Training and development is said to be beneficial for both firms and employees. Why then are some organisations and individuals reluctant to invest in training?
This essay attempts to understand the benefits of training for firms and employees and why some organisations and individuals are unwilling to invest in training. The essay will define training and development, identify four types of training, discuss the advantages of training for firms and employees and discuss the reluctance of both individuals and organisations to training.
There are multiple definitions for training and development depicted in several literatures, which define both factors as singular entities which operate independently. There is thus a clear distinction made between training and development which is outlined in further detail below.
Grugulis (2007) suggests, training and development can take place over the course of many years or can occur in a day; it may involve the introduction of a worker to an organisation, it’s health and safety practices; a break for workers in an organisation that are excluded from the more flexible or perhaps dull tasks.
Training is often considered as an increase in the effectiveness of employees in their position at a specific period in time while development occurs to improve the skills of employees over a long period of time; it’s an ongoing practice that is enhanced by one-off events like training which is compatible with the organisation’s future strategy (McDowall & Saunders, 2010).
According to the Chartered Institute of Personal Development (CIPD, 2010) training is defined as ‘an instructor-led and content-based intervention, leading to desired changes in behaviour’ and development is ‘a longer process of...
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...over time that will enhance employees’ skills and performance and for the organisation, it will raise their reputation and reduce employee turnover.
In conclusion, training and development is important for both firms and their employees and the benefits of training outweigh the reasons behind both parties reluctance to training. Employees, whose skills are under-utilised and undervalued by their employers, need to notify their employers about the issue at an appraisal session. Before getting involved in training, I suggest employers identify a need for it in their organisations and view it as a solution to their problems. Employers should not put off training because it’s difficult to measure the effects instead, employees should view training as an investment and use performance appraisal to measure the effects of training and monitor their employees progress.
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.
Training is the procurement of information and abilities all together for a person to do a particular job or given task. Training benefits employees in a few ways:
According to Mathis and Jackson (2003) referred to the definition of training and development. It can be known that these behaviors are designed by the organization. In order to improve the performance of staffs. Training and development contain a large number of educational techniques and programs. “Training can consist of on-job training, off-job training, formal training, skill
The right employee training program can increase employee engagement, retention, productivity, decrease
O’Donnell, D., & Garavan, T. N. (1997). Viewpoint: linking training policy and practice to organizational goals. Journal of European Industrial Training, 21, 301-309.
Workplace education is one of the most essential factors that companies must take into consideration when they are to evaluate the different methods for improving their employee’s competency and skills and the company’s competitiveness in the market and its overall quality. By utilizing workplace education practices such as in-house training, seminars, peer to peer learning, online modules, etc., companies are able to attain high training effectiveness for their employees. As mentioned by Noe and Peacock (2008), “training effectiveness refers to the benefits that the company and the trainees receive from training” (p. 134). The training effectiveness benefits apply to both the employee as well as their respective employer. Benefits for the employee may include behavioural changes or even acquiring new skills. For employers, trained employees could provide a more competent team, increased expertise, an increase in productivity, and even higher sales. To optimize the effect that workplace education has on any individual company, companies must be willing to receive and make changes based on feedback and evaluations from both the training and the competencies of the individuals.
Knowles, M.S. (1976). Separating the Amatures from the Pros in Training. Training and Development Journal. 30(9). 16.
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.
...activities or the on-going/lifelong process of developing one’s career. It usually refers to managing one’s career in an intra-organizational or inter-organizational scenario. It involves training on new skills, moving to higher job responsibilities, making a career change within the same organization or moving to a different organization. Many employees join their organizations not just to have a job but to develop a career. Opportunities for advancement are essential to employee retention and performance. However, if these prospects exist only in theory, employee can become disenfranchised. Training helps employees realize their goals by giving them the education they need not only to do their jobs better but to learn about new aspects of business and even higher-level managerial skills they can use down the line. By set up a training, employee can learn new skill
To combat these and other issues that can arise due to a lack of training, the development of a training program will wan...
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