Term Paper on "Employee Training and Career Development"

Term Paper 3 pages (1266 words) Sources: 3

[EXCERPT] . . . .

Employee Training and Career Development

Employee training involves learning done by an employee. It seeks a permanent change in the employees that lead to the improvement of their job performance. Employee training involves changing how an employee works, their attitude towards work, the people they work with and towards the organization.

Career development is an approach used to marry the employee's goals with the needs of the business. Career development purposes to enhance an employee's job performance enable someone to take advantage of future job opportunities. It fulfills the company's goals for an effective and dynamic workforce. This involves the managers, the human resource department and the employee himself. The company structures the career progress of its members.

Role of training in an organizational development

Organizational development is the effort made by a company, to increase its relevance and its viability. This can be made possible by employee training. Training for an employee or for a group of employees can be initiated in an organization for a number of reasons. These reasons include:

When performance improvement is indicated, for example, after a performance appraisal

As an overall professional development plan

To train the employees about a specific subject which could be new in the field like new technology

To evaluate the status of improvement in a betterment effort

To test the functioning of a new performance management system

To assist in the case of succession in an organization carrying out change in roles

Employee development methods

Employee development is achieved in many different ways. T his is dependent on the job of the employee or the task at hand. This can range from training of a new-hire about the operations of the company to introduction of a new idea or concept to a workgroup in the office. Employee development can also be classified into two, on-the-job training methods and off the job training methods

on-the-job training includes:

Job instructions involve receiving instructions while on the job. The supervisor gives instructions, and the employee learns under supervision.

Job rotation, which involves moving the employees to different positions so as to expand their knowledge and skills. The benefit of job rotation is it increases an individual job experience and allows an employee to absorb and learn new information and reduces boredom.

Assistant-to position is the type of training that makes an employee a staff assistant and expects him to perform duties under the supervision of a supportive coach. This is beneficial in that the employee gets to experience a wide variety of skills, and they are in the process groomed for a higher position.

Apprenticeship and coaching where a coach provides a model that the trainee is expected to emulate. It is beneficial as this method is less formal because it has fewer formal classes and on this method one gets to develop both their skills and also gets career advice from the mentor or the coach.

Off the job training is the other training method and it includes:

Lecture courses and seminars that are taken whether in-house or outside for employees to learn more. This includes outdoor training, workshops, seminars that are organized by the company or by someone else who is not part of the company and the employees take time off work to go learn and develop. Its benefit is it is a relatively economic method.

Vestibules which are learning task about equipment that one uses at work but in a simulated environment. This is beneficial in that it does not disrupt normal operations in a business or company.

Simulation refers to an environment that is created to mimic the actual condition. Learning occurs by actually performing the work. This kind of training is similar to vestibules but, simulation provides instant feedback on the performance.

Role playing and behavior modeling is a… READ MORE

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