Employee Training and Career Development Introduction Employee training and career development Is very Important to any organization who wants to be a successful company. These assets give employees the tools and the motivation they need in order to accomplish the task of their Job function. In this paper there will be a few questions discussed pertaining to employee training and career development. The Role of Training The role of training in an organizations development is crucial. Training allows the employee to know exactly what the Job consist of.
Training offers knowledge to the employee that will help them maneuver throughout the Job. Training can pose a problem for companies because of the cost and the employee not actually working and missing deadlines to complete projects. “Most employees have some weaknesses in their workplace skills. A training program allows you to strengthen those skills that each employee needs to improve. A development program brings all employees to a higher level so they all have similar skills and knowledge.
This helps reduce any weak links within the company who rely heavily on others to complete basic work tasks. Providing the necessary training creates an overall knowledgeable staff with employees who can take over for one another as needed, work on teams or work independently without constant help and supervision from others” (Frost, 2014). With training employers should see improvement and consistency in the employee’s performance. When an employee has training they are more aware of their surroundings because they know what to look for.
All employees should have a clear understanding of all policies and regulations and through training they will gain that knowledge. Employee Development Methods and there Benefits According to “Horologic. Ca” (2014), “employee training and development needs to suit your organization’s context, Job descriptions, employment contracts and collective agreements. When selecting employee training and development methods, it is important to remember the learning process. There are many deferent ways to develop and employee, but as HER managers we have to keep In mind they do not all work the same for every employee. Some of these methods consist of training, lateral moves, cross training and job rotation, coaching and mentoring, and self-learning; just to name a few. All of these methods of development lead to benefits that will surge in Job fulfillment, the motivation of employees, fewer turnovers for the company, and growth in the company. The benefit for finding the right development method for the right employee Is going to be a better outcome for the company.
When an employee has been developed the Individual and the company will benefit. The company can feel comfortable in allowing the employee to work alone, while having faith the employee will get the Job done to the company’s standard. Employee development always gives and employee confidences to complete the task at hand or the company and even help out in other areas of the company. The Role of Human Resource Management Mayhem (2014), states “salary to other department managers, a human resource employees.
For this reason, a human resources manager must be well-versed in each of the human resources disciplines, compensation and benefits, training and development, employee relations, and recruitment and selection. ” A human resource manager should possess the skills to help an employee advance throughout the company. Sometimes that may call for employment training or furthering education training. Employee training and development includes new hire orientation, leadership training and professional development seminars and workshops.
Human resource managers oversee needs assessments to determine when training is necessary and the type of training necessary to improve performance and productivity. Human resource managers responsible for conducting needs assessment have a hands-on role in evaluating overall employee performance to decide if the workforce would benefit from additional training and orientation” (Mayhem, 2014, p. L ). With these tools a HER manager should be well quipped to help any employee advance in their career. HER managers also have to possess a “people person” skill.
Company’s want HER managers that their employees will feel comfortable with and know they will do anything in their means to help the employee. Personal Career Development Personally for me I am on track to achieving my career goals and I have a human resource manager that understands my needs and is willing to help me in any way she can. Currently at work I am working in the production planning office with hopes of one day transferring to the Human Resource section of the company. In five years I would like to be fully integrated into human resources, be it a manager or on the business administration side.
I would prefer the business administration side first to have a better background on what I am suppose to be doing as a manager. As for how my company can assist me with achieving those goals, they can continue to allow me to presume with furthering my education, and allowing me to work closely with the HER manager so I can pick up HER skills. It takes time to learn and understand how to apply all the laws that go along with being a HER manager, but the company I work or is willing to allow me to receive the knowledge and background I need to support the company and the employees who work for it.
I believe through employee development through training and cross training and Job rotation I will be able to fulfill my career goals and they will be able to help me accomplishment them. Conclusion In conclusion, employee training and career development is significant to both the employee and the employer. A company that offers employee training stands the chance of gaining a better employee suitable for the company. When a company invests in an employee career development, they will get a loyal employee who is titivated to get the Job done because he/she is going to feel secure in their Job.
