Communication in Employee Knowledge Development

Running head: COMMUNICATION IN EMPLOYEE KNOWLEDGE DEVELOPMENT
COMMUNICATION IN EMPLOYEE KNOWLEDGE DEVELOPMENT
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1COMMUNICATION IN EMPLOYEE KNOWLEDGE DEVELOPMENT
Table of Contents
Introduction............................................................................................................................2
Discussion..............................................................................................................................2
Importance of Internal Communication Employee Education and Training.....................2
Communication Stakes in Employee Induction.................................................................4
Newly Recruited Employee Education and Training.........................................................5
Double Dimension of the Communication in Employee Education Program...................6
Communication Act Trends in Organization.....................................................................6
Conclusion..............................................................................................................................6
References..............................................................................................................................6

2COMMUNICATION IN EMPLOYEE KNOWLEDGE DEVELOPMENT
Introduction
Organizational communication fundamentally emphasizes on establishing relationships
and further interacting with internal staff members and tends to reveal that modern business
enterprises rely greatly on effective communication as well as efficient communication
competencies from their employee base. The continuous actions of reforming the induction
system are important for the prominence and existence of an organization, which is persistently
aiming for a balance between adapting a shifting environment along with organizational efficacy.
In this globalized world, there is an elevated rate of uncertainty whereby both the employer and
the employee base have an accountability in the improving their skills (Jarle Gressgård et al.,
2014). Furthermore, one of the significant aspects of organizational life in recent times is based
on what education, induction, training and knowledge development that is acquired at the initial
stage. This will certainly undergo a certain degree of redundancy during the continual working
duration (Bidwell et al., 2013). Therefore, the need to establish an effective communication base
while training or to transfer knowledge, new skills and proficiencies and attitudes among
recently recruited employees will further necessitate a comprehensive transition. However, in the
globalized business domain, several organizations have realized that to survive in this
competitive world which is undergoing rapid changes and developments, employee induction is
highly essential for new occupations of job along with recent forms of working techniques which
necessitate a varied combination of skills and proficiencies (Keddell, 2018). The following paper
will explicitly evaluate the way effective business communication has been playing an essential
role in employee education for the productive functioning of an economy, its high level of
competitiveness and the generalized growth and progress of the organization.

3COMMUNICATION IN EMPLOYEE KNOWLEDGE DEVELOPMENT
Discussion
Importance of Internal Communication Employee Education and Training
Training or induction is identified as a systematic adaptation of behaviour through
knowledge development, which occurs as instruction, command, development, growth as well as
planned experience (Sheopuri & Sheopuri, 2015). Employee training is recognized as a
strategized procedure which facilitates the transition and alteration of employee attitudes, skills,
proficiency or skill behaviour through the process of learning experience in order to attain
effective performance in the range of activities (Mishra, Boynton & Mishra, 2014). However
Virtanen, Tynjälä & Eteläpelto, (2014) have stated that such a critical organizational procedure
purposed for employee knowledge enhancement significantly requires an effective and highly
comprehensive communication base for the newly engaged workforce to gather an inclusive
understanding of the organization. Furthermore, a satisfactorily comprehensive communicated
employee education process could develop the aptitude of an employee and further to influence
the current and prospective needs of the organizations (Karanges, 2014).
It is important to observe that the broad range of training and educational development
exhibit greater degree of concern with the attaining of a body of knowledge and expertise which
further can be applied directly to employ of the specific type. Shifting technology and patterns of
work imply that employee educational procedures must be a persistent process throughout the
organizational procedure (Virtanen, Tynjälä & Eteläpelto, 2014). Furthermore, in the opinion of
Becerra-Fernandez & Sabherwal, (2014, the importance to train new or recently promoted
employees is regarded to be evident. As a result, such employees require improving their level of
knowledge in order to acquire new competencies and standards (Shahid & Azhar, 2013). As the