Training and Developing Employees (Essay Sample)

Training and developing employees
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1.0 Introduction
Staff training is important for the development and growth of an organization. For an employee to be able to perform efficiently and effectively, he/she must be equipped with the right knowledge and skills. Human resource is the most vital asset for any organization to function effectively because even if an organization had money, materials and machines, manpower is needed in order to put those three parameters into proper use. In the age of computer and sophisticated technology, organizations must meet changing situations. Since human capital is the greatest asset for any organization, training for capacity building is critical so as to sustain development and economic growth (Batool &Batool, 2012). Capacity building involves investment in institutions, practices and human capital in order to improve systems and procedures and enhance human skills. Capacity building refers to the internalization of skills, knowledge and processes that can enable the implementation, formulation, monitoring and evaluation of outlined goals in a smooth manner.
It is an array of activities needed by an enterprise or organization to maintain a flow of skilled manpower so as to meet its current and future business needs. Quality training is needed in order to equip employees with competencies, new skills and techniques. In order to increase workers’ productivity, it’s essential to invest in the development of workers’ skills. The main goal of an organization is to improve its performance. This is only possible if the organization has efficient employee performance (Tahir et al, 2014). In this regard, performance refers to the rate of working effectiveness through accomplishment of certain set goals. So to contribute positively to an organization, training and development must be implemented. Therefore, training and development is a planned learning process that equips employees with necessary knowledge and skills in order to perform current and future tasks efficiently (Jehanzeb & Bashir, 2012). This paper looks into the training and development of employees and how this impacts on an organization or business enterprise. In this paper, I have chosen a company called AlMarai which deals with dairy products and is the leading dairy exporter in the world. It is based in Saudi Arabia but is spread in many other countries including United States.
2.0 Literature Review
2.1. Importance of Training and Development
It is imperative for employers to train their staff as jobs become more complex and technology turns even more sophisticated unlike in the past when little technical knowledge was required. Manpower training and development are two interrelated discourses whose importance cannot be overemphasized as it ensures an organization has effectiveness. Training is the process where employees seek a planned and coordinated acquisition of skills that are necessary for an organization’s smooth operations (Tahir et al, 2014). It aims at giving the employee a particular specialized knowledge and skill in order to perform effectively in a given position. Therefore, training is a process whereby an employee learns how to perform certain tasks of varying complexity. It is an organized procedure through which individuals learn and acquire skills for a definite purpose.
Training increases human efficiency through application of skills and knowledge in certain specialized tasks in the employees’ place of work. Development is the process whereby one becomes increasingly elaborate, differentiated and complex by virtue of maturation and learning (Jehanzeb & Bashir, 2012). Training can refer to the acquisition of knowledge, skills and competencies as well as adopting behaviors that can improve job performance including learning applications and theory, train-the-trainer programs, instructional systems design and instructional methods and strategies (Falola et al, 2014). The process may include an employee’s recruitment, selection, training and motivation. Training is for a specific job while development goes beyond that. Training and development are indeed indispensable strategic tools for an efficient organizational and individual performance. If well implemented, it earns back a competitive advantage in a business world (Falola et al, 2014). A company like AlMarai can benefit heavily from such training.
Organizations are expected to identify and select specific training needs of its employees. They are also supposed to design training programs that optimally utilize their workforce towards specified objectives. The process of training employees for efficient and optimal performance in order to achieve set targets and objectives is non-debatable (Jehanzeb & Bashir, 2012). Training is a requisite to complementing workers’ reasoning faculty, capability and competence that go hand in hand in improving organizational performance and gaining a competent edge. Training and development of employees promotes efficiencies, invention, innovation and the capacity to accommodate new techniques and technologies. As such, organizations must select the needs for training carefully (Tahir et al, 2014). They must select techniques that are suitable for those needs, plan the implementation process and evaluate the outcomes.
2.2 Theories of Training and Development
Various theories have been formulated in order to explain the relevance of training in an organization. Social learning theory states that employees gain new knowledge and skills through observing the other staff members. This theory emphasizes that learning and training is influenced by ones self-efficacy and ability to acquire new skills. This in turn is influenced by oral persuasion, encouragement, observation of others and logical confirmation (Falola et al, 2014; Jehanzeb & Bashir, 2012). On the other hand, reinforcement theory views training as a strategic medium through which a job is made interesting to the workers and therefore, the employees are able to improve their optimal performance which then culminates in outstanding creativity, performance and innovation. Finally, the resource based theory or view advocates that an organization can acquire competitive advantage through the attraction and retention of competent human resources as well as identification of relevant training that keeps them improving their ability for optimal performance (Falola et al, 2014). The effectiveness of learning and training depends on skills, the pattern of job related knowledge, competencies, capabilities and behavior.
2.3 Types of Training and Development Program
There are various types of training and development program and the method chosen by an organization to train its workforce depends on costs and time that is available, depth of knowledge required, number of individuals to be trained and trainee background among many others (Batool & Batool, 2012). . First, there is the on-the-job training which is normally handled by supervisors, colleagues, mentors and managers in order to assist employees adjust to their work in addition to equipping them with relevant skills and knowledge. This training may be done by highly experienced resource trainers at a bench or on desks. It may also consist of individual or groups who may be given assignments, tasks or projects to perform (Brum, 2007). This training also enhances team building and expertise. Second, off-the-job training includes vestibule training, lectures, case studies, simulations, role playing and discussions.
It consists of group exercises, distance learning, team building, workshops and outdoor activities. This type of training may be provided by external education and training establishments or training providers. It is essential that those participating in this training are carefully selected, monitored and briefed accordingly. Finally, human resource development itself is an organized learning activity that is planned within the premises of an organization in order to improve performance (Jehanzeb & Bashir, 2012). This includes career and organizational development whereby workers learn new skills and how to respond to various challenges. The objective of human resource development is to improve organizational performance through maximizing efficiency and performance.
3.0 Discussion
There are basic factors that should be taught to all employees irrespective of their areas of expertise in order to improve their productivity at work. First, employees must be accountable for their actions and decisions that they undertake as this helps them work more meticulously. Employees are able to work cautiously, not recklessly. Second, employees must be able to meet certain targets within the limits of achievement. Third, team work is necessary for increased productivity as it enhances flow and exchange of ideas at work. Successful work and team building are the ingredients of a successful enterprise (Brum, 2007; Batool & Batool, 2012). . There are individual and organizational benefits that arise as a result of training and development. One, career competencies are polished accordingly. Empl...