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The Importance of Training and Development in Organizations
There is a plethora of benefits associated with training and development for employees. This is especially significant in the organizations that aim at future progress in a bid to achieve their goals and objectives. The process of training and development for employees is epitomized by the acquisition of new and essential skills, which are requisite for a given task. Training has specific targets, which may either introduce new skills or improve the existing ones. For instance, a company may train its employees to understand the techniques of given machine operation techniques. Since it aims at a specific objective, the training program addresses specific weaknesses within the workforce, improves the employee performance, enhances the level of consistency in service delivery as well as provides employee satisfaction. Training and development is therefore an indispensible tool in achieving the organizational goals of progress.
Help to Address Specific Employee Weaknesses
According to a number of surveys aimed at evaluating the performance of organizational workforce, most employees often have specific weaknesses that tend to deter them from effective service delivery (Edquist, 2010). Training and development not only helps to correct and improve the specific weaknesses identified, but also provides a unique learning opportunity, during which employees may also gain new knowledge and experience. This is because training and development programs aim at equal opportunities for workers at specific levels of knowledge and skills. When employees are deficient of the requisite knowledge and skills, they rely on colleagues to perform basic tasks. In such a case, training imparts all the required skills as an effort to empower and equip them for future tasks. Furthermore, achieving a uniform knowledge base among the employees helps the organization to avoid labor crises. For instance, each employee would therefore have the capacity to discharge most of the organizational duties, including taking over for their colleagues at the time of their absence (Ford, 2014).
Enhancement of the Quality of Employee Performance
Training and development aiming at imparting new skills based on new trends of advancement in a particular area of organizational performance improves an individuals capacity to deliver better services (Ford, 2014). For example, in cases where new technological advancements introduce new machines or techniques of machine operations, training of employees helps to advance their skills. Employees tend to gain more awareness of various safety practices as well as advanced operational procedures that are beneficial to the overall quality of the service delivery.
In addition to the acquisition of new skills and knowledge in their areas of specialization, employees also tend to improve their self-esteem. This is because members of the workforce develop a sense of self-confidence owing to their increased level of knowledge and skills in their major areas. Training ensures that employees acquire a deeper comprehension of their responsibilities with reference to the organizational job specifications (Sarkis, Gonzalez-Torre &Adenso-Diaz, 2010). The new knowledge and skills acquired through training helps every individual employee to develop better strategies for performing their assigned tasks. However, studies have also indicated that continuous training of members of the organizational workforce helps them keep track and updated with not only organizational goals of development, but also with the overall trends in organizational success through quality service delivery. Success-oriented and quality-advocating employees, who are showing commitment and loyalty to their organization, are a consequence of training and development activities. Such organizations acquire a leading position in most competitive markets owing to stronger grounds of competitive advantage (Bartlett &Ghoshal, 2013).
Training Breeds Consistency
Studies have identified training as one of the most effective tools in imparting a culture of consistency among employees. High levels of consistency in the organizations play a pivotal role in ensuring that the organizational leadership implements policies based on the original stipulation. It therefore implies that it is the responsibility of every employee to be acquitted with the organizational policies and basic procedures which contribute to the smooth operations of the entire system. For instance, it is of core importance to understand the chain of command in the organization, which helps to enhance problem-solving approaches as well as saving time. General safety measures, administrative mandate, and the rules and regulations form an integral part of the aspects, hence ensure that there is a uniform system of operation within an organization (Ford, 2014).
Training and Development Results in Employee Satisfaction
Research studies in the recent decades have pointed out a fact that employees who have an access to reliable training and development opportunities within their organizations have an advantage over those who seek such opportunities beyond their organizational capacity. Consequently, such employees who receive training and development opportunities from their organizations show higher levels of satisfaction and loyalty to their organizations as compared to their counterparts lacking similar opportunities. In addition to the benefits of time and money saving when having such training opportunities, members of the workforce also acquire a self-fulfilling that they hold a section of the organizational value (Saks, Haccoun&Belcourt, 2010).
Furthermore, while the organizational management aims at working with highly trained workers, it also benefits from a supportive working environment for the good of the organization. In many cases, owing to the pressure of competition, organizations often establish unique training programs, most of which were previously unknown to employees (Sarkis, Gonzalez-Torre &Adenso-Diaz, 2010). Generally, much appreciation among the employees contributes to the overall satisfaction. It also works to ensure that employees acquire a deeper sense of commitments to their jobs hence improving the overall performance of the company.
In conclusion, training and development programs provide unique opportunities for employees to expand their overall knowledge based in several areas of specialization. Despite many drawbacks that organizations face in offering such training opportunities, the overall outcome of the program often turns out as a worthwhile investment of not only the time spent, but also the financial resources. For instance, it helps to address specific employee weaknesses, during which people learn to execute all that pertains to their lines of duty within the organization. In addition, training and development also enhances the quality of employee performance, since it imparts new skills based on new trends of advancement in a particular area of organizational performance, which improves an individuals capacity to deliver better services. Training contributes to consistency as well as employee satisfaction.