees to get proper insight and full knowledge of the operation. Another essential bit that is important in any organization is a labor management relation in the organization. By training of their employees, the organization promotes itself, and this shows that they are not only interested in the output of their employees, but they are also interested in the welfare of the employees (Sims, 115). On the part of employees, there are more advantages they obtain when the organization does proper strategic training. OD identifies areas within an organization that requires change. Ones the area is identified, the management includes it in the strategic plans of the company whereby they act upon it. However, for a proper execution of the strategy, there should be trained personnel who act upon the change with the due expertise it deserves. In addition, OD is a tool for corporate growth. Ones the need for change is analyzed, the organization develops plans that will proper actions are taken. Organizational procedures categorically outline the how the perceived change will be of benefit to the organization. Furthermore, development in an organization leads to innovation and invention in the company. Innovation and invention help to boost the quality of goods and services that the company offers (Werner, 46). However, they can never be fruitful when the human personnel are incompetent. For that matter, therefore, organizational development goes hand in hand with the training of the employees in the firm. Putting the strategy into training of employees would improve their self-confidence thus they become capable of adjusting to any environment in their career or rather workplace. They gain the ability to understand their position in the firm, and that of their seniors and the feeling of humiliation by their seniors is uprooted from their minds. Such steps lead to their personal development as well as that of the organization. On top of that, the motivational level of employees is boosted by strategic of training. There is always increased positive attitude inbuilt in the employees’ minds through training them. It improves the development of the organization by increasing their output. Every employee in any organization should get the real reward of the jobs they do for the organization, therefore, training them would mean that their efficiency is increased. In return, their premium would increase. The increase in compensation would, therefore, mean that there is the development of the parts of employees in their areas of work. On top of that, the motivational level of these workers is also uplifted to higher levels. Not to forget, training also improves and promotes group work in an organization .group work is such an important tool when it comes any form development. An employee would thus incorporate the feeling of being part of any group in an organization thus boosting group efforts. Training is a very crucial tool when it comes to promotion of the employees’ .it enables them to obtain better positions in the organization and even outside the organization (Sims,123). It is a tool of soaring to a higher level in the industry since one becomes equipped with necessary skills. Strategic planning enables the management to see the need for training to the employees. Training the employees is essential to the presence and future existence of the employees. From the training, the manager of the firm can examine the performance of the employees so as to make necessary adjustments. Development of the company goal is also essential to the development of the organization. The organizational goals act as a tool for self- evaluation to the employees. Therefore, the employees should work towards realizing the set goals. A well-trained employee stands better chances of achieving the goals of the company, for that reason; therefore, training and strategic plans go hand in hand. Each and every come with a challenge in the working environment, therefore, should be having relevant skills that will enable them cope up with changes in the workplace. For instance with the advancement in technology, the employers should ensure that the employees are up- to- date with the emerging changes. One of the key duties of human resource managers is to develop workers. A well-developed workforce ensures quality production of goods and services. However, the policies that the employers put forward should be those that are favorable and enhances the development of the employees. The organization can use various ways so as to support career development; to begin with, OD can carry out distinct development plans. The discussion will include the employees and various heads of departments within an organization. Moreover, the group can organize training at a departmental level so as to ensure that all the employees have benefited. Again it is of great benefit to the company when it gives promotion and motivation of the individuals in the workplace. As a result of that the employees will feel motivated thus taking their responsibilities with a lot of diligences. Organizing internship and training to the employees is another way of carrying out motivation. The courses help the employs acquire the knowledge they use in promoting the development of the organization. Moreover, in these seminars, professionals come and teach the employees on matters related to their different fields. Any business or organization that shows concern for its employees’ values and potentiality must see the essential nature of training and development of these employees. It is necessary for their growth and in their fields. Training of staffs and development always create a good image of any organization. Employers there must ensure that they provide high-quality staff training and development (Saks, 56). Training increases the ability of the firm to compete favorably in the competitive world. Currently, there is a shortage of human skills in the labor market; organizations, therefore, use strategy and proper training in order to acquire these necessary skills that are very essential. The implication that associates the approach used to train and bring development in the organization is crucial. Moreover, training should always be in alignment with the goals and missions of the organization. The strategy goes hand in hand with planning; it helps in charting the course of achievement of any organizations goals and set objectives. Moreover, the policy would lead to reviewing the present operations and helps in identifying that which needs improvement in the future (Saks et al., 65). The game policy should aim at envisioning the outcome that the organization would wish to achieve within the set time frame. In case the employees care well strategically trained, they would work as per desires and needs of the organizations plan. With such, there would be increased efficiency in the use of the resources of the organization. Resources are always scarce for both small and large groups. Proper planning, therefore, reduces the chances of wastage of such resources. Moreover, projects that would otherwise lead to little success or failure at all should not stand a chance of using more resources of the organization (Saks et al., 71). Strategy and planning are crucial tools when it comes to the management of risks and uncertainties in the organization. Therefore, the strategy is a paramount tool for the organization to succeed. Risks are unforeseen occurrences that cause harm to the body whether the organization is small or big in size. Thus, managers must try to envision risks possible factors and formulate contingency plans to encounter the risks in case these risks occur. The rate at which conditions of the organization changes are very high (Sloman, 98) .therefore, organizations must pull their socks and adjust rapidly to these conditions and thus the need to strategize well. Training of the organizations employees must, therefore, follow a particular order for them to respond to risks very fast. The rapid response would reduce the adverse financial effects to the firm. Reduction in adverse economic effects means that the cash outflow of the business is in a good position. However, the amount spent and the duration taken when training the staff may be helpful in order to access the commitment of the organization to training and development of its staff members. What becomes important again is the approach, manner and what the training initiative entails (Saks et al., 84). In conclusion, the employees play an essential role in ensuring that the executing the strategic plans of any organization. However, strategies are also important in the organizational development. Therefore for a proper strategy execution, the body should take it upon itself to ensure that its employees undergo training. Training can be organized within the organization whereby it is the stakeholders of the company who do it. In that case, it will be effective when done at the departmental levels. On the other hand, the organization can sponsor its employees for professional certification. Training and strategy and organizational development have a close relationship because in both they involve identification of the need to execute any of them. The primary aim of strategic training and development is to help in the execution of business strategies and promote performance in the business. It is a logical evaluation that bridges the gap between training and development. Work cited Wilson, John P. Human Resource Development: Learning & Training for Individuals & Organizations. London [u.a.: Kogan Page, 2006. Print Werner, Jon M, and Randy L. DeSimone. Human Resource Development. Mason, OH: South-Western, 2012. Print Sims, Ronald R. Reinventing Training and Development. Westport, Conn: Quorum, 1998. Print Saks, Alan M, Robert R. Haccoun, Monica Belcourt, and Monica Belcourt. Managing Performance Through Training and Development. Toronto: Nelson Education, 2010. Print. Sloman, Martyn. A Handbook for Training Strategy. Aldershot, Hampshire, England ;Brookfield, Vt: Gower, 1999. Print Read More