Employee Training and Career Development Paper

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Employee Training and Career Development Paper
September 23, 2012
Dr. Laura-Ann Migliore

Employee Training and Career Development Paper
Inside any successful organization, there will be strong training and career development programs and systems. To recognize strong training and career development programs, one should know the: definition, methods, successes, HRM involvement, and their own wants and needs. To clarify understanding of these, the following will be described in detail: training and development by definition and how they fit into most organizations; the various methods used to train and promote career development; the direct correlation to organizational growth and success from training and development; the clearly defined role of Human Resource Management (HRM) in career development; and, finally, employees looking toward the future and what they may want and should look for in their career development. As aforementioned, the first step is in understanding training and how it fits into organizations. Development and Training

Training and development are paramount for the success of any organization. A company that does not grow is a company that cannot succeed. To grow, organizations must keep current on the latest technologies and practices. The online business dictionary defines development and training as, “the official and ongoing educational activities within an organization designed to enhancement the fulfillment and performance of employees” (The Business Dictionary, 2012). By this definition, providing employees with continued educational activities. This is how a company can keep employees current and with the most up to date practices. These continued educational activities come in a variety of training methods. Training Methods

There are many different forms of training methods available to organizations. These methods include but are not limited to: job rotation, assistant-to positions, committee assignment, lecture courses and seminars, simulations, and outdoor training (DeCenzo & Robbins, 2007). Below is a brief description of each of these different methods of training: Job Rotation

A common training method for large companies is Job Rotation. This method moves individuals around different departments giving the opportunity to learn from and gain exposure to all the different departments. Assistant-To Positions

Qualified employees may get the opportunity to work for and with specialized managers or other corporate heads to learn from these individuals. Committee Assignment
This method allows for employees to share in the decision making process. This allows for their voice to be hear, learn from others, and begin making managerial team decisions. Lecture Courses and Seminars

This method uses the more standard approach to learning. This requires employees to go to classes and learn from speakers and may or may not require actual course work. Simulations
Simulation is a method of training that works especially well for individuals who need to make decisions in stressful situations or who operate equipment and cannot rely on their first experience by a live situation. Outdoor Training

Often this method looks like a retreat or survival experience. It teaches individuals how to trust their decisions, be an individual as well as team member, and perseverance (DeCenzo & Robbins, 2007). Though these are only short descriptions, they illustrate the variety of training methods that are available to an organization. Should an organization use one or a combination of these methods, they can work towards operational growth and success. Growth and Training

The continued learning and growth of employees is vital to any companies overall success. Many companies cut training as an expense when times get tough or when they feel they need to maximize productivity and profit, when this is in fact they very time they need to invest heavily into training (Sommers, 2010)....
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