Training and Development Process Samples †MyAssignmenthelp.com

Question: Discuss about the Training and Development Process. Answer: Introduction: Training and development is the process which ensures overall development of the employee in the organization as it cover various aspects such as knowledge, technology, new mechanism, and updated methods. Changes occurred with time demands more focus on the training and development function in the organization. There are number of organizations which have mandated some training hours per year for their employees for ensuring better productivity of the employess (Carter, Hirsh Aston, n.d.). This report states the functional aspect of training and development process, and for this purpose it defines the meaning of training and development and also state whether training and development is necessary for the survival of the organization or organization can survive without this function. Lastly, paper is concluded with brief conclusion. Functional aspect of training and development: Technically, training ensures the changing attitude, skill, and knowledge of the person which improves the behavior of the person. For training to be effective it is necessary that training must be conducted as planned activity after analyzing and target certain competencies, and most important it must be conducted in learning atmosphere. While framing the program related to training and development it is necessary that programmer keep both personal and organizational goals in the mind. However, it is not possible for employer to ensure a sync between the organizational and individual goals but still competencies are chosen in such a way as it ensures win-win situation for both employee as well as organization (INC, n.d.). Generally, organizations prepare their training calendars at the starting stage of the financial year where training needs of the employee are identified. Identification of training needs of employee is known as training need analysis and this process is important part of the performance appraisal function of the organization. After identifying the needs of the employee, training hours and training methods are decided. It must be noted that usually training is confused with the development but both the terms have different approaches, as they are components of the same field. Development implies various opportunities which help the employees to grow. Development is considered as long term process as compared to training and a more futuristic process and training is more related to the current job. However, development is not limited to the job avenues in the organization, but it mainly considers other aspects. It can be said that both training and development describes the formal ongoing efforts which are made in the organization for the purpose of improving the performance and self-fulfillment of the employees by applying variety of educational methods and programs. In the modern organizations, these efforts are considered as most important in every aspect from required job skills to professional development (Kunche puli, 2012; Lawson, Savery Luks, 2004). Recently, this function is considered as formal business function by number of organizations and also the important element of organizational strategy. However, many individuals considered it as important profession with different theories and methodologies. Maximum companies with every size support the concept of continual learning and other aspects of training and development is used for ensuring the growth of the employee and also for acquiring the workforce which is highly skilled. There are number of advantages of training and development in the organization, and these advantages are the reasons which compel the supervisors to provide training and development to the employee. Some of these advantages are stated below: Training and development process not only increases the moral of the employees but it also increase the job satisfaction among the employees. This process help in increasing the motivation level of the employees. It also helps in increasing the efficiencies in processes which ultimately result in financial gain to the company (MSG, n.d.). This process helps in increase the capacity the organization to adopt the new technologies and methods. It increases the innovation in strategies and products of the organization. It helps in reducing the turnover of the employee. It increases the reputation of the company. It also helps in managing the risk in the company (McCarthy Milner, 2013). It can be said that quality of employees and continuous improvement in the skills and productivity through training are now considered as important feature by number of organizations for ensuring the long term success in big organizations and profitability in small organizations. In present era, it is necessary that employee of the organizations must have access to continuous training, and in case organizations fails to provide training to the employees then such organizations will definitely fall and firm will lose the race of competency (Rana, 2015). In number of organizations both training and development are used with each other, but in actual both the terms are completely different from each other. Difference between the two is already stated above. It must be noted that both the terms are closely related with each other but they are differ in terms of application. Therefore, it is necessary for organizations to apply the programs in the organization as per their requirement and after analyzing the needs of the employee. Generally, training programs state very clear and specific goals such as how to operate particular machine, understanding particular process, performing particular procedure, etc. on the other hand, development programs consider broader skills which include wider situations such as decision making, leadership skills, and goal setting. After considering the above facts, it can be said that training and development is necessary for the survival of the organization, but some other facts are also stated below which must be considered by the organization, otherwise it will lead to number of disadvantages of training and development (Robertson, n.d.): Increased Stress- in case organizations provide continuous training to their employees without providing any break then in such case it will increase the stress level of employees. Generally, providing continuous training to the employee is good idea as it keeps the employee up to date related to new technology and trends. It also helps the employees in maintain their knowledge in particular field. However, there are number of companies which send their employees abroad to complete the unrealistic number of hours of ongoing training. After some time, this type of training becomes very stressful for the employee over time and when employees get stressed it automatically reduce their performance. Waste of time and money- over training not only results in increasing stress of employee but it also wastes the valuable resources of the organization. Company spends lot of money on training material such as they hire and promote the workers for the purpose of providing training to other employees. In this learning process, organization pays wages and salaries to both trainer and trainee. Instead of providing over training business organizations must provide adequate training to the employees. Loss of interest- in case of over training, employees of the organization usually get bored and loss their interest (Khan, 2011.). Conclusion: Training and development mainly focus on the improvement of performance of employee, which is directed by the employee for the purpose of improving the current job performance. In present era, it is necessary that employee of the organizations must have access to continuous training, and in case organizations fails to provide training to the employees then such organizations will definitely fall and firm will lose the race of competency. Training and development is necessary for business organization but only up to the extent as it does not cross the threshold of overtraining. Therefore, it can be said that training and development play very important role in the long term success of the organization. References: Carter, A. Hirsh, W. Aston, J. Resourcing the training and development function. Available at: https://www.employment-studies.co.uk/system/files/resources/files/390.pdf. Accessed on 17th November 2017. INC. Training and Development. Available at: https://www.inc.com/encyclopedia/training-and-development.html. Accessed on 17th November 2017. Kunche, A. puli, R. (2012). Analysis and Evaluation of Training Effectiveness. Available at: https://article.sapub.org/10.5923.j.hrmr.20110101.01.html. Accessed on 17th November 2017. Lawson K. Savery, J. Luks, A. (2004). Does training influence outcomes of organizations?: Some Australian evidence, Journal of Management Development, Vol. 23 (2), pp.119-123. MSG. Training and Development - A Key HR Function. Available at: https://www.managementstudyguide.com/training-development-hr-function.htm. Accessed on 17th November 2017. McCarthy, G. Milner, J. (2013). Managerial coaching: challenges, opportunities and Training. Available at: https://ro.uow.edu.au/cgi/viewcontent.cgi?article=1397context=gsbpapers. Accessed on 17th November 2017. Rana, R. (2015). Developing Employee Skills to Achieve Organizational Objectives. Available at: https://www.peoplematters.in/article/performance-management/developing-employee-skills-achieve-organizational-objectives-11997?utm_source=peoplemattersutm_medium=interstitialutm_campaign=learnings-of-the-day. Accessed on 17th November 2017. Robertson, T. The Disadvantages of Over-training in the Workplace. Available at: https://smallbusiness.chron.com/disadvantages-overtraining-workplace-20625.html. Accessed on 17th November 2017. Khan, R. (2011). Impact of Training and Development on Organizational Performance, Global Journal ofManagement and Business Research, Volume 11 (7).