The Value and Importance of Training
The Value and Importance of Training
Stacey Moore
Strayer University
Training and Development – BUS407
Professor Danielle Camacho
January 27, 2012
Introduction
In today’s competitive environment, where technology is rapidly changing and evolving, it becomes very important for employees to continuously improve their knowledge, skills and abilities to be efficient, effective, and competitive. This is often achieved through training and professional development, which may be defined as “the process that enhances the employees’ with knowledge and skills to perform more effectively” (Blanchard & Thacker, 2010, p. 4). A performance measure for many organizations is the ability for employees to react timely and proactively to the inevitable changes that will occur in the job environment. Training has the ability to equip employees within an organization with skills that may be seen as an advantage among competitors. Goldstein and Ford, (2002, p. 1) stated that “training programs are planned to produce, for example, a more considerate supervisor, a more competent technician in the workplace, or leaders of complex organizations”. Training is a mechanism that could also lead to greater levels of both employee satisfaction and retention, by providing employees with a reference that aligns with the strategic directions of the organization. This can play a vital role in the success of an establishment.
The organization I have selected is the Center for Disease Control and Prevention (CDC), and specifically the division of chronic disease and programs. The CDC is a federal agency whose primary mission is monitoring and surveillance of the nation’s health, and to provide funding for the control and prevention of the spread of infectious diseases, and enhancing quality of life by controlling illness and death from the prevalence of chronic diseases. The CDC is comprised of a variety of divisions such as Division of Community Health, Heart Disease and Stroke and
Stacey Moore
Strayer University
Training and Development – BUS407
Professor Danielle Camacho
January 27, 2012
Introduction
In today’s competitive environment, where technology is rapidly changing and evolving, it becomes very important for employees to continuously improve their knowledge, skills and abilities to be efficient, effective, and competitive. This is often achieved through training and professional development, which may be defined as “the process that enhances the employees’ with knowledge and skills to perform more effectively” (Blanchard & Thacker, 2010, p. 4). A performance measure for many organizations is the ability for employees to react timely and proactively to the inevitable changes that will occur in the job environment. Training has the ability to equip employees within an organization with skills that may be seen as an advantage among competitors. Goldstein and Ford, (2002, p. 1) stated that “training programs are planned to produce, for example, a more considerate supervisor, a more competent technician in the workplace, or leaders of complex organizations”. Training is a mechanism that could also lead to greater levels of both employee satisfaction and retention, by providing employees with a reference that aligns with the strategic directions of the organization. This can play a vital role in the success of an establishment.
The organization I have selected is the Center for Disease Control and Prevention (CDC), and specifically the division of chronic disease and programs. The CDC is a federal agency whose primary mission is monitoring and surveillance of the nation’s health, and to provide funding for the control and prevention of the spread of infectious diseases, and enhancing quality of life by controlling illness and death from the prevalence of chronic diseases. The CDC is comprised of a variety of divisions such as Division of Community Health, Heart Disease and Stroke and
References: Blanchard, P. N. &Thacker, J.W., (2010). Effective Training: Systems, Strategies, and Practices, 4th Edition; Upper Saddle, NJ, Pearson Education, Inc. Bos, J. (2007). Top trends in training and development. Retrieved, January 20, 2012, from http://www.workforce.com/assets/tools/whitepapers/071119_ltw_training.pdf Dutkowsky, S., (n.d.). Trends in Training and Development. Retrieved January 25, 2012, from http://careers.stateuniversity.com/pages/852/Trends-in-Training-Development.html Goldstein, I. L. & Ford J. K., (2002). Training in Organizations, 4th Edition; Belmont, CA; Wadsworth Thompson Learning Srimannarayana, M., (2011). Measuring Training and Development. Indian Journal of Industrial Relations;47 (1), p.117-125. Retrieved January 27, 2012, from EBSCOHOST.com.libdatab.strayer.educ/ehost