Increased Productivity as a Result of Training and Development within a Sheriff's Organization

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.

By definition, training and development refers to the process to obtain or transfer knowledge, skills and abilities needed to carry out a specific activity or task. The benefits of training and development--for both the employer and employee--are, in fact, much broader. To meet current and future business demands, training and development encompasses a wide range of learning actions, from training for tasks and knowledge sharing to improved customer service and career development, thus expanding individual, group and organizational effectiveness.

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.

The concept of training and development is the general idea of training and development and employee performance. In the dynamic environment that is the world of business, to never become obsolete the company has to first recognize that its greatest resource is its human capital and the

Staffing in a Sheriff's organization is an extremely important part of human resource management. It helps to identify the strengths of the current workforce and opportunities for improvement that relate to the delivery of service within the organization. In order to find out the staffing issues within a Sheriff's organization, it is important to conduct an analysis of the whole organization in order to view the arising matters. This assessment should also look at the performance measures for the organization and make sure these are appropriately addressed ADDIN EN.CITE Ammons2008928(Ammons & Edwards, 2008)92892817Ammons, David N.Edwards, Joshua S.Practitioner's Corner: Misrepresentation of Staffing Standards for PoliceState & Local Government ReviewState & Local Government Review186-1944032008Carl Vinson Institute, University of Georgia0160323Xhttp://www.jstor.org/stable/25469793( HYPERLINK l "_ENREF_1" o "Ammons, 2008 #928" Ammons & Edwards, 2008).

Currently, the role of the human resources (HR) department within any given sheriff's office is limited to the purely administrative functions of processing a new hire's paperwork, managing benefits for each employee, conducting administrative trainings on sheriff's office policies when necessary, hearing complaints about internal affairs from other employees and investigating those complaints, and answering employee questions about administrative matters. The HR department in a sheriff's office plays a more limited role than in other traditional companies, because the sheriff's office is a government entity, not a private or public company, and because the duties of most of the employees at a sheriff's office, with the exception of clerical or office workers, have very little to do with administrative matters. The sheriff and the deputies are very far removed from the working world of the HR department personnel of their offices. The measurement of the performance of the HR department is limited to how organized it is and how well it knows the information it is supposed to know and is able to communicate that information to others as necessary.

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).

The Hillsborough County Sheriff’s Office (HCSO), has many different positions that will have their own distinct set of requirements for their applicants. These requirements normally consist of successfully passing all tests prior to employment, requiring a certain level of education, or requiring a set amount years of experience prior to employment. For an entry level position of a law enforcement officer, the requirements for each applicant include: being 21 years of age, a United States citizen, owns a legal Florida driver’s license, has a high school diploma or GED, passes a thorough screening and background check, pass all medical and physical evaluations, and successfully pass a polygraph test (“How to become a police officer in Florida,” 2016). If you are an “In-Town” applicant, it’s advocated that the recruit make an appointment to take their FBAT or CJBAT

Learning at an organization is more of a self-conducted activity, and is a continuous process that lasts the entire cycle of the organization and the tenure of the employee. Nevertheless, each organization must effectively employ certain training and development activities for new as well as seasoned employees in order to accomplish different objectives:-

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.

There are many keys elements with training and development that will improve performance. Training is very important, it provides the opportunity for employees to expand their knowledge. When a new employee is hired they will required to participate in orientation program, which gives employees the job satisfaction and gives them the commitment of being with that organization at the beginning.

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.

The Sheriff’s Office Personnel Division strives for efficiency in the maintenance of the employee personnel files. As such, the mission statement of the Personnel Division is to provide quality service in all personnel operations with integrity, responsiveness and proficiency to the employees of the Johnson County Sheriff’s Office and the citizens we serve. One definition of proficiency is striving to increase efficiency, reduce redundancies and the volume of paperwork, responding to requests in a timely manner and ensuring the accuracy of the employee personnel files.

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

Training and development is defined as the heart of a continuous effort deigned to improve employee competency and organisational performance (Mondy, Robert and Shane 2002). Training provides trainees with information and skills needed for their current job, while development arms them with the knowledge needed for the future role.