Training And Development Efforts Help Employees

I believe that an organization's best competitive advantage is their people, and Human Resources Development (HRD) and employee participation is critical component of an organization's Strategic Human Resource Management. A culture that supports learning can make a world of difference, especially if senior managers and employees are committed to HRD. There are key issues that make training and learning more effective such as

Q1. Should there be a national certification requirement in the United States for the personal training/fitness industry? If yes, should there also be state licensure, and why? In not, explain why?

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,

A highly functional and well-designed B2B website works for businesses 24/7/365 and automatically becomes a company 's best salesperson and business supporter. Custom websites can speak every language of targeted customers, work without complaining, handle customer service, provide notifications, generate reports, engage customer, facilitate sales and generate leads. However, even the best sites won 't work if the staff and stakeholders don 't know how to use the systems. It 's of crucial importance that each stakeholder receives essential training and learns promptly about any upgrades or new features. The company website must also be set up so that the proper information is channeled to the

As stated earlier Keller Williams Realty has been the fasted growing real estate company for 11 years straight and we are currently the 4th largest real estate company in the world. Based on our past decade of growth we will be the largest real estate company in the world between 2010 and 2012. The

It has been a general agreement that training and development is a good thing and that it increase productivity, but the question is “how much? It is even difficult to show causal link between HR development and national /organizational performance partly because pay off from development may not be seen in the short term. It is also difficult to tie-down performance improvement to the development itself and to

It has rightly been said, employee development is the key to organizational sustainable development. Organizations must have employees who are able to quickly adapt to an increasingly-changing world market. Author recommended Companies need to invest in on-going employee training and development in order to both keep employees and be successful. Training enhance employees’ initiative and quality of work, thereby assisting them to be more dedicated to achieving the organizational goals and objectives and in turn enhancing employees’ effectiveness within the organization.

Adequate training provides employees with more knowledge, which results in better job performance. Training and development opportunities enable employees to advance in their positions. Job shadowing is an example of hands on training that management can recommend in order to give the employee the opportunity to gain knowledge of a different area. Job shadowing can empower employees by giving them the opportunity to gain an insight of another function that may be in their interest and exposure within a company. “Training is generally focused on improving or strengthening existing skills, learning about new technology or regulatory requirements that impact how the work is done, and staying up-to-date on changes in the environment that can change how work is done.” (Richards, 2015) Management can also offer trainings to enhance skills to better improve the employee’s job performance. Skilled employees have a greater capacity to be empowered and perform with excellence.

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

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

The environment in which most organizations operate today is continuously changing, and the rate of change is increasing. Almost most organizations are now involving in tremendous increase in international business and foreign assignments. Training and developing the workforce offer an interesting case of change for any organization in light of uncertain and rapidly changing environment. Many researches argue that training and development programs increase the organizations' performance and effectiveness. Toward a better understanding of the effects of training and development in the workplace, this research points out the importance of training and development the workforce, determines the major types of training and development

Motivational training in an organization can be introduced across three stages in company i.e. administration of the environment of industry, the organizational level and the individual level, where training will be focused on the performance of the companies as well as the individuals. Porter (1980) asserts that each level is separate in its own application. He highlights key points and identifies the role of general managers in managing motivational training at each respective level and its correlation.

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The scope of this study is restricted to examining the manpower training and development needs at Zenith Bank Plc.

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