Essay 200826: Contemporary People Management – Dawe & Nguyen – Learning and Development – Management Assignment Help

Assignment Task:

Essay:

Format: Your essay should conform to standard essay structure

– introduction, body, and conclusion.

– No headings, sub-headings, dot-points or numbered points are necessary. Write in organized, clearly delineated paragraphs.

– The in-text citations should be used throughout the essay.

200826 – Learning and development is an important section of HR Management, its goal is to enhance individual and collective performance by enhancing and honing the knowledge and skills of the employees. It is also termed as training and development, it plays a crucial role in the organization’s talent management strategies and is structured to line up individual and team targets and performances with the organization’s overall mission. The aim of this essay is to discuss training and development in organizations and it impacts the employees and employers involved. We will also discuss whether it is a cost to the organization or investment, also why some organizations are hesitant to spend their capital in training and developing its employees.

It is true that hiring an employee in an organization is expensive, so it is important for an organization to train them well. At times organizations do not encourage training as they feel it is another cost. Also, economic activities like recession discourage organizations to invest in the training and development of the employees. According to Dawe & Nguyen in 2007, organizations see training as an extra expense and neglect investing in training, instead, they would hire employees from their competitors creating a difference between recruiting and pushing talent. It is important for a company to create a program to efficiently train its employees at regular intervals so they can perform well in not so favorable conditions and can help the organization gain benefits from them (Aguinis & Kraiger 2009).
It is crucial for us to know why employee training and development are significant for an organization and how is it beneficial for the organization. The
an organisation that focuses on training and developing its employees, see that their workforce is more efficient, engaged and most important are highly productive. According to a Gallup study, organizations that have dedicated and actively interested employees have witnessed absenteeism rates fallen by 41% and productivity increased by 17%. Career development in an organization helps tackle challenges of hiring and retention. Training and development programs in organizations have become centralized and have become a competitive advantage in terms of hiring (Bashin 2018). When training and development programs are mentioned in the contracts it leads to a sense of value amongst the employees resulting in loyalty and employee retention. According to a study by Gallup, the organizations having a workforce that is engaged have a fifty-nine percent lower employee income rate.

200826 – According to Bishop in 2018, organizations that target skills and train employees to take up leadership roles in the future will result in establishing a business for change and growth. Having training programs on leadership shows that an organization is always in view of the goals by training and making ready talents that can be promoted in the future. These leaders who feel empowered will inspire the employees in the organization and gain their trust, creating a sense of self-sufficiency, self-assurance for their work and value. According to Folkman in 2017, empowerment was measured to employee engagement surveying over 7,000 employees, found out that employees who had a feeling of the low level of empowerment were rated with engagement in the low rankings of the 24 percentile, compared to those who felt a high level of empowerment and were in the 79th percentile.

According to a LinkedIn Learning’s workplace learning report in 2017, viewed understandings from over 500 training and development professionals in Canada and the United States, found out that 80% of employers feel training and developing employees is a top priority. In the same report, it was stated that 90% of employers have agreed that there exists a gap in skills amongst the employees in the United States, which can be filled by training and development (LinkedIn learning 2016).
The design of the training program is the most crucial part. A training and development program for an organization must target the soft skills of the
employees. In today’s world with the industrial change, advancement in the technology and growing automation, there is a need for employees to adapt to this change and must be critical thinkers who are able to communicate easily. Earlier training and development programs were designed with the mentality “one for all”, where all employees used to undergo the same program. Now things have changed, it is important for the organizations must have personalized training programs in which the employees must be considered as consumers. The organizations must design easily accessible training programs which can be done via mobile phones or on-demand.
Some organizations are reluctant to spend or invest in training programs for numerous reasons. When an organization has very low profits and the growth of the organization is at stake, the organization no longer considers training is vital for improved performance and reduces the funds allotted for training programs. The organization feels that hiring skilled employees could be more effective as compared to training current employees. The Human Resource Management officers must realize that encouraging talent, motivating the employees are essential parts of learning and development and reducing these programs would be reducing the economic growth of the organization (“The True Cost of Not Providing Employee Training” 2019). Another reason why organizations are reluctant to invest in training is time constraints. Job hoppers are another reason why organizations avoid spending on training programs. The organizations think that it is waste to invest in training and developing when an employee leaves the job. The knowledge and skills learned from the training program are being used in favor of their competitors (Leidner & Smith 2013).