The Need for Training and Development in an Organization
Category : Human Resource Management Topics, Training Development
The Need for Training and Development in an Organization
For the human resource manager, the resource that they are dealing is the human capital. The workforce can be the key people in the organization that are very essential, and playing different work related that are needed in the success of the company. The human capital is the kind of investment that cannot be deteriorate but needs proper care. The proper compensation and benefits are only few for the necessary needs of the people and there is no depreciating value that can equal in their skills. In fact, the human capital cannot depreciate and the company is looking forward to increase their skills and knowledge through the different training and development, which should be also appropriate in their position. The globalization brought the competition into a tight situation where the strongest organizations stay in the arena of competing products and services. Most of the organizations found the advantage in different areas of support such as the financial, technological, and workforce. The best definition of a successful organization can be described on how well the people manage and focus on the continuous progress and competitiveness of the business.
Reducing Company Costs
There are many factors involve in the pursuance of the training and development in an organization. In organizational view, the active employee involvement and training is considered as one of the strategic concerns of the organizational leaders. Also, the organizations incorporated the appropriate strategies in allocation of resources in deploying the initiatives. Organizations adapted different training and development processes and procedures that can achieve the optimal result in the business’s sustainability. Furthermore, the training and development for some business analysts were considered as a partnership or enhancing the employer-employee relationship (Juere, 2009). Every organization is mainly focused on different issues or challenges that can threaten the performance or the life of the business. Most of the inquiries of the organizations are about the deliverance of the interactive product or/and services that will suit to the taste and preferences of the customers. Another issue that concerns the financial stability of the organization is the costs or expenses that appeared when there are substandard results, product launches and updates, and the enhancement of the quality of the products (Adobe System, Inc., 2008). These challenges became the basis of the successful organizations to improve their performance by looking within the workforce and investing in the training and development procedures (Farvaque, 2009).
Part of the business strategy of an organization is to produce a talent that is suitable in their nature of business (Hornsby and Kuratko, 2005). Organizations included the training to reward some staff for the motivational and staff-retention purposes. From the simple approach of the HR in the recruitment and hiring, they are also taking the part in terms of compensation and rewards that can motivate each employee (Schuler, 2004). The business community is bound to compete in the business arena and therefore they are looking forward to construct a good relationship among their employees. From the compensation and insurance package, there are rewards and interesting work that can attract the quality of environment in the purpose of the organization in meeting the challenges. The employee retention is important for both employees and business leaders and therefore, the chances to acquire the valuable employee are at stake. Active employees and other staff are incorporated in the organization different agenda. It is an advantage for the organization to retain their employees for there is no need for another orientation, briefing, and initial training. On the other hand, the employee is also benefitted in the organization’s action for they can feel the security in their employment status and securing their future. Because of the retention policies, the employees are encouraged to give their best performance in terms of efficiency and productivity. In the changes and challenges in the globalization, the employees’ expertise can endure the different impact and can even create different strategies.
The strategic position that the company are trying to maintain is to give their workforce an active employee involvement and training. The degree of development or improvement can be effective if there are personal concerns coming from the individuals. In addition, the sustainable development for the entire organization is not also based on the employee training alone; it can be more advantage if there is integration in the management system. A competitive organization is always looking for the people who can keep and sustain the competitiveness of the organization in the business arena. And the human resources and the managers play a specific role in identifying the appropriate people that can carry all the challenges with confidence.
Adobe System Incorporated, (2008) Thomson Reuters, Leading Global information Solution Provider Reduces eLearning Development Time 50% with Help From Adobe Captivate Software: A Success Story, Accessed 15 February 2011 from http://www.adobe.com/resources/elearning/pdfs/us_95011393_reuters_ss_ue_fnl_08252008.pdf.
Farvaque, N., Voss, E., Lefebvre, M., and Schütze, K., (2009) Guide for Training in SMEs, ORSEU Wilke, Maack and Partner, Accessed 15 February 2011, from http://www.refernet.cz/dokumenty/guide_training_SMEs.pdf
Hornsby, J and Kuratko, D (2005) Frontline PR: a Handbook for the Emerging Manager, Thompson, Crawfordsville: IN
Juere, C., (2009) Novethic– How Much Emphasis is Placed on Active Employee Involvement and Training in CAC 40 Sustainable Development Reports? Accessed 15 February 2011, from http://www.novethic.com/novethic/v3_uk/upload/CAC40_Study.pdf
Schuler, RS (2004) International Human Resource Management: Policies & Practices for the Global Enterprise, Routledge: New York
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