Training Professionals Have a Leading Role in Innovation and Change - Research Paper Example

 Training Professionals Have a Leading Role in Innovation and Change Executive Summary The research is focused on the role training professionals in innovation and change in an organisation. Due to the overseeing role of the training professionals in the improvement and performance of the employees of a company, they have the capability to express the needs of the company prior to the achievement of goals and the implementation of innovation and change. The main approaches to be able to succeed are then discussed to positively direct the stakeholders toward adaption in the fact changing economic environment. The research concludes on the recommended types of training professionals required to deliver innovation in the organisation. Based on the result of the research, it is important to recognise the role of training professionals in the achievement of innovation and change within an organisation on the basis of the encompassing role to connect and to prepare every member of the work force in all levels of the organisational structure. Training Professionals Have a Leading Role in Innovation and Change 1.0 Introduction Due to the fast and continuous changes in the society specifically the economy and technology, the success of businesses depend on the capability to adapt to such changes. The research is focused on one of the main factors that can affect change in the organisational structures, training and training professionals. In recent years, the role of training professionals in implementing innovation and change had been given attention. The main objective of the paper is to present the specific role of training professionals as the leader in achieving change and development in an organisation. In addition, the methods of delivering changes and the exploration of the hindrances such as the perspectives of the different levels of leadership in the organisational structure are also included. 2.0 Training professionals’ role The main role of the training professionals is to prepare the work force for specific tasks within an organisation specifically in the rapidly changing economic and technological environment. By doing so, they assist in cost-effective achievement of the company’s goals in a cost-effective and efficient manner toward innovation and change (Miller, 2010, p.1). But there is a recognized serious requirement for training in the present state of the work force because companies cannot cope up. Based on studies, there is an urgent need for new people strategies that can improve business performance due to the observed low level of workforce skills (Pace, 2011, p. 19). Training professionals can be considered as the overseeing eye of the organisations in terms of the performance and role of each team and department. They have the first hand knowledge on what the company needs specifically in the implementation of innovations and changes. In addition, the training professional bridges the management to the people, thus, included in their main role are informing the senior leaders of the dynamics within the work force and echoing to the work force the messages and methods of implementing the goals from the senior leaders (Miller, 2010, p. 2-5). 3.0 Senior leaders’ view of training Due to the lack of direct contact to the work force, there are critical mistakes in the way the senior leaders view training. The main responsibility of the senior leaders is to oversee the organization as a whole, thus, they commonly have a very holistic perspective in the dynamics of the organisation. They fail to perceive the organisation in the manner the training professionals can see (Miller, 2010, p. 2-5). The first mistake of the senior leaders that can critically affect the organisation is the assumption that their commands can turn into actions immediately. This means that if they command change they expect it to be accomplished immediately without taking into consideration different pertinent factors that can hinder and affect the implementation of different goals, innovations and changes (Miller, 2010, p. 2). Second critical mistake committed by the senior leaders of an organisation is to assume that they know all the details and dynamics within the organisational structure. In reality though, they can only perceive the superficial processes occurring within the system. They can only have primary contact to the managers and the leaders of each team and department, thus, the common issues experienced by the members of the work force are often muted through the different levels of communication channels (Miller, 2010, p. 2). The third critical mistake of senior company leaders is the disregard of performance barriers which are hindrances to the achievement of goals and job performance of the members of the work force. The senior leaders have the assumption that with the wave of their hands in addition to threats promises, inspirational stories and even harassment, these barriers can be overcome (Miller, 2010, p. 2). 4.0 Approaches to change by training professionals The training professionals know the needs of the members of the work force and at the same time can understand the perspective of the senior leaders. Thus, there are different approaches that can be only be effectively undertaken by the training professionals which can lead the organisation towards innovation and change. The first approach is through clear messages from the senior team. Due to the importance of the role of the training professionals in the line of communication through the different levels of the system, it is important to clarify the specific goal that the senior team wants to achieve (Miller, 2010, p. 2). Second important point is the clarification of the vision. This will enable the training professionals to discuss and to plan with the senior team on the repercussions and advantages that can be brought about by the issue. This is where the training professionals need to convene their knowledge of the specifications to the senior team’s holistic view of achieving the goal (Miller, 2010, p. 3). The third and one of the most significant approaches of the training professionals is to design a solution that can be used regarding the issue presented by the senior management. One of the most important skill of a training professional is the conviction, thus, convincing the senior management on the needed method to employ is an essential part of the success of the training process (Miller, 2010, p. 3). Coordinating with other departments such as the internal marketing team and the consultants is another approach to ensure the success of the implementation of innovation and change. In addition, unity and cooperation can increase the efficiency of the actions undertaken by the company (Miller, 2010, p.4). The fifth approach of the training professionals to inculcate change and innovation is to help the senior leaders to be visible in all levels of the work force. This will enable confidence and inspire hard work and optimum performance from the work force (Miller, 2010, p.4). 5.0 Recommendation There are important recommendations regarding the type of training professionals. The training professionals are needed to be aware of both the business and behavioural aspects of the organisation (Miller, 2010, p.4-5). In addition, they should be aware of both the macro-organisational and micro-organisational training level analysis to be able to assess the improvements and changes in the performance and skill level of the workforce. The macro-organisational training level analysis includes concentration strategy, internal growth strategy external growth strategy and disinvestment (Wentland, 2003, p.59). The micro-organisational training level analysis includes the analysis of the four P’s namely place, product, promotion and price (Wentland, 2003, p.61). It is also important to target the application of new technologies and the consideration of changes in the market and economy. One example is the continuous increase in the importance of customer training which is the first hand contact to the target market. Innovation is also the essential factor in training and recognised as the ‘critical skill’ required to succeed in the 21st century. According to studies by the American Society of Training & Development, innovation is the DNA if the company (2009, pp. 33-39). In the present era, capability of the organisation to innovate can dictate its success in the market. References American Society of Training & Development 2009. ‘2009 Trends in review: what do you know’. T+D, December 2009, pp. 33-39. Miller, N 2010. ‘Leading workplace innovation and change: brave new role’. T+D, vol. 64, no. 6, pp. 54-58. Pace, A 2011. ‘Training without borders’. T + D, March 2011, pp. 18-19. Rogers, A and Spitzmueller, C 2009. ‘Individualism-collectivism and the role of goal orientation in traditional training’. International Journal of Training and Development, vol.13, no.3, pp. 185-201. Wentland, D 2003. ‘The strategic training of employees model: Balancing organizational constraints and training content’. Sam Advanced Management Journal, Winter, pp. 56-63, Read More