|Essay type:||Process essays|
|Categories:||Learning Management Human resources Professional development|
Training is a key step that any organization needs to engage in to ensure that there is an improvement in performance (Elnaga & Imran, 2013). Employees are a very important resource in an organization, and their contribution needs to be optimized to enhance the organizational ability to achieve its goals and objectives. As a result, managers need to ensure that they bring on board employees who are socially and technically competent, and who are capable of developing their careers into management positions or specialist departments (Ren et al., 2018). However, it is mandatory to ask the question as to why human resources is essential in an organization. Human resource is any firm’s intellectual property, and therefore prove to be an essential source to provide a competitive advantage with other organizations (Elnaga & Imran, 2013). Training, therefore, becomes even more important as it is the only means to develop an organization’s intellectual property by building the competencies of employees.
Organizations have to effectively and efficiently use human resources to be successful. Human resource management needs to be designed such that it fits into the structure of the organization as this would make it easy for the organizations to achieve their objectives and goals (Elnaga & Imran, 2013). Besides, organizations must also understand the importance of helping their employees obtain the necessary skills they need to increase their commitment. Finding proper human resources has been one of the key challenges facing organizations across the world, and it calls for serious measures and methods to see that an organization hires the most appropriate employees.
Training in an organization refers to the process of bridging the gap between the current organizational performance and the desired performance by instilling new skills and insights into the employees (Elnaga & Imran, 2013). There are different methods through which training can be done, including through mentoring and coaching, subordinate participation, and peer cooperation. Through such teamwork, it helps the employees to make improvements on their job by actively participating, hence improving organizational performance. Training programs in an organization do not only help the employees. Still, they are also of great advantage to the organization as they help in ensuring improved organizational performance which helps them in gaining competitive advantage (Elnaga & Imran, 2013). It is, therefore, necessary for organizations to engage in such employee training programs to enhance their competencies and abilities needed at the workplace.
Training plays various roles, apart from developing the capabilities of the employees. Apart from that, it also helps in improving their creativity and thinking abilities which helps them in taking better decisions in time and in a more productive way (Fahim, 2018). Besides, training also helps the employees to be able to properly deal with the customers by competently handle their problems and responding to them in time. Employees develop self-efficacy through training, which results in superior performance on the job as it ensures that the traditional weak practices get replaced by efficient and effective practices (Fahim, 2018). Training is a planned intervention whose aim is to enhance the individual job performance element. Its major aim is to improve the skills required for the achievement of the goals of an organization (Fahim, 2018).
Another importance of the training programs is that they can also help in lowering the levels of anxiety and depression among employees which originates from the work on the job. Workers who feel that they are unable to perform to the required organizational expectations usually tend, leaving the firm since their stay at the firm might not add any value to the productivity (Fahim, 2018). When there is a large gap between the skills possessed by the workforce, and the skills required by the firm, then the workers’ level of dissatisfaction becomes higher. According to Cascio (2015), training is an efficient tool used in the increasing of an employee level of job satisfaction, since when an employee performs better, they get appreciated by the top management leading to them feeling adjusted with the job. Trained employees have more advantage as they can satisfy the customers, and employees are taken through training usually show a greater job satisfaction level besides superior performance (Fahim, 2018).
The Importance of Training
For the growth and success of all the personnel in an organization, training is a very essential and imperative tool that must get revamped by organizations. Both the employers and the employees in an organization benefit from training (Gile et al., 2018). If an employee gets proper training, he becomes more productive and efficient. To enhance the quality of the current employees, firms need to provide comprehensive training and development. When talking about training, there is more that needs to ring in an individual’s mind apart from productivity. Through training, employees get motivated and inspired since the are made to know how important their work to the organization is by providing them with all the information they need to go about their duties in the firm (Gile et al., 2018). Some general benefits from training including increased motivation, increased morale and job satisfaction, resulting in financial gain, increased efficiencies in processes, increased capacity to adopt new methods and technologies, reduced employee turnover, and increased innovation in products and strategies (Gile et al., 2018).
When employees are satisfied with their jobs, they tend to perform better than when they are not, leading to job retention (Gile et al., 2018). Besides, it has also been proven that the chances of an employee turning over is high when they are not satisfied with their jobs which leads to demotivation and poor performance. Only happy and satisfied employees perform better at work, and it is easier for the management to motivate the better performers in the move to attain the organizational targets (Ibrahim et al., 2017). Employees become satisfied when they have the self-esteem and the competence to perform their duties, and that is achieved through better training programs.
When the executives in an organization recognize the role of training practices, it enables them to create a better working environment that will improve the levels of motivation of employees as well as their performance. According to Cascio (2015), any organization giving worth to knowledge as a means to gain competitive advantage should set up systems that ensure that there is constant learning and that training effect takes place. Dalimunthe and Muda (2017) highlights that a well-trained workforce has more capabilities to gain competitive advantage and achieve performance targets in the market. Through training, employees can complete their tasks with greater efficiency and are, therefore, an essential element in the management of human resource strategic performance (Ibrahim et al., 2017).
Several studies have mentioned the importance of training on employee performance through the acceleration of the learning process (Ibrahim et al., 2017). When the performance of an employee gets improved through training, it implies that there is n immediate improvement in the skills, knowledge, and abilities to conduct work related to the job, hence the achievement of more employee commitment towards the attainment of organizational goals. Cascio (2015) stated that training should lead to the enhancement of the culture of learning, which should, in turn, enhance the performance of employees, and ultimately an increased return on investment for the firm in training (Law et al., 2017). Employee performance is a term that is typical to the field of human resource, and it implies to everything about the performance of employees in a company or a firm or an organization. Employee performance entails all the factors that either indirectly or directly relate to the employees’ work (Dalimunthe & Muda, 2017).
Worker’s performance is significant for the organization to bend over backward to help low players. Execution is ordered into five components: Planning, monitoring, creating, rating and rewarding. In the planning stage, it implies to defining objectives, creating systems, and laying out assignments and calendars to achieve the objectives (Law et al., 2017). Monitoring is the stage wherein the objectives are looked at to perceive how well one is getting along to meet them. Monitoring implies continuously estimating execution and giving continuous input to representatives and work bunches on their advancement toward arriving at their objectives. Continuous observing gives the chance to check how well representatives are fulfilling foreordained guidelines and to make changes to unreasonable or hazardous measures (Law et al., 2017). During the development stage, a representative should improve any horrible showing that has been seen during the period one has been working at the organization. During planning and monitoring of work, inadequacies in execution become clear and can be tended to.
The purpose of the rating is to summarize the performance of the employee. The importance of this is that it can help look at and compare different employees’ performance over time (Naqvi & Khan, 2013). During the rewarding stage, organizations need to know their best-performing employees. This stage aims to recognize and reward outstanding behaviours that surpass the expectations (Naqvi & Khan, 2013).
Saving Time and Cost
A company that invests in raining stands higher chances of improving their financial standing. Poor employee performance is usually as a result of employees not being aware of what they are supposed to do, how they are to do it, and why it is required for the tasks to be done in that specific manner. Training helps in explaining the details of the job, hence helping in solving the performance problems. It helps to reduce duplication of efforts at the workplace, be limiting the time spent in correcting mistakes and problem solving required to correct bad performances.
Expectations and Needs
Employee training plays a key role in the commitment of employees. It is necessary for the training program to meet and even exceed the employees’ expectations. Companies, in most cases, retain the employees who view their training programs to be relevant to their jobs, and who are also positive and committed towards the company (Nkosi, 2015). A successful program should entail the management giving accurate information to the employees and also communicating about the training. It should also ensure that the training provided is relevant to the jobs. There are two ways in which training can be sone: either by hiring an external trainer, or internally by existing employees (Nkosi, 2015). Before training, it is key to determine what you want the employees to learn, then establish if there is anyone within the organization who can dispense such skills and knowledge required. Finally, create the time to conduct the training.
Cascio, W. F. (2015). Managing human resources. New York: McGraw-Hill. https://pdfs.semanticscholar.org/05da/d8dc13d3b16932070ee01a6654f82540355d.pdf
Dalimunthe, D. M., & Muda, I. (2017). The Empirical Effect of Education and Training to the Performance of Employees. http://repository.usu.ac.id/bitstream/handle/123456789/70348/Similarity.pdf?sequence=3
Elnaga, A., & Imran, A. (2013). The effect of training on employee performance. European journal of Business and Manag...
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