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Employee Training and Career Development

EmployeeTraining and Career Development

Employee training and development is one of the most crucialfunctions that any organization cannot afford to overlook. The mainbasis of its importance is the fact that it plays a major role inincreasing the productivity of the most vital resource in anyorganization the human resource. Organizations employ differentemployee training and development methods depending on theirappropriateness to the specific organization. The human resource (HR)is the department responsible for this function (Blustein, 2013).This paper provides a discussion on employee training, careerdevelopment and provides a reflection on personal career development.Most notably, the employee training and development discussionrevolves around the role of training and HRM, employee andorganization development relationship and methods of employeedevelopment.

Role ofTraining in Organization’s Development

One of the main roles of employee training is addressing weaknesses.Majority of the employees have weaknesses in their skills andcompetencies, but they would not wish to admit it. An employeetraining and development program is important in strengthening them.Consequently, employee training leads to improved employeeperformance. It grants the employees higher ability to perform.

Furthermore, employee training plays a major role in ensuring thatemployees are satisfied. As a result of the increased competition inthe job market, majority of the employees look forward to continuoustraining and development so that they can continually remaincompetitive. In addition to this, employee training provides anopportunity to the organization to advance and update the skills andcompetencies of its employees (Ford, 2014). This is important becausethe methods and requirements of work change with time. Besides,advanced training grants the employee a diverse skills set. Employeetraining grants the organization a competitive advantage over thecompetitors.

EmployeeDevelopment Methods and their Benefits

Personal development planning is one of the main employee developmentmethod. This method focuses on the development of the employee’sprofessional life. The employer and the employees collaborate to setprofessional goals and make plans on how such goals can be achieved.This method is beneficial in that it motivates the employees to workhard and keeps them on track with the organization.

Core training (also known as fundamental training) is an employeedevelopment method that focuses on teaching new employees the basisof the job or teaching all employees new methods of completing theirtasks efficiently. Almost all companies, if not all, conduct trainingfor their new hires. This training can be termed as core training. Itis beneficial in that it provides an opportunity to get a newemployee off the foot at a high note.

In addition to these methods is the leadership training method thatis used by many organizations to prepare well-performing employees toraise to the leadership level. They are beneficial in that they helpcompanies to acquire new leaders from within the organizations.Besides, they encourage employees to reach for higher levels. Thefinal main employee development program is the mentor developmentprogram (Elnaga &amp Imran, 2013). In this program, members of themanagement are paired with employees in an attempt to ensure thatemployees learn from them. This method is beneficial in that it helpsthe employees to develop better relationships with the management.

Other methods include providing an opportunity to participate inconferences, workshops, and seminars, teamwork and performanceappraisals. Conferences, workshops, and seminars are beneficial inthat they provide an interaction platform where employees can learnfrom each other. Teamwork enables employees to use synergy to solvedifficult work problems. Performance appraisals are beneficial inthat they ensure that employees do not repeat the mistakes made inthe past.

Relationshipbetween Employee development and Organization development

While employee development can be said to be employee’s acquisitionof new skills, knowledge, and competency (mainly achieved throughtraining), organization development refers to positive organizationalchange that mainly leads to increased productivity. There is a veryclose relationship between employee development and organizationaldevelopment because an organization is formed by employees. Arguably,human resource is the most important resource in an organization.Therefore, developing the most important resource has a very closeconnection with developing the whole organization. When employees aredeveloped, they are provided with relevant knowledge and skill setwhich position them in a better way to provide services (Mowday etal., 2013). As a result, organizational productivity is increasedhence organizational development. In spite of the close relationship,employee development comes before organization development. The viceversa is not possible.

Role of HumanResource Management (HRM) in Career Development

HRM has various roles in career development owed to the fact thatcareer development occurs to the human resource (employees providingthe resources). First, HRM comes up with career developmentinitiatives such as provision of workbooks, organization ofworkshops, provision of career counseling services and givingdevelopmental feedback. Second, HRM assists in creation of employee’sgoals and ensuring that such goals match with those of theorganization (Blustein, 2013). In goal creation and matching, HRMensures that employees own their career, creates supportive contextand communicates the direction of the company.

In addition to the above roles, HRM also plays the role of gaugingthe employee’s potential through assessing their competencies (viaappraisals). This helps the HR department to make arrangements forsuccession plans which is also part of career development.Furthermore, HRM plays a major role in career development byidentifying, assessing and planning for future needs in as far ascompetency is concerned, establishing progressions, promotionbalancing and career paths establishment.

Reflection onPersonal Career Development

My goal is to continually develop myself in as far as human resourcemanagement is concerned. As such, I do not intend to complete studiesrelating to human resource management any soon. My expectation isthat I will be a competent, highly skilled and experienced humanresource manager in the next five years. I expect to be workingeither as a HR assistant, HR manager or HR consultant. My futurecompany can assist me with my career development by financing mytraining efforts, organizing for HR seminars, workshops, andconferences and providing a conducive environment for careerdevelopment. It is highly likely that my future company’s careerdevelopment opportunities might not be sufficient for my needs. Assuch, I have planned to finance other career development needswithout involving the company.

Conclusion

To wrap things up, training plays a major role in organization’sdevelopment including addressing weaknesses, granting a wide range ofskills to employees and indirectly leading to improved productivity.The main employee training and development methods include personaldevelopment planning, core training, leadership training and thementor development program. The relationship between employeedevelopment and organization development is based on the fact thatemployee development leads to increased productivity of theorganization’s most important resource the human resource (Elnaga&amp Imran, 2013). The role of human resource management in careerdevelopment cannot be underestimated. In fact, HRM performs thegreatest role in career development of all organization functions.

References

Blustein, D. (2013). The psychology of working: A new perspectivefor career development, counseling, and public policy. Routledge.

Elnaga, A., &amp Imran, A. (2013). The effect of training onemployee performance. European Journal of Business and Management,5(4), 137-147.

Ford, J. K. (2014). Improving training effectiveness in workorganizations. Psychology Press.

Mowday, R. T., Porter, L. W., &amp Steers, R. M. (2013).Employee—Organization linkages: The psychology of commitment,absenteeism, and turnover. Academic Press.