Develop Abstract

Develop Abstract 

Training and development is one of the key functions of the human resources of any company and it is a fact that most companies look at training as an essential part of the human resource improvement activity. The focus on training and development began in earnest at the beginning of this century and this has taken place on a global scale, encompassing most of the companies. Because of this focus, many companies have mandated training hours per annum for employees keeping in consideration the fact that technology is deskilling the employees at a very fast rate, and that this trend has to be brought under control before most of the work force is left without any basic skills. The research will assess that training strategies for small medium sized business (Barber, 2012). In principle training involves changes in attitude, skills or knowledge of employees with the resultant improvement in their behavior and for it to be effective it has to be a planned activity conducted after a thorough need analysis and target at certain competencies, with the added need that it is to be conducted in a learning atmosphere. Within any company, it is of extreme importance that when conducting training, that leadership is given precedence because it ensures that all the objectives put in the training agenda are running smoothly and that all the individuals receiving the training learn as a cohesive unit. It is a fact that the matter of change within a company, is often taken very seriously and quite a number of factors tend to be taken into consideration before any such changes are put into place because any changes made by a company will require it employees to receive some training.

Among the most fundamental circumstances that may force a company to schedule regular training programs for its employees, that have to be considered is often during the recruitment of new supervisors and other leaders. It is inevitable that any new leadership within a company will bring with it a diverse number of changes and in order to be able to tackle this; many companies have found it essential to develop training programs to deal with just such circumstances (Wilson & Western, 2001). Among the factors which have to be considered by a company when changing leadership is whether to give promotions from within the ranks of their employees or to bring supervisors from outside the company. If the new leadership comes from within the company, then the need for any changes is often very minimal and this will likely reduce the cost of training incurred by the company (Isiaka, 2011). However, it is also a fact that bringing in leaders from outside the company will bring in fresh ideas which the company needs to prosper and such changes will require that the company spends a significant amount to ensure that its employees are well trained in carrying out its new policies. This ensures that there is a fostering of loyalty towards the company by its employees who realize that the only way to help it achieve its goals is through ensuring that they receive the necessary training to do so. In addition, the fact that the company provides training for its employees provides them with the motivation and aspiration to work towards promoting the company’s agenda.

Key issues in training and development

Training needs analysis identifies the gap present between objectives and status of technology innovation strategic goals, standards of the job, individual aspiration development of the employees and makes an analysis for the reasons for the gap. The business has the grasp the key link of training needs by making all the employees understand technological innovation and realize the relationship present between work and development strategies related to the enterprise. An environment within the enterprise is created before carrying out the training needs, this will enable the business leaders, managers and all other stakeholders have psychological preparation and time for thinking about themselves, company training needs and cause attention of each person. There should be a careful analysis of the performance goals and gaps for employees that will fail to complete the desired goals; this can either be the skill factorsand this can be solved by training that previously produced training needs. Analysis on effectiveness of the training needs has to be guaranteed by the whole workforce and this begins by first determining the time and main task of the entire analysis process. Complete plans and programs should bemade; approval should also be got from relevant persons, made related forms such as analysis models in advance in order to verify the degree to which the tools will be effective. The models should be used according to the stipulated conditions; training needs analysis helps in understanding enterprise needs and staff training needs. Technological innovation strategy combines desires that are the long-term training needs of a business and, both the training plan and programs.

A small business cannot establish its own training institution since this is expensive, and hence they will rely on external training resources while the internal resources will be viewed as a supplement. Requirements of technological innovation on different staff levels, there are different training strategies that can be targeted by a firm (Salter and Morris, 2013). The different levels of training small and medium enterprises have to be aware of technological innovation as something that is not for big companies only. Development of small and medium businesses can take place through technological innovation through fostering awareness of innovation and the business should put this to its agenda. Establishing technological development training is an effective way of developing firms and is a means of providing support to the government; therefore, small businesses should not wait but take initiatives and become a body of innovation through training. This can be done through establishment of effective training systems that comply with the strategic development objectives; the firm should also have the medium and long-term training program.

Competence are various values of a worker such as personality, motivation, knowledge, skills, among others, these are closely linked to job performance and can be useful in predicting future performance. Competence can also distinguish an outstanding and ordinary performance. Competency model of training combines the required superior performance which contains multi-competence structure that describes the combinations of characters and specific knowledge to efficiently complete a task. This model can be forced into training as training content or the training design; for small and medium businesses, the enterprise can build competencies in various important positions of the model in order to determine the values and motives of the employees and knowledge management research (Andolina, 2012).

Intermediary institutions and small and medium enterprises have two ways of training, the institutions might take the training together, these staff will lack theoretical knowledge. Most people in training institutions have theory knowledgeable instructors who can be able to combine the reality of enterprise production together. The right instructor should be able to integrate them, enhance training effectiveness; there should also be heuristic self-training which is s self-learning activity for obtaining professional academic and technical qualifications.

Evaluation of training design and effectiveness is able to accord different learning characteristics, design scientific methods that are able to improve training processes and methods inn a small business.

It is difficult to achieve training in a small business without training systems that are sound; the small business can try establishing funds management system in order to have a sound training management system. Training incentive system should also be established to mobilize the trainees’ enthusiasm; in addition to this, training quality control should beenhanced together with a strict training quality assessment.

Internal training can be done according to different learning characteristics, the training methods and processes can be improved according to characteristics of different positions, priorities and characters of the trainees. Trainees should be enabled to actively participate in learning activities (Reese and Galvin, J2012). There should be the existence of support from the government towards the small and medium size businesses in offering independent training to improve the quality of regional labor and industry. System environment should continually be improved by the government through having incentives to develop workable self-training policies for small and medium size businesses.

Implications of the training and development

Training and development enables the attainment of organisational goals and objectives, and this training fosters the ability of the employee to contribute to the goals and objectives. The development and training of employees has positive impacts to employees and regarding the outcomes expected by the organization. Training for instance will result in job performance that is improving and other changes such as workers acquiring new skills by changing the various knowledge structures or even mental models.

Organizations gain strategic advantage, recognise and mobilise the capabilities offered by its employees through development. When the organization trains its employees, the training will not only affect the declarative knowledge or the procedural knowledge but also it will be able to enhance the employees’ strategic knowledge which is entail the ability to know when to apply specific skill or knowledge. This training is relevant in the process of adapting to expertise. There will also be consistence performance across a variety of conditions.

Organisations that have trained and developed its employees in innovative training programs have experienced impacts of organizational effectiveness in terms of improved productivity, increased sales or revenue and in overall increased profitability. Some training activities such as on-the-job training including in-house training have impacted positively to various dimensions such as effectiveness in the organisation and increased profitability.

Offering development opportunities in the organisation on an on-going basis and aligning this development to the training process will enhance performance management system. The nature of the organization and its reputation will be able to influence customers the company’s competitors and even the employees to interact with the organization as a whole. Thus, good organizational reputation will have an impact on its financial consequences.

Appraisal is a vehicle that builds relationship in an organisation while enhancing cultural qualities. It is critical for an organisation to have appraisal and the development if its workers because it will enhance the relationship between the boss and subordinate, areas of performance that is to be examined, any feedback quality, and the use of information in the organisation. Appraising and managing development in the organisation affects the organisation in a directly way its current and future and also the current and future of the employee being appraised. Employees are able to express various views in a free way to the top management and be able to seek clarification on their job duties through appraisal (Morgan and Duncan, 2008). The overall role played by management development the attitude put to appraisal and generating information of good quality contribute a lot in management development and the overall effectiveness of the organisation.

Conclusions

An organization is able to experience increased productivity if it motivates its employees and makes them enjoy their work as stated in Alderfer theory of motivation. Workers who have the ability and desired skills for performing a certain job have the great chance of increasing the company’s productivity. Therefore, companies that recognize the efforts of its workers are able to encourage its employees to meet and even exceed the expected productivity.One of the strategies that companies use to improve its productivity is developing its employees using several development programs such as education and training. During employee development, the manager can set various development goals for employees because the goals and training will enable the worker to reach his career aspirations. Companies that have invested in its employees through recruitment and training and such companies usually lose when the employees leaves and joins another company. Therefore, it is important for companies to try and retain their workers and make them loyal in order to help it in achieving goals by reducing the costs incurred when recruiting new employees. Loyalty can be enhanced by offering recognition of the superior performance, and this will enhance satisfaction inside the workers’ mind.Most managers use employee motivation and involvement to enhance their motivation at the workplace; a motivated worker will show up at the work place every day because the organization is able to recognize its accomplishments. On the other hand, a worker whose work is not recognized will likely be absent at the work place, and this will result in the loss of productivity thereby becoming a cost to the organization as well as the career goal of the employee.