Job Training Programs - Essay Example

Job Training Programs Job training is very important for polishing the expertise and skills of the employees. After Second World War the concept of employee training started, because many women moved to the working field and they were not that much skilled in order to compete in the market. As the time pass, the requirement of job training increased and now it become a necessity for every organization and a compulsory part of every job. In the 21st century, everything has advanced to an automated level; therefore, the need of regular job trainings is compulsory for every individual. Now training and development is one of the main pillars of human resource management. There is a high level of involvement of computers in almost every field of life, so the employees need to excel the computer skills. Every organization is focusing on the vital importance of these job-training programs and thus tries to arrange the regular sessions of experts. These experts come, meet the employees, and give tips to them. These job trainings create innovation in the routine duties of the employees. The expert managers appreciate creative and innovative ideas from the employees. The training programs can be multidisciplinary and thus aimed at the long-term benefit of the organization (McKay 2). The associated benefits with these job-training programs are beneficial for the organization. Job training programs actually aim to polish the skills and expertise of the employees and managers of any organization. Now almost every organization is focusing on this perspective. The impact of training programs is very much effective. The employees and managers become more productive and thus improve the output of the organization. In this way, the organization is more profitable. These skilled labor or the expert individuals are beneficial factors for the economic development. They can play their role in the regional and economic development by the use of their expertise. A successful job training is always future oriented and thus can be linked t the economic development of the organization. By arranging such job trainings, an organization can achieve efficiency and effectiveness, build more production capacity in the employees, and motivate the employees to work faster. With the help of these future oriented job-training programs, an organization can prepare itself for the upcoming changes and challenges in the competitive market. The expertises of the employees are actually the real strength or the competitive advantage of the firm. An author is of the viewpoint that employee development or training is actually a strategic tool for an organization (SHRM 1). Many organizations use this strategic tool for the firm’s growth and productivity and for retaining valuable employees in the organization. These valuable employees are the real assets of any organization. The real strength of the organization, its employee, managers calls them as the intellectual property. In this way, employees and workers may feel privileged and work more efficiently. Anything in this world is positive and negative at a time, depending on its consequences. It is the case with these job-training programs. Many of the managers are supporting them but still some or we can say few managers are against these regular trainings. There are some reasons, which are actually factual, but still we must accept the positive effects of these job-training programs. These training programs are costly and sometimes many small organizations may not able to afford them on a regular basis. There is always a risk associated with these training programs. All the investments of these training programs may go in vain if the employees are not willing to perform accordingly. All the above points may decrease the importance of job-training programs but still there are some downsides if the organizations neglect the training of the employees. There may be no creativity and innovation in the duties of the employees if they do not face any of training during their job period. A constant work place environment may de-motivate or even demoralized them and thus reducing their production and performance capacity. The employees may feel that organization do not value their expertise and skills. The employee turnover rate may also increase in such a situation where there is no job-training program. A writer has rightly said that newspaper want ads are the true picture of the future of any organization or the economy. In the past decade, there were advertisements in the newspaper about the typists etc. Now the trend is change. Usually companies require computer specialists for their internal working of the organization. Similarly, we can say that the organizations are facing certain challenges in order to walk with the technological changes. There can be many other issues, which need attention of the trainer and the mangers of the organization. The employees should be clear about the training objectives and the expected outcomes before training period starts. It may motivate them towards these job-training programs. There is always a need of effective program, which actually influence the employees’ performance. The management of the organization should focus on the expertise and skills of the trainer also. The most important issue is the relevance of the training material. The training material should be relevance and in accordance with the job description of the specific employee. There should be an internal control system, which actually checks the effectiveness of these training programs after the complete implementation. These evaluations actually predict the success or the failure of the training program. If there is a successful implementation then the training programs may achieve its objectives of developing the intellectual capital of an organization. In this way, the employees will perform efficiently and effectively thus giving benefit to the organization through different ways. Any organization can easily solve such issues with a little more attention towards small things like time, costs, content and many other things. These training programs can be of different types depending on the nature of the job. These programs are very cost effective and for this reason, every small and large organization usually conducts it for their employees. Usually the main issue which organization may face is the time management. The employees should manage properly that their routine may also not disturb because of the training program. There are different job training programs for the employees and the managers. These may include on-Job training, apprenticeship, mentoring, simulation etc. There is a famous quotation that money spent on brain is not wastage. It is sure that untrained employees may caste a high cost to the employers or the business mangers. These training programs may help to raise an organizational commitment in the employees. After training programs, a knowledgeable labor force is ready to serve in the company. The selection of employee for training and development is very important. The manager should focus that who needs to develop any skill and who needs to polish by the trainer (Vee 2). In this 21st century, technology has changes or we can say advanced everything to a higher level. If we talk about these job training programs, then many experts also train and teach people though online service. With the help of these online trainings, an employee can easily access the experts in his free time without creating any disturbance or hindrance in his daily routine job duties. These online training programs are now very beneficial opportunity for the organizations and the individuals too. This type of e learning is more flexible and time saving for the employees and for the organization (Messmer 2). This online training may also save certain non-learning costs like travelling, residence and others simulations costs. Even video conferencing is the latest technique. Usually organizations arrange a video conference when they want a whole team of employee to learn something new from the experts. These job-training programs are always long term oriented. They may reap benefits after waiting for some time. The employees may get job specialization when they regularly attend these training programs. Job specialization is the actual aim or the purpose of the training and development session (Tucker 1). Usually job specialization results into a higher and improved level of performance. This will be good sign for the employee himself and for the organization too. A trained worker may work faster and efficiently, thus saving cost and time resources. A firm may have to offer some extra compensation package in order to retain the expertise and skills of that person because competitors may call him to work with them just because of his expertise and job specialization. Reference List: “How to Incorporate Career Development and Training with Work requirements and the Goals of the Organization?” Society For Human Resource Management, May 23rd, 2013. Web 14 April 2014. McKay, Matt “Developing an Effective Training Program for the Employees”, Employee Training, January 1, 2013. Web 14 April 2014. Messmer, Max “Pros and Cons of e-Learning for the Employee Training”, Human Resources Kit for Dummies, January 1, 2013. Web 14 April 2014. Tucker, Kristine “Job Specialization Pros and Cons”, Global Post, January 2001. Web 14 April 2014. Vee, Jane “Cross Training Employees- Pros and Cons for the Employer”, Employee Training and Development, August 28, 2008. Web 15 April 2014. Read More