Advantages And Disadvantages Of Training And Development

Training for employees on key areas are the foundation for well-prepared workforce and will lead to a stable structured organization. The main objective of this type of training is to help to illustrate the importance of training and why achieving the proposed goals is so important for the success not only of the employee but of the entire company.

Training and Development is imperative to the organization’s progress. Training helps addressing employee weaknesses and builds a reliable and skilled workforce. This will improve the employees’ performance and boost their self confidence, and innovation. By acquiring the needed knowledge and skills, employees can perform more efficiently and increase the overall productivity of the organization.

Today, the relationship between the organization and the employee has changed. There is greater emphasis placed on the value of individual and team contributions to find business solutions. The employee is viewed as a 'learning customer', bringing personal preferences and motivation to the workplace. The learning organization therefore requires an environment that supports growth for individual capability and experience and, at the same time, increases business performance. For learning to truly benefit both the organization and the employee, the employer must consider the learner--the employee--as a vital investment for business success.

Training and Development enhances the organizations structure and has different approaches to learning and development skill which is an important, strategies that reflects the approach of strong employee and potential candidates’ growth within an organization. Everyone is different and learns in a different manner. Organizations want to invest in top candidates who retain information in order to offer advancement opportunities.

Bringing opportunities into the organization can introduce a business with new ideas and creative ways of solving problems. Occasionally getting employees out of their normal routine can jump-start energy and encourage employees to recommit to their jobs and the company. Learning new skills and interacting with new and different people has a direct impact on the productivity and development of the work environment. Trainings should not be expensive or last for several days in order to be beneficial. Workshops, classes, and cross-training in other departments

Training is a planned effort to enable employees to learn job-related knowledge, skills, and behavior. Development involves acquiring knowledge, skills, and behaviors that improve employees’ ability to meet the challenges of a variety of new or existing jobs, including the client and customer demands of those jobs (p. 9).

Bauer, T. (2010). Onboarding New Employees: Maximizing Success. Retrieved April 17, 2015, from http://www.shrm.org/about/foundation/products/Documents/Onboarding EPG- FINAL.pdf

Training is essential for the success of an organization (Fallon & McConnell, n.d.). Three different training techniques that can help develop successful new staff that will improve a business is by having a effective new employee orientation, mentoring, and cross training (Fallon & McConnell, n.d.). For most new employee they are excited to start a new job and to find out what the job has to offer to them. However with every new employee there is an overload of information that they need to know from healthcare benefits, dress code, rule, and parking (Fallon & McConnell, n.d.). A new employee orientation is meet to help cover all this information and a way the new employee can get a feel of what their new job is going to be like. One

The formal and informal onboarding program both send a distinct message to the new hire so it is important to understand the advantages and disadvantages of both. First, informal plans are unstructured and without an explicit plan. An advantage of the informal plan is your company will be able to see right away if the new employee can adjust and learn quickly on their own. It is a sink-or-swim tactic that puts pressure on the employee to learn quickly without devoting any money or resources to training the new hire. Disadvantages of this approach is that the onboarding is very loose without any support or direction. It does not consider their needs and the process can vary for every new hire because there is not a system that has the steps

Onboarding is the process of hiring, orienting, socializing, training, retaining and immersing an employee into their new role and the ACAA’s culture. This enables the employee to become fully engaged and a productive member of the ACAA during his or her first year of employment. Comprehensive onboarding programs have dramatic and lasting positive effects on retention and engagement rates of new employees.

“Training refers to a planned effort by a company to facilitate learning of job-related competencies, knowledge, skills, and behaviors by employees,”

Orientation and onboarding are crucial when training and developing new employees. Both are gateways into high work performance, a closer work environment, and encourages employee retention. Orientation is the process of familiarizing new employees with the organization, their jobs, and their work units. It influences the employee’s attitude about their role, responsibilities, job-related tasks, and explains the organization’s rules. Onboarding is the process of socializing the new employees to help integrate them into the organization. New-hires are at a higher rate of quitting, the usage of onboarding is what many companies today have neglected. According to Sujan Patel, the author of: How to Create an Effective Onboarding

First, onboarding is a process of integrating new employees into the organization and equipping them with the necessary resources to become fully engaged. This process usually lasts up to one year. Onboarding begins before hiring the ideal candidate. It starts with the first impression a candidate receives about the organization. Prior to an employee’s first

Onboarding is a critical component in the development of new employees. The first 12-18 months is the most tentative portion of an individual’s employment, with most employees making the decision to stay or leave during this time (Bennington, 2011; Wiley Manager, 2012). After the time and effort taken to recruit and hire talented and capable employees, organizations must use this period to their advantage through an effective onboarding process. This process is used to integrate and familiarize an individual with the organization, its workforce, and the position that will be held (Noe, 2012, p. 404). It is during this period that new employees acquire the skills, knowledge, attitudes, and behaviors they will need to be effective in both their

Every organization needs to have well-trained and experienced people for performing the activities that have to be done. As the jobs become more complex, the importance of employee development also increases in a rapidly changing society. Employees’ training is not only an activity that is desirable but also an activity that an organization must commit its resources to if it is maintaining a viable and knowledgeable workforce.