Impact Training: Empowering Employees

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.