Training_and_Deveopment

Mondy, R.W., Noe, R.M., Premeaux, S.R., (2002), Human Resources Management Training and Development The definition of training and development is “The heart of a constant effort designed to improve employee capability and organizational performance” (Mondy, Noe, Premeaux, 2002, Human Resources Management). Training and development programs are important for successfully training and educating their employees within the organization. The value and diversity of the organizations training is to provide strategic for motivation. The main purpose for training series for new-hirers is the training is about the procedure to introducing a new idea to a workgroup. The value of training and development programs are important in keeping the employees motivated about learning new ideas and observing the departments’ profits. Training The training tool for organizations is training before, during, and after new employees start organization. Employees apply the trained material to the position immediately. Training is planned to give employees information and skills, which are needed for position, while development involves learning also the knowledge of position goes beyond the present position. Organizations like to focus on the long-term for employees to help keep organizations with changes and growth. Training has become an important feature of an organization’s success. The need to have proper training helps employees develop knowledge and skills of the job/position and improves profitability and positive attitudes. Many of the organizations’ see employees as asset and an important quality, which may increase employees’ productivity and profits for organization. The employee develops a high confidence and self-esteem. Along with correct training employees can relate with organizations goals, company image comes to be improved. Training promotes faithfulness, openness and trust. Organization/management and employees get to work in a healthier environment and have better relationship. Training aids include developing skills of leadership, motivation, faithfulness, improved attitudes and other aspects that successful employees and leaders usually display. The values of work are too improving and develop the productivity. It is budget effective as well, it cuts costs in different zones such as; personnel, and production, management etc. It improves sense of obligation to the organization for being knowledgeable and experienced. Employment management is also improved, as employees instead of feeling unnoticed, feel they are taken care of which progresses a sense of loyalty. Organizations’ main purpose is to keep employees satisfied and succeed, with training and development. Education Education is important with respect to one’s career along with the impact on one’s quality of life. Many individuals who have years of experience may not even be considered for job, but may be passed over for individual who has a degree or more education. Education is respect to employee’s career, especially if in the healthcare industry. Individuals understand that education may impact the quality of life. Education and training skills are necessary part of anyone who wants a career and decent future. Competencies Competencies are what organizations’ need to know and understand. Strategies implement the competent force of employees. Many organizations develop competency representations aligned with organizational strategy and have linked them to Human Resources (HR) processes. A competency ideal describes the combination of knowledge, skills, and qualities needed for employees. Competency is basically two important aspects: what skills, knowledge, and characteristics that are required for position and what behavior has the most effect on performance and success in the position. The purpose of a competency is communication and the objective should be to train and not to blame. Orientations Training and development starts with the employee’s orientation and continues into the employees exit interview. Orientation for employees is HR responsibilities where employees are provided with the policies, procedures, salary, company history, goals, tour, punching in and work rules and regulations. Than employees may start their training and cross-training for position. Orientation usually is done first day of job or may be longer depending on position. Orientation for the new employee integrates them into the organization and assistances with the maintenance, motivation, job satisfaction, and quickly empowers each employee to becoming part of the organizations team. Training and development process is a series of programs that may help organizations and employees implement goals, incentives, and effective communication which are vital and necessary in order to improve learning experience for employees and help with the organizations success. References Mondy, R.W., Noe, R.M., Premeaux, S.R., (2002), Human Resources Management. Retrieved January 12, 2011 Sanghi, S. (2009). Building Competencies. Industrial Management, Retrieved from EBSCOhost.