Training and Development to Reduce Company Costs

Introduction

The globalization brought the competition into a tight situation where the strongest organizations stay in the arena of competing products and services. Most of the organizations found the advantage in different areas of support such as the financial, technological, and workforce.

Background of the Problem Statement

The best definition of a successful organization can be described on how well the people manage and focus on the continuous progress and competitiveness of the business. To achieve this idea, the propellers set their mind in identifying the different strategies in terms of the innovation, management, technologies, and workforce (Johnson, 2001). Through the proper training and development, the organization can win over the threats and challenges. However, how can the implementation of the training and development can help reduce the company costs?

Research Objectives

The study is fueled by the two main objectives which are, first, the re-introduction of the training and development in improving the performance in the organization in the global competing world and; second, to encourage the organizations to set additional bright ideas in improving the quality of work among their employees.

Research Questions

The research provided questions that can support the entire study. The research questions serve as the essential points in understanding on how the training and development can be the key to reduce the company costs.

1. What are the challenges that set the training and development as a strategy?

2. How can the training and development provide the answers in establishing advantage on the organization?

3. What are the impacts created by the training and development?

Hypothesis

The rich and fine learning of the employees from the training and development can be served as the basic solutions of the organizations. Through that center of idea, there are inviting results such as accelerating the learning and development which is sometimes more than half of the organization’s expectations, reduction in the cost allotted for the production or rendering of the service, improvement in the quality of work, and achieving the support needed for the new products.

Literature Review

There are many factors involve in the pursuance of the training and development in an organization. In organizational view, the active employee involvement and training is considered as one of the strategic concerns of the organizational leaders. Also, the organizations incorporated the appropriate strategies in allocation of resources in deploying the initiatives. Organizations adapted different training and development processes and procedures that can achieve the optimal result in the business’s sustainability. Furthermore, the training and development for some business analysts were considered as a partnership or enhancing the employer-employee relationship (Juere, 2009). Every organization is mainly focused on different issues or challenges that can threaten the performance or the life of the business. Most of the inquiries of the organizations are about the deliverance of the interactive product or/and services that will suit to the taste and preferences of the customers. Another issue that concerns the financial stability of the organization is the costs or expenses that appeared when there are substandard results, product launches and updates, and the enhancement of the quality of the products (Adobe System, Inc., 2008). These challenges became the basis of the successful organizations to improve their performance by looking within the workforce and investing in the training and development procedures (Johnson, 2001; Farvaque, 2009).

Methodology and Data

The applied method of the study is the comparative case study method where the researchers had a chance to review the past literatures and have an in-depth analysis and opinions. The review of the reports allows the study to garner all the essential information related to the main topic and the approaches that the organizations applied to obtain their current standing in the competition. The data are consisted of two categories. First is the roadmap of the case study where there are included companies that excelled in the industry where they belong and accomplished their targets. And second is the structure of the organization. It draws the conclusion on how the collaboration of the human resource and the executives implemented their approach to the employees.

Data Interpretation

The analysis of the study emphasized the idea of the initiatives from the organizations. Most of the successful organizations considered the initiative in raising the awareness in different working aspect such as communication, innovation and reduction in costs of some areas such as in production. The essence of training and development became the initial step in increasing the understanding, development of the working philosophy and individual skills that in return, can answer the challenges and changes in the environment.

Conclusion

The strategic position that the company are trying to maintain is to give their workforce an active employee involvement and training. The degree of development or improvement can be effective if there are personal concerns coming from the individuals. In addition, the sustainable development for the entire organization is not also based on the employee training alone; it can be more advantage if there is integration in the management system.

References:

Adobe System Incorporated, 2008. Thomson Reuters, Leading Global information Solution Provider Reduces eLearning Development Time 50% with Help From Adobe Captivate Software: A Success Story. [Online] Available at: http://www.adobe.com/resources/elearning/pdfs/us_95011393_reuters_ss_ue_fnl_08252008.pdf. [Accessed 29 Jan 2010].

Farvaque, N., Voss, E., Lefebvre, M., and Schütze, K., 2009. Guide for Training in SMEs. ORSEU Wilke, Maack and Partner. [Online] Available at: http://www.refernet.cz/dokumenty/guide_training_SMEs.pdf. [Accessed 29 Jan 2010].

Johnson, B., 2001. Company Officer Development Program Needs for the Reedy Creek Emergency Services. [Online] Available at: http://www.usfa.dhs.gov/pdf/efop/efo33103.pdf. [Accessed 29 Jan 2010].

Juere, C., 2009. Novethic– How Much Emphasis is Placed on Active Employee Involvement and Training in CAC 40 Sustainable Development Reports? [Online] Available at: http://www.novethic.com/novethic/v3_uk/upload/CAC40_Study.pdf. [Accessed 29 Jan 2010].