personal interview conduction

Training and its Benefits

Training is an incentive for all workers to improve their skills, but some businesses in today’s world consider learning opportunities to be expensive. Employees who undergo training sessions miss out on job hours, causing tasks to be delayed. However, training and learning bring benefits to both the organization and the client that make the time and expense commitment worthwhile. I held a personal interview with my company’s former boss about the position and potential of training in every organization. The former boss outlines multiple roles in training in an organization, proving that employee training is a no-brainer (Aguinis, & Kraiger, 2009). The former manager described several roles training plays in a company. First, training leads to improved employee performance since the workers who get necessary training can perform in their job. Training will build the confidence of employees and give them a greater understanding of their responsibilities. This confidence will improve their overall performance which will benefit the company. Competent employees will help the company to hold a position a strong competitor and a leader within the industry (Elnaga, & Imran, 2013).

Improving Employee Morale and Satisfaction

Training helps in improving employee morale and satisfaction because the investment in training by a company shows employees that they are valued. Training creates a supportive workplace since employees gain access to the knowledge that will help them sort out themselves at work. Workers who feel challenged and appreciated through training may feel more satisfied with their jobs.

Addressing Weaknesses in the Workplace

Training also helps in addressing various forms of weaknesses in the workplace. Employees usually have weaknesses with their workplace skills and a training program will allow them to strengthen their skills. A development program promotes all employees to a higher level for them to have similar knowledge and skills. This assists in minimizing any weak links in the organization that depends heavily on others to complete basic tasks. Necessary training creates a knowledgeable staff who can work independently without constant supervision (Angus, 2014).

Ensuring Consistent Background Knowledge and Experience

An efficient training and development program ensures that staff has a consistent background knowledge and experience. Consistency is especially significant of the organization’s basic procedures and policies. The staff should be aware of the procedures and expectations in the company. Improved efficiencies in processes lead to a financial gain in the company.

Increased Productivity and Adherence to Quality Standards

The manager also argued that a training program will result in increased productivity and adherence to quality standards. When an organization implements training programs, productivity often increases. Increased efficiency in processes ensures projects success thereby improving the potential market share and turnover. Ongoing training also leads to increased innovation in new products and strategies. Training the workforce will encourage creativity and new ideas (Aguinis & Kraiger, 2009).

The Future of Training in the Organization

How will development training in an organization be in the future? This is one of the important questions I asked him in the interview. The past manager responded by arguing that the future of training lies in e-Learning. E-Learning is a dynamic tool that enables learners to acquire reinforcement through varied repetition. Experiencing interactive online scenarios, they use various parts of their brains which will allow them to apply creative problem-solving techniques. This will help with learning retention creating a replicable memory that can be used later in real-life professional experiences (Pallavi, 2015).

Benefits of E-Learning

E-Learning is beneficial in that it supplies just-in-time training to the participant-led rate. The users can utilize modules as refreshers whenever they need additional training or advice. E-Learning also happens whenever the user wants it to happen making the learning to be in total control. Moreover, waiting for external professional training is unnecessary since e-Learning enables quick training solutions.

Additional Support through E-Learning

E-Learning is also an efficient way to offer additional support to staff members who request for mentorship. A short e-Learning module can refresh trainees mind and equip them to handle new challenges. Employees usually request mentorship because they feel unable to handle challenges they face at work. However, the demand on each staff member’s time makes the arrangements difficult (Pallavi, 2015).

Training Methods for the New Generation

Remarkable differences in the training and learning methods of the new generation exist. Older employees prefer traditional methods of training, while younger employees seek interactive, technology-based learning experiences. Therefore, massive online training modules and open online courses are their preferred training delivery modes. Up-skilling and training will gain predominance in the future since the new generation seeks increased monetary benefits. In future companies may be training through peer-to-peer learning since younger staff may have technological skills which older members may not be familiar with. This is a potential way that is cost-effective and easy to transfer skills between team members. Flatter organizational arrangements may replace structured hierarchies, enhancing a more casual approach and collaboration to exchanging ideas (Pallavi, 2015).

Justification

I agree with the former manager about the role and the future of training in organizations. Employee training provides benefits to both the company and the individual, helping the organization to continue operating effectively. Training is a key issue for debate in many boardrooms today. Regular training is worth the investment since building up the skills in the company will improve the company’s bottom line. A quality training plan will help the company experience return on investment on the balance sheet (Elnaga & Imran, 2013).

Improved Employee Performance

It is true that training leads to improved employee performance because it helps employees to keep up with the industrial changes. The industry is constantly changing, and it is crucial for a company to develop. It is also vital to make sure the organization is complying with the technical regulations. This can be achieved through training, making sure that employees’ knowledge and skills are up-to-date (Elnaga & Imran, 2013).

Employee Morale and Satisfaction

I also support the argument that training improves employee morale and satisfaction. Through training, staff can develop a higher job satisfaction that can enhance their motivation in their work. This is because workers will feel they have an incentive to put new skills into practice, participate in the session, and learn. Training will also increase productivity and reduce employee turnover, thus improving profitability (Aguinis & Kraiger, 2009).

Addressing Weaknesses in the Workplace

I also agree that training addresses weaknesses in the workplace because it fills skill gaps. Ongoing training will help an organization to identify skill gaps and market gaps within the existing workforce. When the gaps are identified in time, the staff can be trained appropriately in the required areas.

Internal Promotion Opportunities

Training provides internal promotion opportunities since the existing staff can become eligible for internal promotion. Employing new workers entails high hiring fees and recruitment costs. Unlike new employees, existing employees have a complete knowledge of the task, the correct skill set, and can be trusted because they are known (Angus, 2014).

References

Aguinis, H., & Kraiger, K. (2009). Benefits of training and development for individuals and teams, organizations, and society. Annual review of psychology, 60, 451-474.

Angus G. (2014). The Top 10 Benefits of Ongoing Staff Training and Development. A Human Resource Blog. http://www.saxonsgroup.com.au/blog/human-resources/top-10-benefits-of-ongoing-staff-training-development/

Elnaga, A., & Imran, A. (2013). The effect of training on employee performance. European Journal of Business and Management, 5(4), 137-147.

Pallavi J. (2015). The Future of Training. Business Today Magazine.

http://www.businesstoday.in/magazine/features/the-future-of-training/story/242987.html