Training and Development
Training and Development
according to (Wilson, 2005) the history of training and how it came to excite. The goal of training in many crafts and guilds was to prepare enslaved apprentices to work for a number of years under the guidance of the master craftsperson. After some time, the apprentices pick up the abilities necessary for that job and create a sophisticated "Masterpiece" that incorporates a lot of what they have learned.
It is very important for organizations to train their workforce if the company wants to remain competitive or to survive in the market. Technology has impacted the business world and changes in operation occur often, by training a company's workforce would improve the skills of the employees in the company and would increase productivity with efficiency and effectiveness. According to (Borrington & Stimpson, 2013) companies need to have a clear objective for training the workforce such as improving the efficiency of the workforce by introducing new equipment and conducting training programs on using the equipment to increase productivity, training the workforce would decrease the supervision needed by the employees, decrease the chances of accidents, improve the opportunity for internal promotion. The duration of a training program may vary as some training programs would be conducted within a day, such as training on using new machines and some training programs may last longer such as management training, the three main types of training would be introduction training, on-the-job training, and off-the-job training. (Borrington & Stimpson, 2013)
Introduction Training
This type of training is mostly used for new employees or the transfer of exciting employees to a new department or sub-company. The time period of introduction training could be from one day to several days depending on the company. Introduction training would give an understanding to the employees about the organizational culture, operation methods, organization structure, duties, and responsibilities. The benefits of introduction training would be, it would help employees to settle into their job easily and quickly, build good relations with the exciting employees, and have a lesser chance of making mistakes. (Borrington & Stimpson, 2013)
On-the-job Training
This is when an employee is trained by watching a more experienced employee work. This way the experienced employee will be able to show how the task should be carried out and the ways of operating. This method would involve the trainee in the operation process. (Borrington & Stimpson, 2013)
Off-the-job Training
This is when an employee is trained outside the workplace, The techniques used in this training method are more varied and can involve more complex tasks. An example for off-the-job training would be a computer simulation, Degree programs, and foreign skill training programs.(Borrington & Stimpson, 2013)
References
Wilson, J.P. (2005) Human resource development: Learning and training for individuals and organizations. London, London: Kogan.
Borrington, K. and Stimpson, P. (2013) Cambridge IGCSE Business Studies 4th edition. UK, london: Hodder Education.
Great article. According to Tsai, Yen, Huang, and Huang (2007), employees who are committed to learning showed a higher level of job satisfaction that has a positive effect on their performance. Moreover, Locke defined job satisfaction as a pleasurable or positive emotional state resulting from a positive appraisal of the job or job experiences (Locke, 1976).
ReplyDeleteThank you and much appreciatedfor your valuable information.
DeleteThank you Jayanthi for the valuable information and I agree with your context. The degree of satisfaction employees experience with their jobs is known as job satisfaction. Beyond their regular responsibilities, this includes their relationship with coworkers and bosses, their opinion of the organization's rules, and the effect their work has on their personal lives. E. A. Locke describe job satisfaction as, “the pleasurable emotional state resulting from the appraisal of one’s job as achieving or facilitating the achievement of one’s job values” and According to P. E. Spector, “Job satisfaction is the extent to which people like or dislike their jobs”. (BasuMallick, 2021)
DeleteAgreed & add furthermore, Training and development are processes that invest in people so that they are prepared to perform well. They are part of an overall human resource management approach that, ideally, results in people being motivated to perform (McDowall & Saunders 2010) (Oluwaseun, 2018)
ReplyDeleteThank you and much appreciatedfor your valuable information.
DeleteThank you Jayanthi for the valuable information and I agree with your context. One of the most important HR functions is training and development. The majority of organizations see training and development as being a crucial aspect of human resource development. Since the turn of the century, organizations all over the world have placed more emphasis on this. Numerous organizations have established annual training requirements for employees in light of the reality that technology is rapidly deskilling workers. (Juneja, 2022)
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