Trainingand developing employees for optimum performance
Trainingand developing employees for optimum performance
Businessorganizations have consistently changed their strategies to adjust tothe dynamic business world. Sustainability is one of the paramountaspects in business organizations as management endeavors to cope upwith the regulatory pressures, customers’ demands, socialresponsibilities, and climate changes among others. The humanresource plays a critical role in ensuring the organization maintainsits sustainability goal. It is the organization’s responsibility toensure that employees are equipped with the relevant skills to ensureefficacy in the workplace. Training and development programs varyfrom one organization to the other based on the required skills andexpertise. In achieving excellent performance and productivity, anorganization ought to have top-notch expertise. Typically,organizations carry out performance appraisals and evaluations toascertain the level of employees’ performance and their input.Therefore, organizations equip and maintain employees withcompetitive skills and experience in ensuring efficiency andeffectiveness. This paper seeks to establish various ways throughwhich business organizations carry out training and developmentprograms and their implications on the overall performance.
Inthe current business realm, employees’ training and developmenthave taken precedence in many organizations, as a strategy to improveperformance and productivity. Nevertheless, the training anddevelopment programs put in place have faced numerous criticismsregarding their efficacy. According to (Beer, Finnstrom, &Schrader, 2016), most firms spend colossal amounts of money trainingtheir employees however, it does not seem to have a positive impacton overall organization performance. Employees always revert to theirold ways of doing activities in the workplace. On the other hand,(Maurer, 2016) asserts that business organizations with mature talentacquisition strategies have a relatively higher business outcome, 30percent healthier.
Theprimary interest in this topic is to figure out why some training anddevelopment programs prosper while others fail. In understanding theunderlying factors, the paper focuses on how various organizationscarry out human resource functions to ensure sustainability.Therefore, it is important to determine the best programs andstrategies to implement in an organization to guarantee betterperformance.
Organizationsmust perform regular employee appraisals to ensure efficiency inproduction and performance. According to (Nickels, McHugh, &McHugh, 2015), employees’ appraisals are paramount in anorganization in making decisions regarding training, development,promotions, compensation, and termination. In appraising employees,the management has to establish performance standards that will bethe gauge or subject to assessment. It is crucial for an organizationto effectively communicate the standards mentioned above to allemployees to create awareness, understand the expectations, andprovide guidelines on how to accomplish them. The evaluation processof employees is subject to the predetermined guidelines andstandards. Performance evaluation paves the way for furtherdiscussion with the employees to figure out the root of mistakes.Consequently, the employer is expected to carry out initiativesdepending on each employee performance. For instance, the employercould decide to instigate training and development program to enhancetheir skills or make significant decisions concerning thecompensation and promotion.
Trainingand development is a business tool and strategy that is indispensablefor improving employees’ performance and productivity. Businessorganizations invest in training employees to ensure they gain acompetitive edge in the market. Numerous research studies haveaffirmed that training and development programs usually have apositive impact on employees’ performance and productivity[ CITATION Mos16 l 1033 ].Organizational transformations brought about by social,technological, and economical factors tend to call for adjustments inemployees’ dexterity. In adapting to the ever changing businessworld, training and development programs prove invaluable to anorganization.
Accordingto (Beer et al., 2016), education is important in acquiring knowledgeand sharpening skills that help an individual advance in theirprofession. On this premise, business organizations strive to equiptheir employees with relevant skills and expertise needed for thefirm to make them perform their duties efficiently. Research studiesindicate that most organizations invest more in human capital toensure sustainability of the firm. Employee development is imperativein the contemporary world in ensuring top-notch skills in the market.On the contrary, there have been some hurdles in training anddevelopment programs due to the failure of feasible outcomes. Someresearch studies have indicated that these programs are not workingas expected (Beer et al., 2016). Therefore, there is the need toexploit further on training and development programs to figure outthe primary concern.
Inconclusion, employees perform a significant role in an organizationhence need to be equipped with the top-notch dexterity. Businessorganizations have the responsibility to offer training anddevelopment programs to their employees in order to gain acompetitive edge in the ever dynamic and fierce market. As a result,performance appraisals and evaluations are necessary to ensure themanagement makes crucial decisions regarding the performance andproductivity of the firm. Training and development programs havehelped organizations maintain a top spot in the industry throughenhanced performance. Therefore, it is essential to train and developemployees to enhance their expertise.
Beer,M., Finnstrom, M., & Schrader, D. (2016). Leadership &managing people: Why leadership training fails—and what to do aboutit. HavardBusiness Review.Retrieved from:https://hbr.org/2016/10/why-leadership-training-fails-and-what-to-do-about-it
Maurer,R. (2016). Mature Talent Functions Use Data, Forecast Future Needs.Societyfor human resource management.Retrieved from:https://www.shrm.org/resourcesandtools/hr-topics/talent-acquisition/pages/mature-talent-data-forecast-future-needs.aspx
Moss,D. (2016). Advice on Developing a Winning Mentality. Societyfor Human Resource Management.Retrieved from:https://www.shrm.org/hr-today/news/hr-magazine/1016/pages/advice-on-developing-a-winning-mentality.aspx
Nickels,W., McHugh, J., & McHugh, S. (2015). Human Resource Management.In UnderstandingBusiness(pp. 317-319). New York: McGraw-Hill Education.