Essay about Training and Developmnt Trend Research

CUMMINGS, T. G. AND WORLEY, C. G. (2001). Essentials of Organization development and change. Cincinnati: South-Western College Publishing.

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.

Businesses are facing a dichotomy between wanting to chalk out an all-time structure and strategy for their organization, and recognizing that their world is in a constant state of flux [3]. For most of the 20th century they were largely focused on the static elements of this dichotomy. However, in the last decade changes have become more frequent and more dramatic, so much so that a whole branch of management is now devoted to the subject of change itself.

This chapter introduces the literature works relating to training and development and how it has an impact on employee’s performance. It gives detailed explanation and clear idea on previous works by researchers in organizational politics to help in understanding the background information on which this research is based on. The chapter describes the concepts of training and development and the effects on employee performance and the gap in literature.

Change is an ongoing and never-ending process of organizational life. The intensity of organizational change can range from the nominal to the radical. As Clark, Gioia, Ketchen, and Thomas (2010) mentioned, three degrees of change intensity are distinguished according to the amount of

In this business report, it’s really important to analyze the management of change in the global organizational world. Companies act differently to outside actions & change. Some run out of performance, competition & customers, while others develop and move forward and win over the competition.

If an organization is not continuously alert to change in the environments it is surrounded by it will most likely end up like the countless failed and bankrupt organizations that have littered the economy over the past few decades. Just being cognizant of the ever present need for change does not ensure success however, having the ability to, as John Kotter puts it, Make it Stick, is crucial to survive in the current evolving world we live in (Kotter & Rathgeber, Our Iceberg Is Melting, 2005). That is exactly what we will examine in this paper, some of the numerous ways to sustain change.

Technology has many impacts on employees and their skills because it could depend on whether they retain their jobs by learning new skills or be substituted with machines and robots. As technology changes over time, employees need to gain new skills to make better and more efficient use of the updated technology and equipment.

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,

Another important point that was pointed out by the author was that the introduction of technology is one of the main reasons for the increasing value placed on effective and timely training. I do agree with this statement because I see where technology is becoming an increasing part of our lives, both professionally and personally, and in maintain a competitive advantage, training has to be conducted to keep up with the changing times.

Burke (2014) stated that organizations change from day to day. The changes that take place in organizations can be intentional or unintentional. Generally, the changes that occur is accidental. It is important to have a broader and deeper knowledge of understanding organization change. Understanding what is currently happening as well as trends in which the organization is functioning can provide such awareness.

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

Many employees nowadays are wishing to become mobile enterprise as it provides many benefits in their working situation. The first advantage for employees is portability and availability. This is when the employees has the ability to use the devices anywhere at any time they want. For example, they can use the devices outside their workplace and outside their working time. This provides better productivity, which allows employee choose about when to view content, and capability to all employees, leading to engagement and enablement. One organization that the employees are becoming mobile enterprise is BlackBerry Limited. Within BlackBerry, employees used to augment existing work processes by enabling more mobile and flexible practices. It also had the opportunities to work away from their working place. (Bynghall, S., 2014)

organizations to develop, they often must experience significant change at various ways in their development.

We live in an era of extreme revolutionize, due to rapid technological development. Over the past years, the technological advancement has changed the entire world and way of work environment. Businesses in today 's extremely competitive market must not take too lightly the importance of high-tech working environment, capable, well-trained employees with verified skills and capabilities. Most people may be dimly aware of technological revolution, but fundamental changes are being shaped by extraordinarily networked world, and they are being transforming to entire businesses as well in the world. Businesses have to maintain skilled employees and its infrastructure to open as way to global market. Any organizations in the world would follow strategies to achieve rapid expansion through technology advancement.