Toward A Career Resilient Workforce

Knowledgeable and well trained employees are needed in every organization. It is important employees are able to perform all the tasks needed in order to reach the organizations needs and achieve the set goals. As times change, employees may stay behind in skills or may even lack training when it comes to new systems, technology or other procedures that the company may need in order to better performance. That is when the importance of training is more evident. An organization has a large responsibility for their success which is why training, development, and career development is

Broadhurst, J. (2012). Employee development is a great business opportunity. Human Resource Management International Digest, 20(6), 27-30. doi:http://dx.doi.org/10.1108/09670731211260861

State the roles and responsibilities of both the employer and the employee in the process of personal development.

So, ever since the industrial age, to ensure the speed of production we have unconsciously created a parent/child way of working but now we are in the age of technology where most of the employees are very well educated, or reasonably educated. Ann Andrews provides a highlight about the human nature where we don’t like changes but want to bring improvement. She provides two facts where in the first fact she says that career development isn’t around much so to keep good employees around career growth may be more about encouraging them to learn more skills. Second fact is as much as the employees learn and more skills they have, they can adapt to the changing workplace. Ann Andrews also talks about seven questions for the employer to ask their employees to motivate them few of which are where would you like to be in five years?, what skills do you need to get there?, which are of interest to you?, how can I coach or mentor you?, so on and so forth (Ann Andrews, 2014).

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.

Another practice that helps to achieve career growth and development is offering training opportunities for the employees. The employees are offered benefits that help them to further their education and achieve higher qualifications. This is a strategy which helps to increase the skills, qualifications and competence of the employees. In this way, the staff are at a better position to gain promotions within the organization as education qualification is not a barrier for them. The employees become motivated as they become more competitive in the market which is good for their career (Branham, 2012).

Growing number of our employees make it difficult for our management to give enough attention and communicate thoroughly with them. The article, “The value of valuing employees” by Comaford (2013), outlines many of the problems that we are facing when dealing with our employees. There are 6 pitfalls, per article, that needs to be addressed regarding interaction and communication between management and employees.

Two - Training and Development, what is the importance of this being implemented effectively and identifying some of the advantages of training and development. This section will highlight issues surrounding the development of some employees and why it is not always about the employee moving forward or upward on the corporate ladder but what are the alternatives to moving an employee laterally in the cooperate world.

Shaping the critical decision of an organization is one of the superior position that employee can be reached in his or her career ladder. It can be obtained through the effective career development. Effective career development is important not only for individuals but also for the organizations that employ them (European Centre for the Development of Vocational Training, 2008). It meet both business needs such as employees’ loyalty, trust, commitment and individual needs such as job security, development and promotion in order to achieve resilience to handle change more effectively (Younis, Akram & Naseeb, 2013). The success, survival and competing power of organizations mainly depend on the commitment of the employees, supporting their developments and ensure their participations (Aydogdu & Asikgil, 2011).

Employee training and career development programs are an essential function of a human resources department. Organizations need to employ workers who can adjust well to the company and appropriately train them to serve the company’s objectives. An organization uses various methods of training to ensure employees will satisfy the organizational needs of the company. A focus on employee development in relation to organizational development is the primary goal of a company in achieving successful results. Career development helps an organization with the future human capital needs as well as creating and maintaining employee

There are many constraints and regulations that force organizations to be very careful when managing their employees. Employee management is also a crucial role in the success of an organization. Employees must be used to their fullest abilities but must remain within their skill level or scope of

Lastly, with technological changes in almost every sector of the world (banking, manufacturing, even extending to the food industry), HR needs to be abreast of “HOW” to train their employees, to these ever changing circumstances.

The skills developed in the managerial and operational structure of the company will lead to increased motivation and job satisfaction. Therefore, the other outcome of employee training will be the acquisition of important sets of skills to facilitate effective management strategies that support employee commitment thereby reducing the high rates of turnover in the company.

Also the firm must ensure that the learning of employees is directed in some form regardless of whether the learning is controlled or uncontrolled so that learning is in the best interest of the firm. The correct implemenation and structuring of a knowledge managemnt framework can provide the firm with both a highly skilled competent/profecient workforce but the wrong direction of such a framework or non understanding of skill need/environmental issues can lead to the overall business objectives and company competivness being completely eroded.

In the last decade, in particular, the companies have been faced with a reality characterized by deep technological revolutions, consequently making the changes in the professions. The importance of skills, knowledge and continuous learning skills was vital for companies, thus showing interest in cornering and retain the most talented people. The Human Resources function has thus begun to occupy an increasingly central role, realizing that employees constitute a real capital for the company.