Human Resources

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.

e) Taking an interest in your employees also means investing in their future. That's why training and development opportunities are energizing perks. Check out the local community colleges and university-extension departments for affordable classes, and foot part or all of the tuition for eager employees.

Making employees feel valued by giving them an opportunity to increase their knowledge and become an expert in their field shows them that you care that they are on your team and you are willing to invest money into them so you can retain them. Some training programs would be mandatory while other training programs would be offered on a voluntary basis. Offering voluntary training programs allows the employees to show their initiative by taking as many or as few of the training classes available. Training classes would include but not be limited to: technology updates, leadership courses, supervisory courses, career development courses, technical writing courses, stress management courses, work life balance courses, retirement courses, federal and state law leave courses. After completing each training course the employee would be given a certificate of completion. A copy of that certificate would go in their permanent personnel folder and the employee would be advised to include all of their completed courses on any internal

In regards to training a strong, educated, and high-performance workforce, an up-to-date training plan that will equip employees with the tools necessary to meet organizational goals. Learning plans will need to be technical, as well as practical. Managerial level employees will have access to a tuition assistance program that will encourage higher education for use within the organization and their field of expertise. Employees will not only be equipped to perform the core tasks of their profession, but will also be well versed in teamwork, sensitivity, leadership, and recognizing various personality types, and how to better interact with them. They will be offered monthly internal training sessions, hosted by their co-workers, and will alternatively host them as well. This allows for fiscally sound cross-training opportunities, and well-rounded individuals to advance within the organization. This will also serve as a measure of the effectiveness of the training program, by allowing the employees to demonstrate their knowledge to their peers and leadership.

Most organizations do not follow-up on the benefits of training as regards staff performance. As a result of this they don’t take training and development as an important factor in organizational growth and survival. Most manages do not know how to assess the return on investment in training, nor are they equipped with the necessary management tools to monitor the decision making process of such investment. It has been discovered that training and development budget is the first cut when the organization is faced with difficulties because most of them are of the opinion that investment in the area of training and development is not linked to the bottom line of the business. Globalization and rapid technological development has changed the conditions for companies and increased competition in the world markets. The quality of a company’s human resources is the key driver for sustained top-level performance. It has become crucial to continually invest in human resource development in order to guarantee success in the global market. As earlier said, managers engage in minimal training thereby not giving quality training to their employees, this in turn affects the overall outcome of the training and the performance of the staff. Most organizations that have a competitive image see more reasons to train their workers than those who are on the lower rung of the ladder of recognition, but training and development is still needed to create a niche. In the light of the above,

In today’s workplace the method of training employees has been dramatically impacted by budget cuts, downsizing and the overall decline in the economy. This in turn has required employers to devise new training practices; to become innovative with learning strategies and methodologies. The challenge to provide an atmosphere that promotes professional development has led to new formats for sharing knowledge and training.

Training provides many benefits in a workplace. Training can teach employees new skills and remind employees of important business policies.

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.

Make sure staff are in the loop on your firm’s strategies and challenges, and invite their input. Employees who are involved early on in processes and plans will be motivated to see them through to completion. Their active participation will fuel more ideas than if they learn of initiatives second-hand. Also give staff the power to make decisions and take action. People who are trusted to take safe risks and attempt new ways of doing things just may stumble across that next great business solution. Be careful about being too critical when things go wrong, though, because employees will take note. No one wants to be the center of negative attention, and people will hold back on making suggestions if they’re worried about potential consequences.” By doing this it allows the person to feel accepted and have a voice of their own. By doing this the employee is more likely to work hard and be more committed to the company and their rules.

Investing in employee training can be more effective than competing for outside talent. Setting a training budget to develop talent within the company can be the most cost-efficient option for furthering a company. When launching additional training for employees, first determine

Due to the ongoing changes and upgrades in technology, training techniques in organizations are going through drastic transformations, specifically incorporating the use of the computer and the internet. It is more evident than ever, that employees are attracted ti organizations where there is prominent opportunity to advance and improve their knowledge, skills and experience. Noe (2013) explains that businesses are enhanced when learning professionals are aligned with the business and take on full responsibility for the relationships as well as the outcomes that stem from the learning solutions (Noe, 2013, p. 476). Many organizations use this to attract and retain their employees, both current and potential prospects. We know that employees are given responsibilities and required duties within the workplace; therefore, training is beneficial to them, as it helps them

Training and development is said to have a positive impact for both firms and employees, this essay will explain the terms “Training and Development” and look at the advantages and disadvantages for the Employer and employees. One of the biggest limitations of “Training and Development” is how the impact of training and development on productivity and profit is measured for organisations and individuals. This essay will therefore attempt to address the “Why then are some organisations and individuals reluctant to invest in training?” since training and development is said to be beneficial to both parties. Assuming the long term benefits of training and development can be measured by quality or profit, and then the advantages for both the

Employee training programs are important in a business' success. Without an effective training program implemented the business could suffer from confused employees, ill direction and incompetence. The new employee can only excel further when taken through a properly planned training program.

A training program that is well-designed is proven to achieve maximum results and meet the training needs identified during a training needs analysis. A well-executed training program will increase overall productivity and provide the knowledge, skills, and attitudes the employees need to perform successfully. This paper presents considerations for the design of a two-phase training program for existing employees – a two (2) day program, which covers the training needs to move the company in the right direction.

With employee empowerment and satisfaction these are two things that are very essential to accompany. When you have happy employees of course you 'll have more production and more work output by the employees. And to achieve this there are just some simple rules and tips you would need to follow. These items may be simple or may seem silly, but they can definitely help retain employees at your work place. As stated in service management operations, strategy, information technology "apart of employee empowerment is information empowerment. With the age of information technology or it it is no longer just for computer nerds it touches all of us every day." (Fitzsimmons 2014, pg.80) And with employees and having that information technology at their fingertips is