Employee Training and Career Development
HRM/300
7 April 2014
Sara Yarian
Employee Training and Career Development
Introduction
Training and Organization Development
Employee training is “present-oriented training that focuses on individuals’ current jobs” (DeCenzo & Robbins, 2007, p. 209). This learning experience for employees improves job performance and involves behavior, knowledge, attitudes, and skills. The role of training in an organization’s development is to improve employees for reaching the organizational goals. The training of employees can help to enable the individuals and company to succeed through improving work performance, increasing consistency, eliminating employee weaknesses, advancing productivity, enhancing satisfaction, and improving service and product quality (DeCenzo & Robbins, 2007).
The company must first determine if training is necessary and what the training needs are for each employee. Training programs and goals base off the organization needs, skills the employee needs, and work to complete. Training methods include off-the-job or on-the-job training. Examples of off-the-job methods are simulation exercises and classroom lectures. On-the-job examples are understudy assignments and job rotation (DeCenzo & Robbins, 2007).
Employee Development Methods
There are different employee development methods for example; core training, mentor development programs, personal development plans, and leadership training (Jenkins, 2014). Core training is based on training and teaching a new employee to be successful in a new job by providing him or her the proper tools and guidance. Personal development plans are designed to focus on the employee’s professional life. The employee and employer will sit down and talk about a set of goals to meet within the company, such as developing high sales levels or reducing out of stocks. The employer will supervise the employee to keep him or her on track. Leadership training helps organizations to promote from within the organization. This development method helps employees to gain special training and skill development to become leaders or managers. Leadership programs encourage lower level employees to grow within the company to reach for higher positions. The final employee development method is the mentor development program. A management employee and a regular employee are assigned to work together. The management employee has to teach the non-management employee everything that he or she knows, so that in the future the non-management employee can get promoted to a management position. Not only does an employee benefit from these employee development methods, it is in the employer’s best interest to have well trained employees within the company for it to succeed.
Employee and Organizational Development
Organizations in today’s society must stay competitive in the job market and use methods to recruit or retain their valuable employees by promoting employee development, which involves organization development (Webster, n.d.). Organizations will guide employee in career development by providing courses pertaining to their skill level, provide external educational resources, or pay for their employee’s higher learning educational experience. This can occur if an organizations strategy involves employee development. This allows an organization to promote its organization, while retaining well trained employees for future development.
Organizations able to provide benefits for its employees will retain and recruit potential candidates (Webster, n.d.). The organization and the employees that are involved in this experience both benefit from employee development and organizational development. Organizations may pay large amounts of money for this to occur, but the investment will be returned if the organization establishes benefits to their employees that want to improve in their occupation.
HRM and Career
