The human resource department in every organization is responsible for hiring employees who match the skills for the various jobs. This is after the resignation, termination, death or even promotion of employees currently working for the firm. Training and retraining of these employees are necessary to ensure they remain competitive by attaining relevant skills to perform their jobs better. According to Mathis et al (2016), employees must have the right skills, knowledge, and attitude for them to be effective in their job. Therefore, training and development or rather human resource development aim at improving the performance of employees to increase productivity. Generally, this training prepares employees for the roles to expect in future. Notably, training aims at achieving what is good for the employees rather than what is good for the organization. Consequently, this translates to the development of organization with employees performing their duties efficiently, improving on their quality of work, and ensuring customer satisfaction. It is important to emphasize that training should be all about the development of the whole person rather than focusing on the traditional training of just instilling skills in the employees to perform their duties. While some employers view training as a waste of time and resources since employees may be away from their duties for a while during the training and the various training options are expensive, it is important to state that these costs and the time used are worthwhile since the organization will reap the benefits of its investment. Today, organizations have to deal with the challenge of shortage of skills and staffs due to the stiff competition for high-quality employees, both internally and externally.
Role of training in organization development
Various reasons explain why training is necessary for employees. One of the reasons why training is important is to orient new employees hired into the organization. Notably, training of new employees helps in addressing any gaps that they have in their skills in addition to getting them up to speed with the company's processes (Albrecht, 2015). Another reason for training is to tackle any weakness or shortcomings that employees may possess with their skills. There are those skills that employees require to improve with time and this is what training program addresses. Moreover, the process aims at enhancing the performance of workers in the organization. By addressing the shortcomings of the employee, he or she is able to perform the tasks better leading to improved performance.
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Similarly, the individuals acquire a new set of skills and knowledge to perform tasks better. Additionally, this allows them to become confident with their roles since they get to understand the industry better. Therefore, the confidence pushes them to come up with better ideas that can make the organization more competitive. Consequently, there is increased productivity, which allows the organization to enjoy more profits. To add onto this, training increases satisfaction among the employees since they feel valued and at the same time challenged to do better in their work. However, satisfaction is only possible if employees go through relevant training that they can learn from other than just training for the sake. Another role that training plays is ensuring consistency amongst employees. This is because the employees get to know about procedures and expectations from time to time. Moreover, it helps in reducing costs because employees become more efficient since they get the right skills to perform the tasks better. Similarly, the organization that stresses on training and development may retain employees more cutting down on the costs of hiring and training.
Employees' development methods
Generally, employee development methods fall into five categories which are on the job training, onboard, relationships and feedback, classroom training and off the job training (Casademunt,2016).The on the job training refers to those experiences that make the employee more knowledgeable about his or her task and one is trained after the placement into the job. Some of the ways through which this happens include attending committees, conferences, and forums, use of critical incident notes, fields trips, job aids whereby employees get tools to help improve performance including checklists, guidelines, and manuals, orientation, job shadowing which involves observing and following what others do, orientation and learning alerts. On-the-job training is quite simple to use, very economical and provides immediate productivity making it a very common method for development of employees.
Another method is that of onboard training which involves the orientation of new members of staff to the components of the organization including plans, people, and the places. Generally, this may involve the use of special projects, stretch assignments as well as peer-assisted learning. This induction is beneficial because it helps employees to get up to speed with the processes allowing for the success of the business. On the other hand, relationship and feedback training involves things like mentoring, coaching, and performance evaluation. The main benefits of feedback and relationship training are that it improves on relations in the firm in addition to increasing learning in employees by informing them of the areas of improvement and at the same time motivating them through good feedback. Additionally, there is the classroom training, which involves attending seminars, workshops and taking various courses. The main advantage of classroom training is that employees are able to interact in a productive manner in a safe and quiet environment away from work pressures, something that does not happen with other development methods. Off-the-job training involves taking courses in a college, self-study, learning through professional associations and engaging in reading groups. Training employees outside their jobs carry some benefits including allowing them to gain a wider range of skills and enabling them to get outside their areas of specialization.
Relationship between employee and organization development
Notably, employee development is quite beneficial to the development of the organization. The reason for this is that it strengthens skills of the employees allowing them to work towards improving performance and therefore achieve the goals of the company. Therefore, this will help in making the company more successful. While organization development bridges the gap between the management and the employees, workers development bridges the gap between the actual work and the expectations in the performance appraisals.
Role of human resource management in career development
According to Mathis et al (2016), the human resource department is responsible for hiring, recruiting, orienting new hires, and taking care of the exit of employees from the firm. Generally, this management forecasts and plans for the staffing needs. Therefore, the main role involves selecting right employees who can meet organization's needs for development. Consequently, the organization can retain these qualified employees selected to avoid the costs and time wastage in replacing them. This sets the business on the right path towards achieving both short-term and long-term goals. Moreover, this department must provide a safe environment to ensure employees are satisfied with their working conditions.
Personal career development
For the few years of my employment, I have obtained quite a lot of training and the experience has helped me better my skills in the job. Therefore, in five years time, I believe I will be able to take a more challenging role in a responsible position where I will make good use of my talents to solve problems that are more important. My current or future company can help me with my career development by providing me with the right avenue to practice my skills and offer a challenging task that will help me make use of my knowledge and skills and discover my strength. Moreover, it can provide me with more training ground to better my skills. I believe that the career development opportunities in my company are sufficient to help me get to the next level with my career.
References;
Albrecht, S. L., Bakker, A. B., Gruman, J. A., Macey, W. H., & Saks, A. M. (2015). Employee engagement, human resource management practices and competitive advantage: An integrated approach. Journal of Organizational Effectiveness: People and Performance , 2 (1), 7-35.
Casademunt, A. M. L. (2016). Strategic labor relations management in modern organizations . Hershey, PA, USA: Business Science Reference.
Mathis J., Jackson H., Valentine S., and Meglich P.(2016). Human Resource Management. Cengage Brain.
