Training and Development
1. INTRODUCTION
In this project I am going to look at importance of training and development in organizations. Firstly, different company attitudes to training and development and cost and benefits associated with it are going to be discussed.
Secondly, the stages in training and development process are going to be identified with a specific focus on different training and development methods and consideration of its advantages and disadvantages.
Finally, the literature on training and development use as a motivation and retention tool is going to be reviewed, moreover, training and development on international scale and its possible issues are going to be discussed. To sum up, a conclusion summarising all findings is going to be drawn.
1.1. Introduction into training and development
Training and development is by definition: “The heart of a continuous effort deigned to improve employee competency and organizational performance.” (R. Wayne Mondy, Robert M. Noe, Shane R. Premeaux, 2002, Human Resources management, p. 214). Training is planned to give trainees information and skills, they need for their job, while development involves learning that goes beyond the knowledge needed just for current job. It is more long-term focused as it enables employees to keep up with the organization and its changes and growth.
Companies have different approach to training and development. Some companies tent to minimise the training of its employees as they see it as an unnecessary budgeted cost. On the other hand, we have companies, which see training of employees more as a strategic investment and a very important attribute, which may increase employees productivity and reduce human error; such companies can be called a learning organizations (R. Wayne Mondy, Robert M. Noe, Shane R. Premeaux, 2002). Training and development obviously has its cost such as course material, facilitator fees and facilities rental, for instance. However, there is a lot of savings caused by proper
In this project I am going to look at importance of training and development in organizations. Firstly, different company attitudes to training and development and cost and benefits associated with it are going to be discussed.
Secondly, the stages in training and development process are going to be identified with a specific focus on different training and development methods and consideration of its advantages and disadvantages.
Finally, the literature on training and development use as a motivation and retention tool is going to be reviewed, moreover, training and development on international scale and its possible issues are going to be discussed. To sum up, a conclusion summarising all findings is going to be drawn.
1.1. Introduction into training and development
Training and development is by definition: “The heart of a continuous effort deigned to improve employee competency and organizational performance.” (R. Wayne Mondy, Robert M. Noe, Shane R. Premeaux, 2002, Human Resources management, p. 214). Training is planned to give trainees information and skills, they need for their job, while development involves learning that goes beyond the knowledge needed just for current job. It is more long-term focused as it enables employees to keep up with the organization and its changes and growth.
Companies have different approach to training and development. Some companies tent to minimise the training of its employees as they see it as an unnecessary budgeted cost. On the other hand, we have companies, which see training of employees more as a strategic investment and a very important attribute, which may increase employees productivity and reduce human error; such companies can be called a learning organizations (R. Wayne Mondy, Robert M. Noe, Shane R. Premeaux, 2002). Training and development obviously has its cost such as course material, facilitator fees and facilities rental, for instance. However, there is a lot of savings caused by proper
References: Lionel Laroche, John Bing, Catherine Mercer Bing, (2000), “Beyond Translation – global training must consider cultural differences”, FindArticles retrieved from http://findarticles.com/p/articles/mi_m4467/is_12_54/ai_68217192 on 20/10/07 R Susan M. Heathfield, (2007). “Training: Your Investment in People Development and Retention”, About.com: Human Resources retrieved from http://humanresources.about.com/od/educationgeneral/a/training_invest.htm on 11/10/07 Susan M The Sage Portfolio Group, (2007), “Learning and Development”, retrieved from http://www.sageportfoliogroup.com/development_solutions.html on 28/10/07 Wendy Farrell, (Jul2007) 8. BIBLIOGRAPHY Linda Reidy, (2007) Patrick Gunnigle, Noreen Heraty, Michael J. Morley (2006). “Human Resource Management in Ireland”, 3rd Edition, Gill & Macmillan, Dublin