Employee training refers to programs aimed at improving skills amongst staff members of an organization (Nilson, 2003). Employee training can take different forms including onsite training or the employee. Joining certified institutions as part time students to study in different courses of their choices. Different companies have different programs for training their employees with some embracing the tuition reimbursement program whereby employees are allowed to pursue further studies.
Training programs have numerous advantages to the employees as well as the organization’s. Benefits of employee training include, improved production as a result of a highly skilled work force, the employee morale is highly boosted as they view the training as a show of confidence in them by the employees and as a result their motivation is improved.
According to Nilson, (2003), several factors can warrant the training for supervisors and managers, such include; to improve performance, as an inbuilt program aimed at staff development, to enable a smooth process of succession planning and especially to avoid recruiting from outside the organization as well as to impart new skills such as customer relations skills, communication skills, ethical skills, cultural diversity as well as work place safety and security skills and training on human rights issues such as gender discrimination, sexual harassment as well as equity.
For a training program to be effective, it must bear in mind the needs of the organization so as to make sure that the training is based alongside the business needs of the organization. Therefore, organizations look at training as an investment for which the organisation stands to gain in future (Nilson, 2003). In addition the management must spur an interest in the employees so that they may willingly participate in the training process. By cultivating a culture of learning in the staff, the training is likely to meet its objectives.
The facilitators of the training programs must be individuals who have the necessary academic credentials and a deep knowledge of the industry. The trainers must also be given the right training materials such as manuals, projectors as well as a friendly environment whereby the learning process may not be distracted (Nilson, 2003). In addition, training for supervisors as well as managers must be an ongoing process given the fact that, new challenges keep on emerging and therefore the organization must constantly prepare employees to meet such challenges by imparting in them, the right skills and knowledge to manage hard situations.
The training program for supervisors should mainly focus on issues revolving around issues, which affect employee performance. Therefore, there is a need for employee training programs to include issues surrounding employement law in the United States of America. Such issues which need consideration include; workers’ rights as laid down in the federal and state legislations, as well as discrimination laws. Training and development is the way forward for businesses in this millennium.
Training and development of any organization must be appropriate and in line with the strategic fit of the organization. In today’s business environment, businesses are faced by numerous challenges. None of the challenges is as complicated and complex as human resource management. The need for human resource management is a challenge which must be approached with the right strategies. Training of supervisors is done as a response organizational challenges and especially the need for a human resource which will guide the process of achieving business objectives.
Therefore, organizations embark on developing training and development policies and practices suitable to its needs. To be creative, it takes well trained staff, men and women who can forecast and remain focused in their duties. However, as (Brown, Bull, & Pendlebury, 1997) notes, for management to perform their duties satisfactorily, they should posses the capability and means. Brown, Bull, and Pendlebury, (1997) notes that, it is not the talent of employees that is important, it is how employees are helped to bring out as well as discover their talents that matters.
Training and development should be geared towards making employees realize their full potential. While designing the training program, it is important to bear in mind the fact that, it should draw from the organizational policies in order to make sure that, the programs lead to the acquisition of new knowledge, change in knowledge especially in cases whereby the nature of the training is based on new skills necessary for the production functions which may require the use of new machines or different technology which the employees do not possess (Nilson, 2003).
A good training program must be detailed enough to meet the goals and objectives of the industry with clear specifications of the purpose, goals and objectives of the training program. In addition, an effective training program must have specific, measurable, achievable, realistic and time bound objectives in which a clear definition of the goals is given (Nilson, 2003). Conclusion To keep an organization on the top of the market takes well-trained employees.
However, the training programs cost a lot of money and therefore should be aligned and designed so as to make them effective and efficient. A good training program is only made possible by conducting a careful organizational analysis, determination of training needs as well as the execution of the training process and the follow up to the training through the appropriate assessment and evaluation methods. The follow up and feedback is necessary as a measure aimed at sustaining the gains made by the training programs.