Employee training and development is the key to the success of an organization. It is the role of the Human Resource department to provide employees with the information and tools needed for training and development, and to ensure the success of organizational development. Training and development of employee is benefits the organization by ensuring the organization able to adapt to every changing economy and industries. To ensure the organization is able to meet these changes, the human resource department designs and develop programs that meet the needs of the organization. Role of Training in an Organization’s Development
According to DeCenzo and Robbins (2007) employee training is defined as “changing skills, knowledge, attitudes, or behavior” of an employee; and is considered “present-day oriented”; focusing on the employees current position, by enhancing his or her skills for that specific job and the ability to perform that job. The development of an organization depends on the performance and the ability accomplish his or her job. According to Glance, Hogg, and Huberman (1997) “an organization’s decision whether or not to train its workers affects the overall economy, even if the firm does not factor the economy into its decision” (p.
Organizations benefit from having well trained employees that are able to adjust to new changes within the organization and perform at a higher level. With well trained employees the organizations increases production within the organization. Training cost for training employees can be extremely high; however, the long-term benefits in the decrease in employee turnover. Organizations are willing to invest further employee development once the employee has demonstrated he or she is able to perform all job requirements. Methods and Benefits of Employee Development
... loosing critical employees and the organization will benefit as a result.Ensuring that all employees have an equal chance to attend job specific training courses ... that they are more capable of dealing with and implementing change in the future. 41.Threats. Without arresting the behavioral norms ...
Employee development focuses on the personal growth of employee and future position the employee may hold in the future (DeCenzo & Robbins, 2007).
Organizations use many different types of internal and external methods to further train employees. Those methods are the following: •Job Rotation •Assistant-to Positions •Committee assignment •Lecture Courses and Seminars •Simulations •Outdoor Training Job rotations allows the employee to the opportunity to train in different department to acquire knowledge and develop new job skills. Employees are introduced to job rotations either vertical or horizontal.
Employee that are promoted to a new position will be vertically rotated within the organization to learn the requirements of the job. Other employees that given the opportunity to learn and training throughout the organization for a short period of time will be horizontally rotated. Job rotations allows employees to broadening his or her knowledge of how the organization operates (DeCenzo & Robbins, 2007).
Assistant –to positions allows employees the opportunity to develop his or her job skills and knowledge by working alongside managers in different departments in the organization.
Committee assignment allows employees to be involved with decision making process, learn how to critical thinking and solving problems, learn by watching and interacting with others (DeCenzo & Robbins, 2007).
The benefits of assistant-to and committee assignments is that employees learn what it is required to perform the duties of upper management and developing the tools need to make critical decision when assigned to a committee. External methods used to further develop employees skills, knowledge, current and future job skills is lecture, seminars, simulation exercise, and outdoor training.
Lectures and Seminars allow employees to gain information on the job requirements prior to training for a job. The benefits to both of these methods is the ability to reach employees in other location, able to provide training to larger groups via webinar, and is cost effective. Simulations allow employees the opportunity to work in virtual reality work place. These simulations have decision making games, role play games, and case studies (DeCenzo & Robbins, 2007).
... employee orientation training program. This program is certainly necessary for the proper employee-employer relationship development ... In an attempt to streamline its organization and create a more responsive organizational ... basic math, reading, writing, presentation skills, they should be more than welcome ... job quickly. This training is also much required and good if Xenon wants to have proper employee ...
The advantages to using simulation is that organization can design a virtual work environment that is based on real
managerial situation and has no effect on cost because poor performance. Outdoor training is centered on teamwork. This method is most effective in the wilderness, where employees are put through several challenges. Organization want to know how employees will react in stressful situations. The advantages to outdoor training is that employees are forced to build relationships, trust, and work together. Relationship between Employee and organizational development The relationship between employee and organizational development is both focuses on the improvements of the organization.
According to DeCenzo and Robbins (2007) organization development refers to the “continuous improvements, diversity, and work process engineering” required for the organization to continue to grow (p. 214).
The continuous changes within the economy, technology, and the business industry is the reason why employee and organizational development is needed. If the organization decides to change how procedures and processing is conducted, it is important for employees to be trained on the new procedures, process of production, and skills needed to perform the new job requirements.
In order for organizations to be successful; employees and the organizations must be able to adapt to change. It is the responsibility of the organization human resource department to identify the changes and develop the material to training employees. Role of Human Resource Management in career development Over the years human resource management have played a key role in career development by providing employees with the necessary tools needed to achieve his or her career goals. In the current business world human resource management department’s career development program has had to evolve into to a contemporary program.
The Essay on The Benefits of Career Path and Career Management in Basil Read for the Employers and the Individual
... career path and career management in Basil Read for the employers and the individual are the following:- Increment in Salaries and Wages: Employees ... and the Construction Industry Retirement Benefit Plan cover permanent employees of the group and its subsidiary companies. The Pension ... Benefit plan: is an employer-sponsored retirement plan where employee benefits are sorted out based on a formula using ...
The HRM provides employees with a clear guideline of what the organizations goals and strategies for the future; opportunity for growth, time off for school, and tuition reimbursement. A contemporary program provides employees with a mentor, support system during his or her process of continual learning and building a self-confidence. Career development is important to organization because it provide them with a source of talented employees, provides minorities and women with the opportunity for growth, reduces frustrations amongst employees, builds diversity, and promotes goodwill (DeCenzo & Robbins,
The objective of the HRM is attract talented employees and retain them, by promoting a successful career development program. Reflection on Personal Career Development Career development was influential in my decision to go back to school and earn a bachelor’s degree. In the last three years I have earned a degree in Accounting and I will have earned a degree in Business Management and Accounting. After working in the banking field for the past 15 years I decided to go back to school earn a degree in accounting to further my career in banking.
After earning my accounting degree, I decided to change majors to Business Management because my job description is more training and managing employees. After researching career option, I determined I could make myself more marketable with the job skills I have obtained in working in the banking industry but also with a degree in Accounting and a degree in Business Management. The type of organization I want to be employed by is one that have a career development program that will provide me the opportunity to further develop my business skills.
... |Signature of Internal Verifier | | | | | | | | | |Assessment and grading criteria Unit 15 – Career Development Planning in Business | ----------------------- P1 – identify sources of information related to ... and benefits will be | |gained from these running concurrently. | | |Assignment – Career Development Planning in Business | | | | | | | | | | | | | | | | | | | | | | | | | | | |TASK 1 (P1/2/3/ ...
Conclusion The relationship between employee and organizational development requires both to be flexible and adaptable to changes within the organization. Human resources management’s role in organizational development involves employee training and continual career development. HRM is responsible for providing employees with the necessary resources and tools to be successful in continual career development.