Future Issues That Will Impact Employee Training
Applying knowledge gained in the course
The emerging trends in workforce demography of any organizations are fundamental to determining the future of employee training. Hiring and training of employees significantly determines the success and future progress of any organization (Bradley, 2011). There is a difference between hiring and training processes. While an employer may hire qualified workers, it is not what the curriculum vitae is written which makes them produce results, but rather the kind of training and skills they have. A person may be good in passing tests, but when it gets to actual work, they cannot produce results. Therefore, in this line of thinking, the human resource department of every organization should set its concentration on the trends of employee training if better results are expected.
Employee training is a significant factor in management of an organization. Newly hired employees need to be accustomed to the culture and expectation of the organization (Bradley, 2011). It’d important to train the experienced employees who have been in the organization for long too since there are new changes in the field every day. They need to be shown how to adapt to these emerging trends in order to adapt to the technological and policy changes hence increasing their trust and motivation to work. Moreover, with the current daily changes and developments in the markets, it is essential to keep the workers flexible so as not to inconvenience the operations of the organization due to inadequate or incompetent workforce.
Most organizations as they release their yearly operational results attribute their marked improvement to success over occupational ineffectiveness. Overcoming employee wastage of resources and time and making full use of every potential they have helps greatly reduce the operating bills. Most organizations use various training approaches to curb this problem.
Learning is a process that takes place throughout every life time (Ashar, Ghafoor, Munir & Hafeez, 2013). Sometimes it happens so unconsciously without notice that we have been in class. If, there occurs a situation that makes a person have experience as the basis for deciding to or not to do something, this is incidental learning. When the person takes on in a certain activity with an aim of knowing something new, that is called intentional learning. Employee training is a process that takes place fully with the intention of gaining knowledge.
There are various components that determine employee training and learning process success. It is significant to note that workers are adults hence should not be approached as children in class. To begin with, for employee training to be successful for the organization, the goals for the training program have to be well defined. The employees need to realize what the aim of the program is and how they will benefit from the process. As much as the objectives are set by administration, employees need to feel that they are part of the program. Employees should be fully involved in deciding what skills and knowledge to acquire.
The best approach to learning for the workforce is always a practical, problem oriented approach with examples (Ashar et al., 2013). This helps the worker attain self-confidence in tackling the issue in case they ever come across it in their line of work. Uses of learning activities come in handy to successful training. When an individual learns by participating in the session, it is hard for that person to forget what they again from that activity. Where the employees have stayed in the field for a considerable time, they usually have some experience of the expectations of the organization. Hence training in this case is quite simplified since this base knowledge serves as a resource for newer ideas and thus they are able to upgrade easily. Moreover, their experience may help a lot to the learning process of the newer members of the organization to help them adapt. It is also important that there is consistency in the material being taught with the previous learning experience. This avoids conflict and confusion due to abrupt changes in the system of the organization. As workers learn, they should be given a chance to apply what they have gained. Furthermore, the environment of learning should be supportive and quite informal so as to create minimal tension for the employees (Ashar et al., 2013). The individuals in question are adults hence should be treated with respect, and lastly, the training should be accompanied by the assurance that it will cater for the self-esteem of the individuals.
The training process of employees is a duty of the organization (Ashar et al., 2013). The development of employees is an initiative of both the employee and the managing authority of the institution. It is the work of management to avail the resources and environment to support growth and development of the worker. Thus, the management has to give a clearly crafted work description, since this is the basis of employee training and development. The employees are trained so as to meet the criteria stated in their employment description. If the job expectations are unclear, the training objective may not be achieved.
The supervisor of the employees is bestowed with the responsibility of giving the workers basic training for competence in the job. Since he or she is in direct contact with the workers, he makes first hand observations of the employees hence knows what is best to give to which worker. In defining the training sessions, it is important for the organization to establish the skills, understanding and abilities that it will require in the future. It should have a vision of the long-term goals and implication of these objectives on the employee development. This should shape the training content and staff should be well involved.
It is also the organization’s duty to look for opportunities from the daily activities that may be used for employee’s education (Bradley, 2011). Past occurrences in the organization form good cases for practical learning opportunity. It is important also for the organization to let employee know the process of development and encourage them to form personal development strategy. The individual plan is usually based on personal needs of the worker, the job position held and the organization type. Identifying the requirements of job position held is a good starting point for a personal development plan. Personal goals that the employee wants to attain in their career are also significant to consider. The organization should hence give due support to employees once they identify learning process that poses them as assets to the organization either in the present or future.
The importance of training is quite clear for every organization. However, there are implications that are associated with this process. With the various factors in the market, there are future trends that are going to influence the field. Some of these factors include massive total spending on training services for organizations. Due to the rising demand for better services in the market, there is a need for every institution to have the best qualified workers to provide the best services hence, have a competitive advantage. As a result, employee training has become a very expensive process (Ashar et al., 2013). Organizations are spending a lot of input in terms of funds and time. This much as it is good for the company, it may also have some negative impacts in the future of the organization. The more expensive training becomes, the more expenditure for organization goes to training. This may impact overall company gains negatively. This spending habit will serve to favor the big established organizations while the small independent organizations will remain struggling.
The employee training departments remain to be the largest gainers. As a result of more demand for training activities and facilities, the expert training contractors will have a lot of work (Sanjeevkumar & Yanan, 2011). Thus, it is evident that there will be more opportunities for employee training and also more training experts. It will hence become easy to access employee training opportunities and facilities. With more training, the expectation is that there will be more job opportunities hence positively influencing employee training.
Use of selective outsourcing is expected to grow over the use of comprehensive training processes. The use of external trainers to train employees on only a few selected items is expected to be the major thing. This is because many organizations are viewing comprehensive outsourcing as expensive and unnecessary. The organizations want their employees to be trained only on certain topics s such as information technology. This will help cut costs and also minimize the risk associated with committing to long-term objectives. However, this may negatively impact the organization since selective training may not cater for all needs of the employee training. Some topics are interrelated; this training may not favor the employer or employee in the long run.
Training currently is based on the leader providing the logistics of the program. This approach whose major characteristic is creating curriculums, scheduling events and measuring change in the organization, is pragmatic (Sanjeevkumar & Yanan, 2011). Employee training is changing from this traditional approach to focusing on the solution. The function of training leader has thus been transformed into designing solutions to issues of the organization and employees. Workers are being trained by accessing information that they need fast and in simple understandable way. They do not have to attend long lecture hours for training. This will positively impact employee training since most do not have the luxury of time to attend traditional training classes. The availability of knowledge in small amounts is simple and fast for employees to access. The raining process will hence be greatly simplified.
The urgency of accessing the knowledge is another factor that will influence training of employees. Considerations are being focused on how promptly things are done. Time wastage is an issue to every company. The people want to get knowledge very fast since organizations need employees at their best performance due to high competition (Bradley, 2011). Hence the faster the trainer can get the employee working, the better for that trainer. Thus, employees will be getting training as fast as they need it. This will serve to improve training marketplace capabilities. However, due to rush against time, the quality of training of employees may get compromised. In haste to beat the time factor, trainer may not cover all information that the worker may require. This may have a negative impact since inadequate or wrong information can pose a challenge to workers capabilities.
With the demand in the market for employee training, there are trends to converge all training institutions. Colleges, universities and other training institutions have come together to make the training market more corporate than individual institutions. This is good since it will add more value to the training than the individual independent institutions. They will also seek to change the training process from an academic approach to a corporate approach model. This will give the learning leader a wider field to develop solutions (Bradley, 2011). Therefore, training of employees will become more relevant to trainers, employees and employers.
From the development of various approaches to employee training, the learning focus is also shifting so as to maintain relevancy and freshness in the market (Sanjeevkumar & Yanan, 2011). The content is more appropriate, and up-to-date hence the solution provided by learning leaders will have quality and relevant information. This will positively amplify the effectiveness of the staff in their place of work. The cost of accessing training services will also impact the quality and relevance as well as how many people the information. As these training programs become more corporate, the cost will be reviewed and will not be too costly for employees and employers.
Technology and technological advancement is one factor that will significantly affect employee training in the future. The growing technology and associated ware is changing all sectors of management and administration (Sanjeevkumar & Yanan, 2011). The use of the internet for learning services is the major breakthrough point for employee training. The speed and ease of accessibility of information from the internet is revolving the markets. From the use of internet, online learning is now possible. The use of technology will have many significant effects on the training process. Through the use of internet, the cost of training employees will be reduced greatly for the organization.
Secondly, the use of technology by the management is going to improve preparation of employees in serving customers and generating business ideas. The use of technology is going to make it easier and cheaper for multinational organizations to do conduct a joint training session for all employees despite the geographical separation distance (Ashar et al., 2013). Technology also allows workers to train in as many areas as they want hence building their personal working quality in the work environment. The fact that technology is always available throughout the twenty four hours of day, employees can hence get the services any time they wish to access it. This makes it easier and faster through the use of search engines and other platforms. The negative effect of technology on employee training is that of determining the quality of information that is availed on the internet. Also, the interactive way of training has more impact since employees share information from their thinking rather than the internet which is a one-way process.
From the discussion of the impacts the trends in employee training, it is right to conclude that there is improved quality way of training employees. These techniques will positively impact employee training and make it much better. The use of technology is most effective for training workers, and it is the major factor that will determine the fate of employee training in the future.
References
Ashar, M., Ghafoor, M., Munir, E., & Hafeez, S. (2013). The impact of perceptions of training on employee commitment and turnover intention: Evidence from pakistan. International Journal of Human Resource Studies, 3(1), 74. doi:
http://dx.doi.org/10.5296/ijhrs.v3i1.2924
Bradley, L. (2011). The impact of training on employee advancement. University of North
Texas). ProQuest Dissertations and Theses,, 64. Retrieved from http://search.proquest.com/docview/909879533?accountid=35812. (909879533).
Sanjeevkumar, V., & Yanan, H. (2011). A study on training factors and its impact on training effectiveness in kedah state development corporation, kedah, malaysia. International Journal of Human Resource Studies, 1(2), 136. Retrieved from http://search.proquest.com/docview/1238179417?accountid=35812
