Continuous Learning
It is paramount to say that the role of lifelong learning has been actively discussed over the last few years. The fact that some professionals always need to improve their skills and knowledge to stay competent should not be overlooked. It is imperative to have an understanding of the fact that that many companies have to deal with several challenges, and it can be viewed as a way to address such problems. One of the most important factors that need to be discussed is that it does not require a significant amount of resources most of the time, and informal training should be regarded as incredibly valuable in most situations (Rowold and Kauffeld 90). It is paramount to understand that the industry may face tremendous changes, and this aspect should be considered during the process of planning. The biggest issue is that any adjustments that are made may lead to issues with scheduling (Harris 42).
The number of assistive technologies that can be used to enhance the experience should be taken into account, and some of them have proven their effectiveness. Another significant aspect that should not be overlooked is that the fact that new technologies are being introduced every day is critical because some of them may be disruptive. It needs to be said that the company that provides its employees with learning opportunities may get ahead of competitors. The fact that it is essential in the modern industry should not be disregarded. It is necessary to understand that it is important to focus on different areas. The experience that is gained can be viewed as incredibly valuable, and it can help to adapt to any changes in the environment of the company. It is necessary to mention that it is paramount for every employee to understand the importance of continuous learning on a personal level, and it may help to develop as a professional and an individual.
Also, it is paramount to note that group activities should not be overlooked because it may increase motivation levels of workers and they would strive to reach common goals. It is necessary to build an environment in the organization that would support changes because flexibility is of utmost importance in the modern economic climate. Another critical aspect that should not be overlooked in most cases is that it demonstrates that employees are valued by the company, and this approach can be used to build long-term relationships. It is paramount to mention that the needs of an enterprise may also change, and continuous learning is one of the ways to address this problem.
Characteristics of Virtual Learning
It is necessary to mention that the use of virtual learning has increased dramatically over the last few years, and many companies devote a significant amount of resources to such activities because they are frequently associated with an increase in productivity. It is paramount to understand that the success of the process is dependent on continuous monitoring and evaluations because technical issues may occur, and it is not an easy task to address some of them. It needs to be said that is necessary to pay attention to the validity and reliability of such environments. Communicativeness and feedback should be viewed as critical factors most of the time (Mueller and Strohmeier 2513).
It is necessary to limit both internal and external factors that would distract the workers from the process. The problem is that many may not make the process as seriously as they should without supervision, and assessment should be considered to address this issue. It should be said that each virtual learning environment should have a particular set of essential components such as additional resources, links to other sources, and others. Also, it is paramount to mention that this approach has several advantages over traditional methods. One of the most significant aspects that should not be disregarded is that it is not necessary to deal with any time limits in most situations, and an employee may learn in a comfortable environment. The level of convenience should not be disregarded, and it is an aspect that is valued the most by workers most of the time and it may help to increase the skills of time management.
The fact that this approach does not require a significant amount of resources also should be taken into account, and the funds that are accumulated can be invested in a broad range of other activities that would increase performance levels of workers. It is paramount to mention that the company may make changes to a particular virtual learning environment if it is necessary, and the development of unique approaches can be beneficial in most situations. It needs to be said that the fact that this type of learning is incredibly efficient should not be disregarded, and learners are provided only with the information that is necessary most of the time. However, it needs to be said that the biggest problem is that social interactions are limited most of the time, and it is an issue that should not be overlooked because communication is essential for most businesses.
HR Planning and Training
It needs to be said that HR planning has an enormous influence on training most of the time. One of the most significant aspects that should not be disregarded is that the costs of training should be considered during the process. Another factor that is worth noting is that it is necessary to measure the current skills and knowledge of employees to determine HR capacity that is one of the first phases of the process. It is also paramount to mention that training strategies are also developed. The issue is that it is not an easy task to make changes that are needed, and it is paramount to take the possibility of an introduction of new technologies into account.
It is necessary to ensure that workers are provided with opportunities for development, and continuous learning is taken into consideration during the process of planning. It is imperative to note that one of the goals of planning is to minimize the expenses, and it may lead to a reduction in the quality of training because many companies prefer to focus on other aspects to improve performance levels. The problem is that it is hard to justify training, and it may not be necessary in some cases. It is paramount to minimize any possible risks in case the process is not successful because an enormous amount of resources may be lost.
It is necessary to say that it is necessary to take both internal and external factors into account during the process of planning the time. Also, it is imperative to note that training that is focused on teamwork skills may be needed depending on the sector in which the company operates (Kroumova and Lazarova 355). One of the benefits of this approach is that the needs of most employees are taken into account in such situations, and it can be used to reduce the expenses on training, and it increases the overall effectiveness of plans most of the time.
It is necessary to mention that past activities should also be taken into consideration, and the knowledge of a particular employee may be utilized to its full potential. It is paramount to understand that political, social, legal, and economic aspects affect the decision-making process, and it may also influence training. Another aspect that is worth noting is that many individuals highly value the opportunities for development, and consider them when choosing a job. This factor should not be overlooked during the process of planning because it is paramount to attract new employees and provide them with a broad range of benefits.
Evaluation of Training
It is necessary to say that the role of evaluation of training should not be overlooked most of the time. It is paramount to understand that this stage is so important because it can help to identify if the expenses on such activities are reasonable. Also, it is imperative to comprehend that it is important to develop a set of training outcomes, and they should be met in most cases. One of the most significant issues that need to be discussed is that many companies do not devote enough resources to this phase, and it may lead to severe consequences.
It is necessary to mention that it can be extremely efficient and can help to justify pieces of training in the future. Understandably, it requires significant amounts of resources most of the time, but the information that is received can be viewed as incredibly valuable. A set of tools such as observation, surveys, and interviews are used in most situations to identify if the results of the process are satisfactory. Also, it is paramount to mention that there are several types of assessments. It is necessary to say that outcome evaluation is essential in most cases because it focuses on the desired results and skills of employees. Formative one is used if the company wants to receive ongoing feedback, and it helps to identify any possible issues that need to be addressed. Process evaluation can also be regarded as incredibly important because the information is received at every stage of the process.
The assessment of impact may also be considered as essential because it helps to determine if the results of these activities are significant. It is imperative to note that another critical aspect that should be taken into account most of the time is that the evaluation of training allows seeing if any weaknesses are still present. It is necessary to understand that the level of motivation of workers is increased if they know that they will have to pass exams, and it increases the efficiency of training. Also, it should be noted that the establishment of the process can also be viewed as essential, and the experience that is gained by employees should not be disregarded. It needs to be said that it should be connected to organizational philosophy and changes to the process may be considered if it is necessary (Giberson, Tracey, and Harris 57). Overall, the number of approaches that can be used is truly astounding.
Training and Development
It is necessary to say that the role of this approach should not be overlooked, and it may be regarded as one of the core areas of human resources. It is paramount to mention that it can be used as one of the ways to support the career path and opportunities for development. It is essential because it allows the company to improve skill levels and knowledge of workers, and shape them into excellent professionals. It is imperative to note that the fact that employees are supported throughout the whole talent lifecycle most of the time should not be overlooked, and it is paramount to make sure that every individual is provided with equal opportunities for development. It is necessary to mention that the role of human resources specialists that are focused on training and development also should not be disregarded because the understanding of what measures should be taken to improve performance levels of workers is vital.
The efficiency of arrangements and activities is also improved in most situations. The fact that satisfaction levels of workers are increased is also essential because it has a particular connection with productivity most of the time. Such aspects as retention also should not be overlooked, and it helps to attract new workers (Cairns 23). The fact that this approach can be used to recover some projects also should not be disregarded, but it is paramount to minimize any possible risks. Overall, it is necessary to say that companies that are focused on training and development are profitable most of the time, and it is especially true when they regard it as one of the most important areas of human resources.
Works Cited
Cairns, Thomas D. “Overcoming the challenges to developing an ROI for training and development.” Employment Relations Today 39.3 (2012): 23-27. Print.
Giberson, Tomas R., Monica W. Tracey, and Marguerite T. Harris. “Confirmative Evaluation of Training Outcomes.” Performance Improvement Quarterly 19.4 (2006):43-62. Print.
Harris, Gerald. “A continuous‐learning process that updates and enhances planning scenarios.” Strategy & Leadership 41.3 (2013): 42-50. Print.
Kroumova, Maya K., and Mila B. Lazarova. “Broad‐based incentive plans, HR practices and company performance.” Human Resource Management Journal 19.4 (2009): 355-375. Print.
Mueller, Daniel, and Stefan Strohmeier. “Design characteristics of virtual learning environments: state of research.” Computers & Education 57.4 (2011): 2505-2516. Print.
Rowold, Jens, and Simone Kauffeld. “Effects of career‐related continuous learning on competencies.” Personnel Review 38.1 (2008): 90-101. Print.