Furthermore, the company selects the trainees, the training methods, and the evaluation process.
The necessity of training programs relies on a series of factors. This is because these programs are able to help the company develop a pool of skilled employees that can be recruited on several positions within the company. This is useful in the case of companies that prefer to focus on internal recruitment sources. In addition to this, such training programs allow the company to better use technological developments as a result of skilled employees.
Training programs also develop motivated teams, characterized by high efficiency and productivity levels. This increases employee satisfaction and helps the company improve its position on the market in comparison with its competitors. This strategy also allows the company to expand its business on international level.
There are numerous advantages determined by company's interests in training programs. Training and development activities determine increased productivity of the company's processes. In addition to this, training programs are intended to reduce employee turnover. The increased efficiency determined by training programs helps the company increase its profits. Companies that focus on training programs for their employees have observed increased morale levels within the company and improved employee satisfaction. This leads to increased performance (McNamara, 2010).
There are different levels of employee satisfaction that are determined by training programs. Given the fact that these programs help them reach the company's objectives, their satisfaction increases because they can also achieve their objectives, and involve in their community's activity. Therefore, training and development programs provide advantages for the company and its employees.
However, there are certain disadvantages of training programs that must be taken into consideration. For example, in the case of smaller companies, managers do not have the time required for training their subordinates. This makes it difficult for the company to develop the skills of its employees. In addition to this, some of these managers do not have the skills and abilities required for training these employees. This is because training requires certain skills that the trainer must have. In such cases it is recommended to use the help of certain companies that provide training services.
The experience of managers is another disadvantage associated with training programs. This is because these managers tend to have experience in broader fields, which does not allow them to benefit from the skills required for training their employees. In addition to this, certain managers and employees prefer not to be involved in training programs.
The Impact of Coaching and Mentoring on Organizational Effectiveness
Business coaching refers to working with managers and executives in order to improve their organizational leadership skills. Specialists in the field are intended to help managers think on organizational level. This also refers to improving their relationships with subordinates. Many companies prefer to use internal coaches instead of external ones. The advantages in such cases are represented by the reduced costs of this process. In addition to this, internal coaches are aware of the situations that must be taken into consideration. Therefore, they can easier identify the aspects that must be addressed during this process.
However, there are certain disadvantages that must be taken into consideration. For example, internal coaches have limited experience in this field. This is likely to determine reduced results of the process in comparison with external coaches. Therefore, it is recommended to clearly establish the objectives that must be reached by the coaching process. These objectives determine the approach that should be used in accordance with each situation (Holbeche, 2009).
The coaching process has a significant impact on organizational effectiveness on management level. By improving the activity and leadership style, the company's processes and relationships with employees are likely to improve. This leads to improved employee satisfaction. Such working environments determine employees to increase their efficiency and productivity (Hallam, 2011).
The process of mentoring refers to senior employees tutoring younger ones. This is a very common practice in companies. The success of this strategy and its impact on organizational effectiveness reveals its importance. The most important advantage of this strategy refers to the reduced resources that are necessary. In addition...
However, they focus on cost efficiency and development programs can be costly. Also at this stage, it is crucial to differentiate between the various resources which are required, such as technological resources, financial resources or labor force resources (Mayhew, 2011). This specifically implies that it is necessary to recognize and accept the costs of the development program. It is for instance plausible for the program to generate operational inefficiencies
Human Resources Development (HRD) Needs Analysis. Description: You obtain information directly uploaded material ( slides voice recording / upload audio file) HRD Manager official website company information provide company, strategy, current issues future plans assessment. Human resource development issues at RACQ Australia As the workplace changes, RACQ must also change and place more emphasis on the development of its staff members. The identified problems include an increased attention on customers and
Strategic human resource development in small businesses, in the United States," explores prior studies, which investigated the frequency and impact of strategic human resource development, and strategic planning in small businesses in America (Fox, 2013, p. 77-115). In order to achieve the objective, the paper utilizes studies from countries, for instance Canada, and the United Kingdom, primarily because the countries share several economic and cultural attributes with the United
HUMAN RESOURCE DEVELOPMENT STRATEGIES IN THE GHANA WATER COMPANY. Human resources refer to the knowledge, skills, creative abilities, talents, aptitude, values and beliefs of an organization's workforce. The more important aspects of human resources are aptitude, values, attitudes and beliefs. But, in a given situation, if these vital aspects remain same, the other aspects of human resources like knowledge, skills, creative abilities and talents play an important role in deciding
Coaching usually begins after a worker has received basic employee training. At this point, a supervisor assumes the role of a coach to assist the employees in employing as well as maintaining the skills that they have learnt. Both coaching and mentoring techniques are used to help employees in their career and personal development. However, there are differences between the two. Coaching is usually a time-bound activity focusing on
Adult Education Within Human Resources Development The literature which describes and analyzes the important aspects of adult education - within the Human Resources Development genre - is vitally important in relating to today's employees who seek - and deserve - learning opportunities within their workplace environment. It provides a point of reference, it offers stimulating ideas for digestion and analysis, and it zeros in on the issue at hand, which is
Our semester plans gives you unlimited, unrestricted access to our entire library of resources —writing tools, guides, example essays, tutorials, class notes, and more.
Get Started Now