Employee Training and Career Development Paper
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).
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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 s 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). According to the Department of Labor, the average company only trains an employee 40-50 hours, 5-6. 5 days, per year, and much of that is on the job mentoring, not formal class work (BLS, 2005). According to the SAP, an information technology application giant, they averaged over 11. training days per employee per year or about 92 hours (SAP, 2012).
Though this seems high for many companies, it only averages out to 4. 5% of a workers time at a job place every year. But by doubling the normal training they have been able to grow and succeed where other large IT groups are starting to fail. One can only image what it could be like if the dedicated two or three full week of training per year. If a company trains employees year after year consistently, they begin working on career development. Career Development and HRM
Careers are a very personalized for they are the culmination of all the occupational actions taken, progresses made, jobs held, and title earned over a long period of time rather than a snapshot in time (Business Dictionary, 2012). From this understanding, a single person can span their entire career at one place climbing the ranks and making accomplishments or that same person can do the same but working through multiple companies. With the ladder in mind, it truly is up to the individual to develop their career.
Human Resource Management is not required to help in career development. HRM is only responsible for assistance and information to the employee like trainings and policies. Even though HRM is not responsible for careers, it is still very important to them as it ensures needed talent availability, attracts and retains employees, ensures growth development for minorities, reduces employee frustrations, adds diversity, provides quality, and promotes organizational goodwill (DeCenzo & Robbins, 2007). This knowledge can help any employee in both current and future endeavors.
As an employee grows and looks forward a few years, they need to leverage every opportunity their current HR offers. Career Reflections As employees look to the future they must look at it from their past and present opportunities. In five years, someone who is a Sr. Systems Analyst, may be looking at how to get to management or higher paying job. To do that, they must ask the questions: how can the current company be leveraged for career development and will they be sufficient for all needs? To answer, the employee needs to look at the organization.
Does it have the proper management training? Will there be opportunities to gain promotion? Does the company promote frequently? For the Sr. Systems Analyst, the answer is yes, on all accounts. Instead of bringing in high-priced talent the company would rather promote from within. They believe in and continuously invest in their employees futures by offering in house training, offering budget for out of company trainings and course, and offer tuition reimbursement for college level course should they want to take them.
Outside of these benefits, they also offer a reward program to entice employees to go above and beyond their recommended trainings for the year. This would seem to fill the needs of any potential employee who would like to be on a career driven path. Conclusion As shown, employee development and training are critical to a company’s success and growth. HRM is vital in organizing deployment and training opportunities for employees but is not responsible for individuals’ careers. Career development is critical to an individual and takes time to build.