The technological advancements and new economic conditions are integrating in unexpected ways to develop new opportunities in business; this subsequently poses a challenge to organizations on how to develop a capable workforce to keep up with the advancing technological innovations. Employee training is a significant aspect in any organization and it entails the process of developing the knowledge, capabilities, and skills of the workforce as a way of enhancing their performance in their respective occupations. Advanced skills, capabilities, and knowledge at any workplace acts as a competitive advantage in the global market. Many organizations are currently investing in employee training strategies to enhance the job performance, motivation, and effectiveness of workers and the attainment of the organization’s goals (Janki, 2016).
I recently conducted an interview on the roles of employee training and the future of training in the organization. The interview involved one respondent, my former manager, who is currently the head of the human resource department at NACCO industries. According to the respondent employee training is a fundamental hallmark in ensuring the success of any organization. He accounted for his statement by giving a brief outline of the effectiveness of employee training in his organization. According to the respondent, employee training is responsible for enhancing employee satisfaction, improving the productivity, improving employee attitude and morale, improving employee performance, and for addressing the existing weaknesses amid workers in the company. The respondent also associated employee training with its effectiveness in ensuring consistency among employees and in fostering organizational performance. He mentioned that training also provides employees with the opportunity for advancement in their areas of expertise. When asked about the future of training in his company, he outlined three advanced modes of training that he considered effective in learning and development; they include gamification, personalized training, and micro-learning (E. Dickens, personal communication, January 3, 2018) .
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I concur with the manager’s views regarding the roles of employee training in the organization. Employee training is an effective approach in ensuring employee satisfaction. Employees who have the access to training and development initiatives have an added advantage over workers in organizations where these training opportunities are not accessible. Employee training promotes the development supportive workplace as it fosters teamwork. Training also presents new challenges to employees and it subsequently provides them with ways to effectively tackle these challenges and this, in turn, fosters employee satisfaction (E. Dickens, personal communication, January 3, 2018). Employee training is an effective measure of ensuring the betterment of the performance of employees. A worker who receives fundamental training is capable of performing better in his respective occupation. He becomes aware of the proper procedures and safety practices for basic duties (Janki, 2016).
The training process also build’s the worker’s confidence as it enhances the development of a clear understanding of the company’s procedure and the job’s responsibilities amid employees. Training also keeps employees abreast with the ongoing developments in the company. Employee training also plays a significant role in addressing the weaknesses that exists among employees in that it enhances the development of skills that may be considered as a weak aspect in his performance (E. Dickens, personal communication, January 3, 2018) . Employees are usually characterized by certain features of weakness in their workplace skills. An employee training program allows the organization to strengthen these particular skills that are considered necessary for the advancement in the performance of an employee; this, in turn, reduces the weak connections within the organization (Khan and Baloch, 2017). Consistency is also an important aspect that is enhanced through training. A structured development and training program ensures that workers have a background knowledge and consistent experience.
All workers ought to be aware of the company’s procedures and expectations such as administrative tasks and safety measures. Putting workers through a consistent training ensures that the entire workforce has exposure to the company’s operations and the expectations in their respective fields of expertise (Khan and Baloch, 2017). An employee’s attitude and morale is enhanced through the satisfaction received through the training procedures and the enhanced job performance. Employee training also fosters increased productivity through enhancing the productivity and efficiency of employees. Well-trained workers display both quality and quantity in their occupational performance. The company is able to increase its general productivity and cut-down on costs if employees are well-trained. Employee training also advances the attainment of the organization goals and vision through facilitating organizational performance and it also provides room for employee advancement.
I also agree with the manager’s opinion regarding the future of training in the organization. Like any industry, technological innovation is driving significant changes in the field of organizational training and development. Gamification is a digital innovation that is transforming business models by establishing new ways of enhancing aspects such as employee loyalty (E. Dickens, personal communication, January 3, 2018). Gamification aims at leveraging features such as the desires and motivations of employees and effective rewards; this could be an effective training model. Micro-learning is also an effective training tool which aims at presenting short and fast modules of training. Training is becoming more personalized as companies perceive improved outcomes due to customizing personal career aspirations and goals (Janki, 2016).
References
Janki. (2016). An Empirical Study on Training and Development Practices in Regional Rural Banks with Special Reference to Prathama Bank. Clear International Journal of Research in Commerce & Management , 7(8), 26-29.
Khan, K., & Baloch, N. A. (2017). Impact of Training on Employee Development and Other Behavioral Outcomes: A Case of Public Accountant Trainees in Khyber Pakhtunkhwa. Journal Of Managerial Sciences , 11(1), 93-107.
