Foundation Degree in Accounting & Finance Essay

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.

Human resource training and development opportunities help in developing technical skills. It helps in creating skills in employees and increasing the productivity of employees. Training and development process also improve the organization’s decision making process. It will also improve efficiency in the implementation of strategies which will helps in obtaining more financial gain. Training and development also assists in developing organizational culture.

Training and development have an important role in influencing employee’s performance and the organization as well as it enhances the efficiency and the effectiveness of the employees and organization.

Training and development is one of the many essential functions of human resource management; it is deemed as the planning learned experience by which employees are taught various aspects of a given job and most importantly how to perform a job and or a future tasks. The basis for training and development implementation is to mold an efficient employee who performs tasks effectively resulting in optimum productivity, which aids in an organization’s overall aspirations. Job training has been around for centuries and has been utilized to teach individuals task specific to a given job or industry; it differs from education which affords individuals general information regarding traditional topics such as science, math, history, reading, and writing. Over those centuries, a few training methods have been explored such as on the job training, classroom training, vestibule training, systematic training, and the most currently used computer training. Within each of these, training methods can be found imperative information to assist an organization successfully meeting objectives.

is returned in the form of more productive and effective employees. Training and development programs may be focused on individual performance or team performance. The creation and implementation of training and management development programs should be based on training and management development needs identified by a training needs analysis so that the time and money invested in training and management development is linked to the mission or core business of the organization (Watad & Ospina, 1999).

This article clearly exemplifies that training development amongst employers and employee should be well structured and focus on the impact of an employee’s job performance and the workforce.

Training and development has become increasingly essential to the success of modern organisations, yet some still look at training as a problem or as something that is not taken seriously. Training and development is one key approach used by organisations to improve and maintain the capabilities of its workforce. However, many experts distinguish between training and development, being that training tends to be more closely focused and adapted towards short-term performance concerns, while development tends to be adapted more towards expanding an individual’s skills for future responsibilities (Snell and Bohlander 2007). The main reason that organisations train their employees is to bring their knowledge, skills and abilities up to the

The question appears to make assumptions that some organisations and individuals are reluctant to invest in training despite the fact that there are some obvious benefits for both firms and employees with training and development. This essay will explain the meaning of training and development, highlight the positive impacts that training and development have on the performance of employees and organisations, as well as the reason both employees and firms are reluctant to investing in it. Some authors have argued that there is little or no difference between training and

A training assessment can be thought of as the final link in the chain of training development. Without this link, the chain is not complete and there cannot be an assurance that the training was productive. We need to assess the training to determine if the trainee understands and applies what they have learned, incorporates this training into the business structure by reducing time expended on the job and increasing profit, and finally increasing morale of the workforce to ensure this change is effective and will continue down the path it was

Job training is not only beneficial for increasing productivity, but it can also be a tool that help change people’s behavior and inspire them to know how to perform their job more proficiently and effectively. The key when it comes to training is to identify the issues that can be helped from training, then carry out the correct training to gain better results. Most of the time employees come to a company with academic abilities and not have the skills or knowledge to carry out their duties. When leaders train correctly, it can be a company’s biggest asset. In order for managers make training count, they must organize it directly to the needs of the people and to the organization. Training is not a simple tasks, it requires a substantial amount of money in human capital. But the ending results can be advantages to a company.

Given that many organizations view training as a way to gain competitive advantage, and considering the costs associated with training development and implementation, it’s important that trainees learn the necessary knowledge and skills and transfer what they learned to the job successfully.

Many scholars see training as a means of improving employee’s capabilities by helping them acquire new skills. Michael Armstrong (2006) defined training as “ the use of systematic and planned instructions activities to promote learning”. (Nwachukwu, 2007) Defines training “ as an organisational efficient execution of activities for which he or she is hired.

Tahir et al. (2014) defined training and development as the organizational function in human resource management entails gaining of knowledge, experience, practices, and techniques. The principal purpose of training and development is to improve the performance of employees in the company. It is a planned experience of learning which teaches employees to perform current and future jobs efficiently. The intellectual skills acquired can be translated into a company’s resource through the individuals who acquired, utilized, and inferred the knowledge to achieve an improved organizational performance. Sims (2002) articulates that while training focuses mainly on the current jobs, development looks at the probable future jobs, and prepares workers for them. The overall goal of T&D is to help in the accomplishment of the mission and vision of an organization. On the side of employees, it increases their knowledge of the job while identifying the company’s goals (Tahir et al. 2014). For an enterprise, it leads to increased positive attitudes towards achieving organizational goals and improved profitability. In essence, improved performance leads to the success in business since it can implement expertise and competencies acquired in the process (Khan et al. 2011). Organizational performance, therefore, depends on the ability of the employees to perform effectively and efficiently. The human resource capital of any company is critical in the development and growth of

Training is vital for any and every organization. With the changing socio-economic and technological relevance of training, the definitions, scope, methods and evaluation of training program have also changed. One of the earlier classic definitions of training is ‘bringing lasting improvement in skills in jobs’. The present day definitions take a multi-dimensional perspective enveloping the needs of individuals, teams, organizations and the society. The steps in the training program development are planning, programme implementation, and programme evaluation and follow-up. The evaluation of any training system helps measure the’ knowledge gap’, what is

To investigate that training strategy has any effect on staff efficiency performance industrial development in Pakistan?