Training and Development Programs - Essay Example

?Employment Training Introduction: Employment Training Human Resource Management is one of the most important aspects of the organization. It is one of the centre stages of the organization which helps in utilizing the organization capabilities and resources (Turnbull and Elliott, 2004). The strategic human resource initiatives have the potentiality of fulfilling the organizational needs through optimum utilization of resources and capabilities (Bhatia, 2008). It is believed that the contemporary human resource management need to double their efforts to achieve their organizational goals and objectives and also satisfy the employee requirements. The main objective of the human resource requirement would be to coordinate their activities with others and also the accomplishment of the goals and objectives of the organization. The human resource professional spend a considerable time in improvement in area such as recruitments, selection, training and development. The main objective of the HR management would be the attainment of the specific goals and objectives. The major objective of the study would be to focus on several components of the employment training in strategic human resource management and its related activities. The author of the study would also be highlighting the various components of the formal and training imparted to the employees of the organization. Finally, the study will conclude with recommendations which can improve the various managerial situations by imparting knowledge through training and development programs. Training & Development Most of the employees look for learning and grab eventful opportunities as they seek for employment (Cabrera, 2009). To facilitate for employment opportunities and progression most of the companies spend a considerable amount of time and money on training and development programs. The main objective of the training and development program would be to improve the existing job and development processes. Training and development program would also focus on the improvement in the managerial process and on the construction, delivering and evaluation of the HR programs. Training can be regarded as the wholesome educational process in which the employees can evolve, learn continuously, and reinforce the existing knowledge and skills (Duggan, 2013). Effective training would helps in considering the work options which can improve the effectiveness in the work procedure. Training is also referred to skill development programs which help in the presentation of specific and commitments that develop the skills and behaviour that can be transferred to the workplace. It is also referred to the skill development options, which help in the presentation of specific actions and commitments and enhancement of the skills of the employees. Organizational development can be referred to building the capacity of the organization and sustain a few desired process that benefits the entire organization on the whole. This helps in the examination of the present environment and also identification of various strategies that will helps in the rectification of the errors and also improvement in the existing managerial process. Employment training helps the management to run the managerial functions in different manner and provides a structured format and how they can help in contribution to the organizational success. Traditional concepts of HR related to the training and developmental are not related to modern day techniques and concepts and are not always applicable to changing market dynamics. Training and development has not only enhanced the knowledge and skills of the employees but also has improved the thinking ability of the individual and lays emphasis on the reinvention and reengineering process of the organization. The contemporary HR techniques are highly sophisticated and allow the employees to imbibe the innovativeness which can bring about the dramatic changes in the marketing environment. It also helps in deciding upon the future of the organization by stemming out training solutions which also help in the future of the organization .An effective training system would also helps in the transfer of knowledge and skills of the employees. Firstly an effective training system will help in the transfer of knowledge and performance of the employees and also assessment of the requirements for the employees. Training is one of the most essential constituents of HR and is largely associated with the sharpening of skills of the employees of the organization. There are various facets of training and development which allows the trainers to adopt various approaches like prescriptive, confronting, cathartic, supportive and catalytic roles. The prescriptive roles help in determining professional matters and also confronting roles and challenging the member of the organization on various topics like evolving relationships, existing process etc. Cathartic roles help in addressing the catalytic and undercurrent roles, which also help in providing suitable structure to the framework. The behavioural training on the other hand would focus on providing impractical training to the employees and facilitate in improving the behaviour of the employees and also enhancing the communication skills of the employees. Benefits of Formal & Informal Training to Employees The major purpose of the formal training to the employees would be to develop the ability and capability of the individual employees and satisfy the current and the future organizational needs. The formal training and development helps in improving the overall performance of the organization. Performance is interwoven between the training and development facilities. The needs and wants of the employees of the organization are assessed and suitable techniques are proposed, which would not only suit the organizational needs but also in drawing out suitable intervention techniques. The training and suitability test would require the analysis of whether training is a desired solution or not. The costs benefit analysis is one of the most beneficial training techniques because helps in analysis of the return on investment in the total costs incurred on the total training and development programs (Martin, 2008). Both cognitive and behavioural training techniques are imparted to the employees for the benefit of the organization and they are mostly theoretical in nature. Cognitive approaches include demonstration, features, computer based training techniques etc. These cognitive approaches have the potentiality to overcome several limitations like facilitating structured and proper format but they do not have the same outcome as the behavioural based training programs. A training program needs to be sorted out which would helps in imparting knowledge and reducing pressure, stress , stress cycle and habits of the employees (Ryding and Monk, 2009). The main objective was to highlight the basic necessities like operations with a philosophical orientation, recognize a diversity of trainers, providing challenging learning opportunities and foster critical reflections and actions. For imparting informal training approaches like prescriptive, cathartic and supportive roles, prescriptive roles help in offering advice and also in the evolvement of the relationships, existing process, etc (Training Toolkit, 2006). The cathartic roles help in development and addressing the catalytic and undercurrent roles. The behavioural training is imposed upon and adopted by the various companies and also the impractical training to the other employees (UNODC, 2003). The varied forms of techniques would include techniques like behavioural games, role plays, in basket techniques, equipment stimulators and case studies (Wilson, Jonassen and Cole, n.d.). Training has an impact on the organization rather than on the individual by execution on vision and strategy and also for solving various kinds of problems. Although, it is an important thing to solve managerial problems, which help in affecting the training functions and should not be regarded as an event. Some of the major contributors of the formal training and development programs are as follows: Strategic Orientation: It acts like a catalyst for the improvement in the process of the organization and helps in the accomplishment of tasks and objectives of the organization. The HR function helps in understanding and utilization of the resources and scanning the internal function of the organization to stay abreast of changes in the marketing environment and direction of the strategies (Salvi, 2013). The combination of the strategic orientation with the training and development intervention techniques must help the organization with the suitable training techniques with the help of training functions (Sandelands, 2000). Reinventing training techniques help in developing strategic approach which will help in developing structured framework and also in contribution to the achievement of the organizational goals and objectives (Silber, 2002). Customer Orientation This would require the reinvention of strategic techniques which helps in encouragement and responding to customer needs (Strategic Synergy, 2011). These orientation programs would involve the trainers in imparting value added training to the employees, enhancing the existing customer orientation process and also reinvention of the existing process which can help the employees in the process of learning, training and development process (Sims, 2006). Performance Improvement Orientation: This would be concerned with the way the trainers are supporting the employees in performing high levels of work to achieve organizational goals. This method performs two basic functions which are imparting the basic training related to the job role, description, etc and in creation of infrastructural facilities. Creation of infrastructural facilities helps the employees and the organization to grow together for the development of core competencies, which help in gaining competitive advantage over its competitors. Accountability Orientation: It helps in creation of facilities, which can help in increasing the flexibility the just in time performance and the cost effective training facilities which can be easily evaluated by the training personnel. Discretion courses have helped in the identification of cost effective training facilities which bring in flexibility to the program. The major purpose of the training and development facilities would be to develop or modify their range of skills, temperamental, knowledge and attitudes through various learning experience and also deliver effective performance. Informal training and development would indirectly also help in the facilitation of managerial decision making, reasoning the judgment value of the managers and evaluation of the effectiveness of managerial decisions. Conclusion An organization facilitated with proper training and development techniques would help the employees and the managers to lay emphasis on the key requirement and issues which help in the development of the organization. Training and development helps in adding value to the work and provide a learning opportunity to the employees of the organization. These types of organization would not only facilitate a congenial work culture but also convey the message to the employees that they are valuable. These kinds of intervention techniques would require sufficient knowledge in implementation and also huge amount of investment from the management. Apart from the suitable training techniques, proper guidance to improve the behavioural traits and the outlook of the employees would help them to gain confidence and also accomplish the organizational goals and objectives (Korte, 2006). Thus, it can be said that training and development techniques help in the systematic evolvement and accomplishment of goals and objectives to improve the current process of the organization. Reference List Bhatia, S.K., 2008. Training and development. New Delhi: Deep and Deep Publications. Cabrera, E.F., 2009. Protean organizations: Reshaping work and careers to retain female talent. Career Development international, 14(2), pp.186-92. Duggan, T., 2013. Human Resources: How to Develop a Training Intervention Program. [online] Available at: < http://smallbusiness.chron.com/human-resources-develop-training-intervention-program-2022.html > [Accessed 20 August 2013]. Korte, R.F., 2006. Training Implementation: Variations Affecting Delivery. [online] Available at: < http://www.rkorte.com/wp-content/uploads/2011/01/Korte07Training-implementation-Variations-affecting-delivery.pdf > [Accessed 20 August 2013]. Martin, J. ed., 2008. Human resource management. California: SAGE. Ryding, D. and Monk, D., 2009. Service quality and training: A pilot study. British Food Journal, 109(8), pp.627-636. Salvi, S.S., 2013. What is Training and Development? [online] Available at: < https://www.amherst.edu/offices/human_resources/training/whatistraining > [Accessed 20 August 2013]. Sandelands, E., 2000. Industrial and commercial training. MCB University Press, 27(4), pp.97-140. Silber, K.H., 2002. Using the Cognitive Approach to Improve Problem-solving Training. [online] Available at: < http://www.ispi.org/archives/resources/UsingtheCognitiveApproachSilber.pdf > [Accessed 20 August 2013]. Sims, R.R. ed., 2006. Human resource management: Contemporary issues, challenges, and opportunities. North Carolina: IAP. Strategic Synergy, 2011. Training and Development Interventions. [online] Available at: < http://www.strategicsynergy.co.zw/index.php?option=com_content&view=article&id=2:training-and-development-interventions&catid=2:our-services&Itemid=6 > [Accessed 22 July 2013]. Training Toolkit, 2006. Training Delivery. [online] Available at: < http://www.go2itech.org/HTML/TT06/toolkit/delivery/ > [Accessed 20 August 2013]. Turnbull, S. and Elliott, C., 2004. Critical thinking in human resource development. London: Routledge. UNODC, 2003. Systematic Approach to Training. [online] Available at: [Accessed 20 August 2013]. Wilson, B., Jonassen, D. and Cole, P., n.d. Cognitive Approaches to Instructional Design. [online] Available at: < http://carbon.ucdenver.edu/~bwilson/training.html > [Accessed 20 August 2013]. Read More