Training and Development Activities

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.

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

Training is an important facet of developing and managing human resources at any organization. Training should improve not only organizational efficiency and employee productivity but it must also improve employee skills and make employees feel valued. At Clapton Commercial Construction (“CCC”) Company’s Arizona location, it is important for the company to hire and retain good employees. To that end training and development should be essential and consistently provided to employees at all levels of the organization. Training program should be designed so that it is tailored to the particular function the employees perform in the company, and also so that the company as a whole works as a

Employee training not only contributes towards benefiting individual, but also to the organization, allowing it to continue operating effectively. Improved profitability and service delivery (Morrison et al.2010)

“In order to develop required human resource competencies, organizational leaders need to align the selection, training, development, and removal of employees with the behavioral requirements of the desired change” (Spector, 2010, p. 102). Having a focus on training can be an important part of helping employees understand how their competitive environment is changing. Along with the importance of changing their behaviors.

Corporate learning is a broad term used to highlight the importance of ongoing improvement within the context of organizations, which includes talent management, workforce segmentation, careers, and learning technologies. For companies to maintain competitiveness, particularly in industries revolving around innovation, ongoing learning and development is essential throughout the organization (Tarique, 2014). Verizon has noted the key role of training and development in the sector in which it operates. As noted by Freifeld (2012) Verizon endeavors to create value by maintaining relevance and innovative status in the field of technology. Employee training and development is thereby a central facet through which Verizon intends upon maintaining

Companies who invested in training and development programs in the long run with show that their employees great assets to their company. “Employees may gain access to training they wouldn 't have otherwise known about or sought out themselves. Employees who feel appreciated and challenged through training opportunities may feel more satisfaction toward their jobs (Frost, 2016).”

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,

Societies within the United States are facing a shortage in the number of skilled workers, and many organizations are now spending millions of dollars to secure a competitive advantage through training and development. Companies are creating a learning culture that is imperative to today’s economy. There are organizations though that are continuously struggling with achieving such a learning and development style. As organizational structures become bigger and function more smoothly, employees must become more

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.

The purpose of this paper is to examine additional trends that are believed to influence the future of training strategies, from a personal aspect, and base on future social, economic, political, and/or technological factors. Provided, will be the rationale for the belief and evidence supporting the statement of the thought that organizations are starting to move from a training perspective into a performance perspective instead, since training should not be for the sake of training, rather to improve overall job performance.

Training and Development are basically two inter-related terms. Training is the process of teaching or educating the new or recent employees the basic skills that they need to execute for their jobs. Whereas development can be described as advanced training at management level in order to ensure managerial development such as managerial performance by imparting knowledge, shifting approaches or swelling expertise.

An effective approach to training is the beginning of an organization’s future. In many cases

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

Establishing a training course encourage employees to be more accountable and motivated in the organization and evidently helps businesses to remain successful among its competitors. Employee development creates a self-purpose in employees and closes the gaps in knowledge to bring about a positive change in the work environment. Organizations that invest in training give their employees a better sense of loyalty to the company to work harder for the success of the organization. Additionally, due to the investment of training and employee development, employees feel empowered to go even further to get the job