Effect of Training on an Employee

Introduction

Most of the organizations believe that the success in the market comes in the effectiveness of the performance of the workforce. Business leaders assume that employees should perform their duties according to the compensation they receive. Furthermore, the employees are considered part of the essential elements of the organization and therefore, the leaders gave importance in their role within the organization.

Background of the Study and Problem Statement

One of the major decisions that the business leaders will do is to create an offer to their employees wherein they can enhance or improve their performance towards their work. Training and development of the employees depends on how well the organization wants to achieve their full potential. And as the main topic of the research, what are the effects of training on an employee?

Research Objectives

The study considered three essential objectives which are first, to recognize the different effects of training on the workforce. Second is to encourage the organization to incorporate the training and development on their organizational plans. And third is set other suggestions to make the training and development suitable for the needs of the employees and their organizations.

Research Questions

There are several questions that the study considered in answering the effects of training among the employees.

1. What are the objectives of the organizations in providing training among their workforce?

2. What are the applied methods or practices of the training facilitators to boost the skills and knowledge of the employees?

3. What are the experiences of the employees during and after the training?

Literature Review

Different organizations encourage the human resource management to involve every employee into assessment. As a result of the assessment, the HR and business leaders can decide on whom among their people needs to undergo in intensive training. In the meantime, the employee belong the training program have the natural feeling of anxiety because it is new to their everyday task (Meek, 2007). Most of the employees look forward to the training to build their career path. Training is also available for the corporate leaders to recognize the importance of their control and leadership style in managing their organization (Portway and Lane, 1994). However, the development of the employees should also begin form the employees own initiative to improve. The essence of training is not that effective if there is no application on the side of the employees. Training and development is a call of the organizations need for the effectiveness most especially in the establishing a strong foundation of the customer relationship (Shea, 2008). The responsibility of the training facilitators is to encourage the development in the employees and casting out the doubts and anxiety, and build the sense of the responsibility of the employees (Rexam, 2007).

Methodology

The applied method in the study is through the use of questionnaires. The participants are all employees of the same companies and instructed them to answer the questions according to what they feel on the purpose of training and its procedures. At the end of the question, the employees were asked if they feel different or recognized any improvement on the nature of their work. The method considered the details of the participants such as their age, number of years in the company, position, and last attended training session for it will make a difference in the analysis of the study.

Conclusion

The training for the employees has the usual purpose to encourage the people to exert their knowledge and skills in making a job-well-done. Employees are aware of the benefits and changes resulted from the training. Through training, the development will not only reflect on their work but also on the employees’ behavior toward to work. Training is important within for the organization to contribute in reducing the unimportant expenses such as restructuring, reworks, or/and excess in the production. Although there are many programs introduced for the employee training, the organization still come up into their best efforts to provide the training that will benefit both of the organization and employees.

References:

Meek, G., 2007. Workforce Training Program Development: “Developing Good People from Within” Evergreen Engineering. [Online] Available at: http://www.evergreenengineering.com/documents/EEWorkforceTrainingProgram070604.pdf [Accessed 12 Feb 2010].

Portway, P., & Lane, C., 1994. Corporate Training, A Technical Guide to Teleconferencing and Distance Learning, 3rd Ed. [Online] Available at: http://www.tecweb.org/eddevel/telecon/corptrain.pdf [Accessed 12 Feb 2010].

Rexam, 2007. Responsibility Case Study, Business School at Rexam Beverage Can Europe. [Online] Available at: http://www.rexam.com/files/pdf/case_studies/employee_development.pdf [Accessed 12 Feb 2010].

Shea, L., 2008. Forget the Theory: Practical Considerations for Listening to the Customer Experience, Insight Beyond Measure. [Online] Available at: http://www.customerservicegroup.com/pdf/Listening_to_the_Customer_Experience.pdf [Accessed 12 Feb 2010].