Training and Development

With so many changes accruing, many organizations need to innovate and use their resources in the most efficient way possible to train and develop its employees in order to remain competitive. Training and development are critical to many organizations because they provide the skills they will need both now and in the future. Training and retraining ensures that the employees are committed in the progress to the organization they work for. We should consider that by training and educating an employee will increase an employee’s ability to perform.

There are a many reasons why training is needed in an organization, does not matter if it is immediately or through long-term anticipation and planning. Organizations develop new polices or procedures that quire new technologies or terms that some employees may not be familiar with. Other times employees are transferred or promoted to Jobs, which require new skills and knowledge to be taught. While new employees must often be trained so they can successfully perform to the best of their abilities.

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Helping employees become better trained and educated in their Jobs is a very important task that is giving to the Human Resource Management or the Employee Education Department. Employers depend on the quality and performance of their employees, their ability to perform ND achieve the organizations aims and objectives, and in return employees have motivational needs for development, recognition, status, and achievement that can be met through Job satisfaction.

Next we can look at the importance in measuring competencies for the employees, such as skills and performance. One of the more popular ways to approach this is to identify all the different areas of performance are and then focus on competencies. “Defining competencies as underlying and unseen characteristics leads to the same difficulties associated with defining and measuring reference as personality traits (Luis R. Gomez-Mejia, David B. Balkan, Robert L. Carry(2010).

It is very important for any organization to have the ability to track the training effectiveness of all employees so it can keep it in some sort of skills inventories record. By making a list of the skills needed to perform a particular functions and then scoring them by evaluating the extent of effectiveness within the jobs itself gives management the information they need to either provide the employee Witt more training or give ten employee a development opportunity plan. When an organization wants to track the training of their employees there are several ways to they can do this.

Organization can use questionnaires or surveys services such as Survey Monkey that provide qualitative and quantitative information about the reaction employees have to training programs (Carr, 1999). The organization can issue a few different range of questions that could include how useful and informative the training information was, and if it helps in performing Job tasks (Carr, 1999). Observation is another evaluation method to use that can give employers more information about employee’s reactions to a particular form of training he [she has taking part of (Carr, 1999).

Informal observations focus on general information about the training structure and highly-structured observations involve checkpoint lists and monitor particular points in a training event (Carr, 1999). All of these forms of tracking can be effective depending on the way the organization wants to get to know the employees. Another way to help an organization review how the employees are doing are by using a knowledge review system. A knowledge reviews require employees to answer questions in the beginning and the end of the training event (Carr, 1999).

A short answers or multiple-choice questions can be used for the survey and should be arranged differently in the beginning and at the end of each training event (Carr, 1999). The results of the assessment should be compared to the measure knowledge transfer during the actual training event (Carr, 1999). By doing this it helps the organization determine if the course material will need to be modified to improve the learning process. Now let us see how delivering employee’s information regarding their skill development is done.

This can be done in multiple ways; using a skill gap analysis is another means to gather information by assessing an employee’s level of knowledge, skills, and abilities concerning the duties of the position (Carr, 1999). Employees use the assessment results to keep track of their skill development as they continue to grow (Carr, 1999). Training and development are vital functions for any organization no matter what field they may be in. The purpose of training is to give knowledge and the skills necessary to be effective in the everyday operations of the organization.

The employees must be knowledgeable in the Job they are doing and be aware of the changes that are being made, and it is up to the organization to help these employees to be aware of the changes and help them improve their ability to perform and it well help the overall performance of the organization. References: Luis R. Gomez-Mejia, David B. Balkan, Robert L. Carry (2010), Managing Human Resources, Third edition, Prentice Hall International Editions. Carr, W. (1999). Designing an effective training evaluation process. Retrieved from http:// www. ISP. Org/PDF/strengthening/Carr. PDF