Employee Training and Development and Its Benefits

Introduction

Many organizations are always thinking about how to improve their sales and how to maximize profits. To improve sales and profit employees have to be motivated by training programs and remuneration to improve their effectiveness and efficiency at the workplace (Bagad, 2009). Some professions in the aviation industry require one to acquire several hours to get various certifications from the government authorities for them to take some responsibilities at their workplace.

This is the same case in many other professions that need one to have gone for certain training apart from the experience gained from the field. Organizations forego training programs and opportunities as a way to cut on their expenditure and maximize profit. Therefore, an organization needs to evaluate the available training opportunities and not wasting time and resources on other useless training opportunities (Bose, 2006).

Improving employee productivity

This paper is going to look at training programs and discuss different forms of training in detail as well as pointing out the benefits of each of them to an organization (Deb, 2006).

Several training forms lie either internal or external training programs. Internal training programs are done within the organization and the external jobs are outsourced and normally not within the organization’s working environment (Bagad, 2009).

Internal training programs cut costs a lot because there is no hiring of equipment so much, there are fewer transportation costs, and also the trainers may be from fellow employees who are either more experienced or from senior positions in the organization. The organization utilizes its products, services, and labor lather outsourcing. Internal training is also good because there is a close connection between the trainees and the trainers as opposed to dealing with a stranger. Internal training is beneficial to the organization because during the training nothing stops in its process and its production output is not affected or if affected, the effects are not prolonged (Bagad, 2009).

External training programs are done outside the organization by different people who are neither part of employees nor the organization’s management. Other organizations and experts are sort by the organization and employees took there for training. These are specialized organizations in the training of employees in different areas. External training of employees is expensive but still allows the employees to travel and intermingle with other organizations.

Employees can learn new production process, management tactics as well as the latest technology. The organization can come up with new products and also implement the latest technology to cut on production costs hence maximizing profits. External training helps in the development of new products and services to be produced by the organization. It opens the organization to better management skills while making the running of the organization easier (Bagad, 2009).

Internal training of employees involves activities such as orientation/induction being offered at first when an employee is recruited to the organization. It is important because it introduces him or her to the organization’s daily activities, processes, procedures, regulation, structure as well as policies. Another internal training program is coaching where the employees are trained on how to perform their duties effectively by more experienced people.

When the organization acquires new machines or adopts new technology, its workers have to be coached on it to improve their performance, efficiency, maintenance, and servicing of the new technology or machine. An apprenticeship is a form of internal training where graduates are recruited to the organization trained in various areas while earning their salary. This helps them in getting direct knowledge and skills practically by performing their daily jobs. It reduces wastage of materials and better utilization of tools and equipment (Bose, 2006).

Job delegation and rotation are another form of internal training that enables employees to acquire experience and skills in all areas of an organization. This reduces the aspect of specialization in an organization which reduces the chances of derailing a production line because maybe one of the personnel at a certain point is not available. Simulation is another training form where the employees are trained on how to operate some of the equipment in the organization through simulators. This reduces the losses that may be as a result of machine breakdown during the training session. Many companies in the aviation industry train their pilots using simulators before taking them to the aircraft (Bagad, 2009).

External training involves external settings, equipment, trainers, and other products and services that are not provided by the organization. The organization hires such services, products, and facilities for their employee’s training. To some extent, the employees are flown outside their country for training. Such external training forms are conferences, workshops, case studies, attachments, management games, and simulation among others.

These training methods equip employees with new skills that are aimed at improving their performance at their workplace. Conferences and workshops are cost-effective because the organization doesn’t have to purchase training facilities and equipment which are expensive and might not be of use shortly. Employees can interact with the outside world including their organization’s competitor hence creating a good playground for companies (Deb, 2006).

Conclusion

In conclusion, training and development are essential to improve employees’ performance, running of the organization, utilization of resources, development of new products, and employee motivation. Therefore, companies should invest well in training and development to prosper (Deb, 2006).

References

Bagad, V. (2009). Principles of Management. Pune: Technical Publications Pune.

Bose, C. D. (2006). Principles of Management and Administration. New Delhi: Prentice Hall of India.

Deb, T. (2006). Strategic Approach to Human Resource Management. New Delhi: Atlantic Publishers and Distributors.