A Literature Review on The Impact of Training on Organization's Development
The Impact of Training on Organization's Development
The evolution of every organization towards the changes being offered in the international creates a great impact in the life of the business. Through the various technologies and application of an innovative system, continuous product development and immense services offered, there is no doubt that the business tycoons in today valued the importance of their resources and knowledge. Aside from the form of the new driven technology, the business leaders also believe in the ability and capacity of the natural resources – the people.
The human resource department or the HRD is the only one department wherein a good decision is being carried out from the start of their hiring process up to the point of the promotion and retention. Their planning and organizational model of application is affected through the series of changes that might affect the entire business. Still, the propellers look to the department as one of the most essential part of the organization. One purpose of HR is to produce a talent that would be fit in the needs of the organization and be suitable the human knowledge in their position. The idea of having a right people in the right position is not impossible through the integration of the training.
Training and development of the employees depends on how well the organization wants to achieve their full potential. Different organizations encourage the human resource management to involve every employee into assessment. As a result of the assessment, the HR and business leaders can decide on whom among their people needs to undergo in intensive training. In the meantime, the employee belong the training program have the natural feeling of anxiety because it is new to their everyday task (Meek, 2007). Most of the employees look forward to the training to build their career path. Training is also available for the corporate leaders to recognize the importance of their control and leadership style in managing their organization (Portway and Lane, 1994). However, the development of the employees should also begin form the employees own initiative to improve. The essence of training is not that effective if there is no application on the side of the employees. Training and development is a call of the organizations need for the effectiveness most especially in the establishing a strong foundation of the customer relationship (Shea, 2008). The responsibility of the training facilitators is to encourage the development in the employees and casting out the doubts and anxiety, and build the sense of the responsibility of the employees (Rexam, 2007).
Due to the high competency available in the market, the usual employee performance should place on the level where the people can accommodate the flow of the changes. The harmony of the people working under the umbrella of the organization is an advantage for the company. But this harmonization of the people will not last for long and there will be challenges that might create affect the members and leads to its own destruction. Through the awareness of the business leaders that the globalization and international threats can affect the performance of their entire organization, the areas of training were emphasized (Juere, 2009). Business leaders are always looking forward for the success of the organization and therefore, they should create a kind of strategy that can endure the midst of challenges (Meek, 2007). Historically, the training suggests that there are benefits that the training might deliver in the entire organization. One inevitable result is the improvement or the increase in the level of performance of the people. Another is the minimization of the organizational cost and the capacity of the employees to answer the consumer needs (Shea, 2008). There are many other results which are all advantageous for the organization. Also the business leaders or the business managers are not exempted in the area of training. People, as the key for the organization, are the main target of the training therefore the training among the business leader help them provide the valid reason in creating the appropriate decision for the entire organization or/and have a great impact on their managerial skills and styles (Johnson, 2001; Farvaque, et al., 2009). The training suggests that there is an assurance that the employees can create another milestone that is very beneficial to the entire organization. Tailing the training is the idea of development that can be in many ways and can be applied in many areas.
Farvaque, N., Voss, E., Lefebvre, M., and Schütze, K., 2009. Guide for Training in SMEs. ORSEU Wilke, Maack and Partner. [Online] Available at: http://www.refernet.cz/dokumenty/guide_training_SMEs.pdf [Accessed 09 March 2011].
Johnson, B., 2001. Company Officer Development Program Needs for the Reedy Creek Emergency Services. [Online] Available at: http://www.usfa.dhs.gov/pdf/efop/efo33103.pdf [Accessed 09 March 2011].
Juere, C., 2009. Novethic– How Much Emphasis is Placed on Active Employee Involvement and Training in CAC 40 Sustainable Development Reports? [Online] Available at: http://www.novethic.com/novethic/v3_uk/upload/CAC40_Study.pdf [Accessed 09 March 2011].
Meek, G., 2007. Workforce Training Program Development: “Developing Good People from Within” Evergreen Engineering. [Online] Available at: http://www.evergreenengineering.com/documents/EEWorkforceTrainingProgram070604.pdf [Accessed 09 March 2011].
Portway, P., & Lane, C., 1994. Corporate Training, A Technical Guide to Teleconferencing and Distance Learning, 3rd Ed. [Online] Available at: http://www.tecweb.org/eddevel/telecon/corptrain.pdf [Accessed 09 March 2011].
Rexam, 2007. Responsibility Case Study, Business School at Rexam Beverage Can Europe. [Online] Available at: http://www.rexam.com/files/pdf/case_studies/employee_development.pdf [Accessed 09 March 2011].
Shea, L., 2008. Forget the Theory: Practical Considerations for Listening to the Customer Experience, Insight Beyond Measure. [Online] Available at: http://www.customerservicegroup.com/pdf/Listening_to_the_Customer_Experience.pdf [Accessed 09 March 2011].
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