An Analysis Of Employee Training And Career Development

1134 Words5 Pages
An Analysis of Employee Training and Career Development

The role of training is based on providing the specific skill sets and operational abilities to increase performance standards for an organization. Human resource managers are required to understand the various types of training processes, which can help at the microcosmic and macrocosmic level of advancement for the employee or manager. These skills are essential to having a continuing dialogue on improving employee performance and encouraging growth in various levels of the organizational platform. The role of training can also teach new skill sets to already advanced employees, which involves keeping abreast of new innovations and developments in the firm’s competitive stance in
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These are the various roles in which training is vital to organizational development to continually improve production output and maintain successful innovation. One type of training can involve teaching an employee how to operate a machine or to learn certain skill sets that are part of a smaller focus in the training process. This localized and short-term developmental training process can help increase productivity for the employee within a certain field of focus. The focus on employee development typically involves the short-term training for specific tasks or operational procedures that can benefit the production output of the company. In many cases, employee training might simply involve smaller training procedures, such as learning how to operate a machine or perform a certain function in a departmental setting. HR personnel can effectively train the employee to understand the specific expectations of performance, which need to be enacted. In a different mode, another type of employee development might be to train a talented employee to become a manger, which would entail utilizing a “career development” strategy to educate and teach the individual managerial skills. These skill sets provide a broader and more long-term training that defines a leadership style of training. For instance, an HR trainer might view a particular employee as being able to grasp leadership skills, which go outside of their specific training in a specific field of development.
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