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Role of training in organizations
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Training is recognized as one of the most imperative aspects of an organizations overall strategy and attainment of financial success. Benefits of training both the organization as well as the individualized employees are intangible and investing in appropriate types of training will aid in productivity and success for extended periods of time. “One of the most important benefits of training for an organization is that, it provides skills inside the organization which reduces overall cost of an organization’s operations” (Ansar, 2009). Policies that ensure practices are fair and not deemed to be discriminatory have been effectively put in place in most US corporations in an effort to aid the increasingly multicultural workforce to feel more comfortable with each other.
On an individual level, training is a provision of power to the employee and staff empowerment is annotated to be a recent trend in management that has proven to be successful. Given the certain recognition of the need and advantages of both organizational and individual training, there are three primary areas in which both the organization as well as the individual must be frequently trained in and those are legal requirements, diversity, and employee growth.
Organizations, regardless of the size have certain legal requirements of which they must adhere to in order to stay within the realm of acceptance from the community as well as the government. All organizations must understand what legal requirements apply to them to avoid issues with the law. For instance, all organizations are required to have some sort of policy designed to prevent discrimination and accept diversity in the work place. If this legal requirement is not understood by the organization throug...
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...employees awareness of their responsibilities in the organization and the functions they fulfill.
Works Cited
Allen, S. (2014). Business legal organizational structures. Retrieved from http://entrepreneurs.about.com/od/businessstructure/a/bizstructures.htm
Ansar, M. (2009). Benefits of training for both the organization and the employees: Advantages of training. Retrieved from http://www.insidebusiness360.com/index.php/benefits-of-training-for-both-the-organization-and-employeesadvantages-of-training-17982/
Murthy, K. (N.d.). Training obligations. Retrieved from http://www.xperthr.co.uk/employment-law-manual/training-obligations/20390/
Zbar, J. (2011). Businesses find that diversity training for employees helps their bottom line grow. Retrieved from http://www.bizjournals.com/southflorida/print-edition/2011/10/28/businesses-find-that-diversity.html?page=all
It sometimes give “the perception of ‘token appointments’ [of individuals] who could not be hired or promoted on performance ability alone” (Von Bergen, Soper, & Foster, 2002, p. 242). It can also create more discrimination in the form of reverse discrimination where those formerly believed to be discriminators are now unfairly victimized because of the color of their skin. Diversity training can sometimes be demoralizing and reinforces stereotypes when trainers resort to emphasizing differences that elicits anger and divisiveness (Von Bergen, Soper, & Foster, 2002, p. 245). Businesses can find their legal liabilities have increased when “unorthodox training techniques invade employee privacy and humiliate individuals in front of their co-workers” (Von Bergen, Soper, & Foster, 2002). According to Choi’s research “individuals in diverse groups tend to fell less safe and to trust each other less. Lower trust is more likely to lead to higher conflicts within groups” (Choi, 2008, p.
Today, competent administrators show sensitivity to individual needs by encouraging upward mobility among all staff members. These forward-thinking leaders understand how important it is to treat all people fairly and equally and consider the dynamic forces that exist among employees. Sincerity in these matters is important, because a manager’s actions far outweigh their statements. Therefore, workplace leaders must learn to pinpoint and cultivate each employee’s special skills and promote upward or lateral mobility by providing training for the entire talent pool. To this end, managers must continually seek opportunities to learn more about diversity.
Diversity management initiatives are long term and strategic in focus. They strive not only to recruit, but to actively develop, promote and capitalize on the different skills and perspectives of minority employees (Marquis, 2007.) Every day, peopl...
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.
Providing training to current employees will help reduce skepticism regarding new hiring policies and can help employees understand that “hiring decisions are based on finding the best candidate and not by quotas,” according to the Wall Street Journal. Being transparent about the new recruiting process and diversity efforts can also help employees to understand and support the new programs, as well as making sure that top-level employees embrace the program and vocalize it to help it spread throughout the company. Offering benefits such as onsite daycare, flexible schedules, and cultural and religious holiday accommodations can also help attract and retain new employees from all different backgrounds. Dedicating mentoring and training programs and resources to new employees can help show them that they have a future with the company and can help them invest in and enjoy their time with the company (Wall Street Journal). The implementation of all of these programs can help to develop a new sense of diversity within an organization, which can help to eliminate conscious and unconscious bias and work to achieve a more culturally-sensitive and diversity-oriented
Diversity in the work place has generally been thought of as purely an employment equity issue. However, diversity is coming to be recognized as an asset which can, like any other asset that is well managed, contribute to the bottom line. Diversity is growing almost as quickly as the number of software vendors at an accounting convention (Talbot-Allen, 1995, p. 3)
At the same time at NFP, there are ambiguities and variations found in the foundation in terms of equality and diversity. Diversity training program is a distinct set of training that aims to facilitate positive inter-group interaction, enhance skill and knowledge base to interact with other people (Alhejji, Garavan, Carbery, O'Brien, & McGuire, 2015). Recent trends show the current work environment is diverse. Therefore, they require workers and employers to possess the relevant skills, abilities and knowledge, in order to interact with colleagues, customers and clients more effectively (Jones et al., 2013). Jaynes & Dipboye (2004) states that if an organisation has diversity within their team, they can facilitate success by fostering creativity and enabling the company to connect with their stakeholders (Jones et al., 2013).
Today’s modern workforce is made up of a diverse group of individuals. People of different nationality, race, creed, color, age, sex, and sexual orientation work side by side every day. This diversity has many advantages, but it also ads a level of complexity to management. The potential for discrimination is real, and needs to be managed so as not to incur lawsuits, loss of productivity, and unhealthy working conditions. Happy employees are productive employees, so it is in any organizations best interests to ensure that discrimination does not happen, but unfortunately, it does.
Over the next decade, companies realize that they must have a diverse workforce and that each member of that workforce must truly embrace principles of diversity to realize the longevit...
Managers need to be aware that certain skills are necessary. They need to fully comprehend the concept of discrimination and how its effects on the workplace. Managers must be able to recognize that they are not exempt to cultural biases and prejudices. Many managers fail to acknowledge that diversity is more about individual than it is about groups. Individual differences are to be considered separately since they often do not reflect the difference of a group. Managers must understand that managing diversity requires more than coercing employees to fulfill the required tasks. Successful training help both managers and employees understand the delicacy in each cultural
Organizations today have a social and ethical responsibility for managing diversity and ensuring the culture of the company is one that values the employees no matter the background. Workforce diversity consist of similarities and differences among employees in terms of age, cultural background, physical abilities and disabilities, race, religion, sex and sexual orientation. Organizations are focusing on cultural diversity due to globalization (worldwide growth), generational gaps, increased global competition, and due to the increased social and economic fairness and morality. For whatever the reason, organizations who focus on cultural diversity initiatives, are putting themselves in the driver seat for longer-term
Training should be interactive and motivating, and equal opportunities should be given to the employees to raise their questions. After the training employees should find themselves more comfortable and more motivated. Means training should be used as an incentive for raising employees’ confidence. Employee training pays off the cost and efforts of the organization, but slowly and gradually. This is the reason that leaders with acute business vision and acumen never lose patience, and they continuously invest in employee training for guaranteed results in the near
Moreover, this equivalent opportunity concept in workplace diversity is aimed for guaranteeing that business organizations make the most out of the difference from workforce varieties rather than to losing ability which may help the businesses to be more proficient and effective. Workplace diversity carries with the heterogeneity that should be sustained, developed and acknowledged as method for enriching organizational effectiveness in this modern society (Henry & Evans, 2007). In order to make sure organizations achieve the diversity goals, businesses should take the appropriate actions to boost culturally diverse employees. Thus, businesses need to gain progress toward multiculturalism, which should incorporates to avoid employees ' impression of the degree of separation and bias, the equal rewards and punishment, the openness of critical information, and the chances for employees to stepping up for their career goals in future (Brown, 2008). Truly, develop and implement multiculturalism in the workplace is not an easy thing to do for businesses. It needs a certain numbers of policy and regulations to follow and adjust before businesses or organizations are actually considering diversity. Also, work diverse group come from people that has different ages, ethnicity, and sexual orientation working together to form a multicultural workplace. There are some
Training is an integral part of any organization’s development and is an ongoing process. Training programs will vary according to the position held within a company. “Training is a learning experience that seeks a relatively permanent change in individuals that will improve their ability to perform on the job” (DeCenzo & Robbins, 2007, p. 223, para. 1). Good organizations can be linked with the training and development of good employees. Any organization’s success in growth and innovation is dependent upon the talent, motivation, and leadership of its employees. Efforts made to recognize the value of each employee and the job he or she performs will contribute to a workplace environment that inspires, supports, and rewards employee development.