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The importance of employee empowerment
Training and development impact on employee performance rationale
The importance of employee empowerment
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Recommended: The importance of employee empowerment
The author would like to argue that employees must be trained and empowered because there is no other way out for the organization until or unless they train their employees. The organization cannot gain or sustain its competitive advantage until or unless its employees are well-trained and well-skilled. Employees are the most important assets for an organization and employees become a sustainable competitive advantage for any organization if their individual goals match with the organizational goals and objectives. Professional development is also one of the most important concerns of employees in an organization. It is important to note that an organization has certain goals or objectives which it wanted to achieve by devising an effective and efficient strategy. Humans are the most important component of an organizational strategy to reach its goals and objectives. The most basic initiative which an organization has to adopt is align its goals with employees’ goals to gain a sustainable competitive advantage in the marketplace and this initiative is achieved by training employees. Employees are compensated and motivated by using a number of methods like increments, trainings, promotions and performance appraisals. (Action & Golden, 2003)
According to Burm (2007), the organizations are acknowledging the training of employees as a source of competitive advantage and they are aware that human resources are the most important asset for an organization. Employees with knowledge, necessary skills and competencies enable the organization to win the war of competition and gain a sustainable competitive advantage in the marketplace. The training programs are tailored according to the organizational strategy and employee tastes to align...
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.... Otherwise, the organization starts underperforming and it causes the organization to fail. The VP should rather increase the budget instead of decreasing or reducing it to increase employee performance, motivation and productivity.
References
Action, T., & Golden, W. (2003). Training the knowledge worker: a descriptive study of training practices in Irish Software Companies. Journal of European Industrial Training , 27 (2), 137-146.
Burm, S. (2007). What impact does Training have on employee commitment and employee turnover?
Chiang, C., Back, K., & Canter, D. (2005). The Impact of Employee Training on Job Satisfaction and Intention to Stay in the Hotel Industry. Journal of Human Resources in Hospitality and Tourism , 4 (2), 99-118.
Hughey, A., & Mussnug, K. (1997). Designing effective employee training programs. Training for Quality , 5 (2), 52-57.
The training program should be designed which covers all of its employees and they need to identify which part of its organization is bad need of training and they need to start designing its training program from that part. This training program should need support from superiors, trainers and trainees.
At its core, the training and development of a company is the continuous effort to improve employee competency and organizational performance and these concepts are being executed expertly by the SBCUSD. The SBCUSD offers a mission statement on employee development that reads, “The mission of the Employee Development Department is to implement systems of professional growth that engage, develop and retain high performing employees through onboarding, professional development and individualized support.” In addition, there is a vision statement that reads, “The vision of the Employee Development Department is that every district employee will produce exemplary outcomes by building trust and consistently and effectively serving others.” In our research we examined the means in which the SBCUSD meets these expectations. We found training methods that include colleges, universities, and online higher education, as well as developmental programs such as onboarding, Teacher Induction Program (TIP), peer assistance review (PAR), and the Demonstration Teacher Program.
The training and development of employees in William Hill is imperative for the performance or the company as they are in a competitive market. William Hill has to inform workers to be aware of surroundings in the area that they work. Training and Development Training Training is essential for both employees and employer if they want to be effective within the organisation and also for a company like William Hill to stay competitive within their market. The reason why training is important to employees is to enable them to achieve their maximum potential in their current position, it is needed also to develop them to create further opportunities within the organisation because employees are likely to be better educated and become multi-skilled. Training should be ongoing within William Hill in developing the employee’s skills within the business.
Training and development is essential to employee’s retention, loyalty and overall satisfaction. When employees feel there is opportunity within a company and diversity leading the way employees pride and productivity is enhanced.
Khan, M. I. (2012). The Impact of Training and Motivation on Performance of Employees. IBA Business Review, 84-95.
Sahinidis, Alexandros G., Bouris, John. (2008). Employee perceived training effectiveness relationship to employee attitudes. Journal of European Industrial Training, 32(1), 63-76. doi:10.1108/03090590810846575
O’Donnell, D., & Garavan, T. N. (1997). Viewpoint: linking training policy and practice to organizational goals. Journal of European Industrial Training, 21, 301-309.
Noe, R. A., & Peacock, M. (2008). Employee training & development (Canadian ed.). Toronto: McGraw-Hill Ryerson.
HRM in any company is a weighty issue that needs much attention where business performance is linked to a HR strategy (Caldwell 2008; Ulrich et al. 2008). In the recent past, competition has become stiff, such that organizations need to come up with other means to compete in the extremely dynamic market world. Thus, companies have shifted their emphasis to Strategic Human Resource Management (SHRM) where they enhance and empower their personnel in order to increase the productivity and the services offered into the market (Mello 2006). This goes against the traditional ways of increasing the means of competition where organizations place emphasis on tangible resources. In the past, organizations competed in terms of machinery and acquisitions. This has changed greatly due to the changing customer tastes and the diversity of the market in the present (Delery & Doty 1996; Lengnick-Hall et al. 2009).
For this assignment I have carried out a job study for the Hotel Management industry.
Approaches to Training and Development. Cambridge, MA: Perseus Group, 2003. Print. The. Locke, Edwin A., and Gary P. Latham. New Directions in Goal-Setting Theory.
...ht. Hiring the right people and training/developing them into the role of an empowered employee takes time and patience, but the result can be very successful if done correctly. Many companies in very different industries have had great results because of their abilities to motivate and empower their staffs. Although companies may have different ways of going about motivating employees, if they follow their core philosophy to the point, the employees could buy into it as well. As a result, the companies will be more profitable in the end.
Training and development are important factors to the success of any organization. Each employee is a valuable asset that can either add to the success a company or contribute to its failure. Training supports and makes possible the development of new skills and knowledge. Offering training for employees at various levels within an organization assist employees develop the necessary skills and proficiency to be successful in their careers as well as prepare for new responsibilities.
The human resource management stands for the management of an entity’s workforce and all that relates to the workforce. The significance of human resource management includes recruitment, orientation, and the ability to retain employees. The human resource management with other managers utilizes these practices in order to produce a solution that relates to challenges. A competitive advantage refers to the business ability to gain the advantages of its economic activities that, it recognizes the organization’s ability to survive and overcome competition in the marketplace. This paper will discuss the concept of competitive advantage in human resource.
This essay attempted to define Human Resource Development (HRD) with the purpose of providing strategic contribution to the organisations. The emphasis is on development instead of training. The concepts and practices of the learning organisation are presented as the approach to individual and organisational learning, thus set the principles of HRD within the context of organisational and HR strategy.