Training and development involve improving the effectiveness of companies and individuals. This report discusses the responsible person for paying for training, expectations from training, and the importance of training in organizations.
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Table of Contents INTRODUCTION..........................................................................................................................3 MAIN BODY...................................................................................................................................3 1. Responsible Person for paying for training and development and Expectation from Training and development:.........................................................................................................................3 CONCLUSION.............................................................................................................................10 REFERENCES..............................................................................................................................11
INTRODUCTION Training and development involves in improving the effectiveness of companies as well the teams and individual working with them. Training can be viewed that could be related to changed in effective of organization through instructions. Developments related to long term processincompaniesandworkforcegoals.Botharecloselyrelatedtohumanresource management, knowledge management, talents management and human resource developments that could be from since last two decades (Armstrong and Landers, 2018). While having training and development employee and students can bring their more self-efficient and attitude towards in learning the individual capabilities to gain more knowledge. This report explain about the trainingalongwithcomparisonofLMEandCMEsystemswiththeiradvantagesand disadvantages. Also evaluate about women working in low paid work in organization with justification furthermore discuss systems of management control and learning depends more on their jobs design explained with given evidence in this report. MAIN BODY 1. Responsible Person for paying for training and development and Expectation from Training and development: Pay for Training and development: In different countries different person are responsible paying for training. There are three option which can be considered for paying training which are as follows: Employees Pay: They pay for training because they need to upgrade and develop their skills and it will also give benefits to them in their future, so they pay for training and development. In some companies' employee pay for training in which they come to know more about knowledge and that could keep them well-developed in organization. Employee and Management pay half each: BY this paying method company acknowledge employees performance and pay half amount to upgrade and develop employees skills so that they can give benefits for the company (Noeand Kodwani, 2018), and other half pay by employees because they also want to upgrade their skill for their better recruitment and to upgrade their knowledge. Various countries having different rules such as companies pay half and employee pay half for their training and allowing
them for more benefits. Through which they can also do as per they want and make their rules, those rules that could not be effective by companies and can be easily work with them for having their better solution.In paying half amount company also need to understand their employee needs and help them to serve for their training and developments. Management Pay for Training and development: In this company and management pay for their employees to get from their better performance. They also give training to achieve their objective and fulfil their goals and targets on time. The main reason to pay by management for training and development for the employees is they want to grow their company and also try maintain their position is the market with upgrading employees skills and work performance (Purtle, 2020). They provide training and development for all employees to upgrade their work performance to motivate and inspire them. Management must need to pay their employee training and make them much efficient that they can easily work in their business and always tries to follow up their rule as well regulation. Whileinsomecompanies'managementhavetopayfortheiremployeetrainingand developments as they think that companies should get much production and less employee turnover through which they can make their companies more developed at marketplace. From above three explanation it's suggested to the company that management must pay for training and development for better results because if employees need to pay for training in organization then they may be avoided this payment because sometimes training only help companies in their growth and for individual employees it is not worth it so for such reason company must try to pay for training because it is beneficial for company to providing training and development for employees. It assists employees and motive them to work with higher performance and complete task on time it also helps company to teach employee their rules and regulation for effective work environment (Bibi, Ahmad and Majid, 2018). In training and developments that could keep employee more motivate and try to keep their tracking work as they are working in proper manner or not that might be more essential for them as employee. In motivation and controlling employee can easily achieve their goals which are being set buy their management or team leaders under which they are working and developments help in improving their skills and knowledge regards to their business growth. Expectations from Training and development:
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There are various expectation have organization from training and development and this expectationalsoconvertinbenefitsforthecompany.Inexpectationsoftrainingand developments is making more ability to learned about various sources that should be fits with having schedule. Likewise, it could be also seems to be except because that might be able to set goals as well matters to their jobs. Moreover, encouraging them for observing long term goals, and they must follow them for achieving succession (Rodriguez and Walters, 2017). There are following benefits organization gain from training, It improves skills and knowledge:- Training and development help employees to improve their knowledge and skills and also help to explore new areas which are beneficial for the growth of the company.In organization improving must be more required through which they can easier for their company in making their goals and objective to be completed. Workforce skills and knowledge should be increased along with that increased through which they can their more development in careers and companies would also get efficiency worker in their organization. While conducting training and developments in companies that could make their employee less turnover and increase in their production furthermore they can also being more supportive towards their organization work. In improving skills and knowledge people management could make themselves more developed as well more clearly identified their working situation. It satisfies the recommendations of performance appraisal:- It helps company to give recommendation that in which area employees need to improvement and according to this organization give training to employees (Rao, 2017). Performance appraisal might be more important in organization that keeps employee as well manager to know more about their strategies in which they have to work and how they are working at workplace. Recommendation more essential in their organization and employee might be required enough kind of preference so that complete work on given time along with that achieve the goals that are being set for them in companies. It prepares employees for higher responsibilities:- Trainings are prepare employees for higher and compile responsibilities with the help of effective training employees can complex work easily and it gives profit to the company.In training there are preparing more to their employee with having high quality of responsibilities. Moreover, paying high for their employee that could be lead to have huge amount of profits.
While training have been given employee become more responsibilities to their work, and they need to work more on the basis of what work being assigned to them and how much time they can do that work. Organization also need to understand their employee working skills as they much capable for that work or not and if not they need to give them more training (Engetou, 2017). After training some employees are well-trained, and they started their working, but some employees do not about any topic through which they have learned. It shows employees they are values:- If management and company pay for employees training them feels that their presence are important for the company, and they feel valuable. It affects their work, and they motivate and give 100% to the company. At time of training their people management thinks about their values and importance in company. Employee must know about their values, and they must have morepresencewiththeirworkingincompanieswhichmaketheirmorenecessityin organizations. Companies pay for their employee training and make their feels that how much they are more important for their companies in which departments they are working. Employee should also come to know more about their efficiency, while paying for their training that could also lead in decreasing their employee turnover and organization could easily achieve their targeted goals or objectives. More accessible while working:- Accessible in working place can be anytime, anywhere or on any device that could help them in making company more developed. Furthermore, people management wants to access more in learning and knowledge material at their own convenience. In various companies there are various methods like some goes with mobile training methods, employee benefits can easily receiving their business knowledge on any selective device whenever they are required for employee. The new nature work allow in working flexible with various conditions, meaning and working from home in car, train so knowledge must be available for workforce (Polo,Cervai and Kantola,2018). Training must be used by many companies that help in making their employee skills and knowledgable through which they can come to know more their companies strategies. The basic ideas for learning their training material meets' employee in the middle of their working days. Companies are paying more to their employee for providing them accessible while their training time and make their skills more improved. Workforce interactive and mesmerizing training material:-
Employee have their expectation that training must be more interactive which keeps them more interactive and engaged in their working area. Through interactions and features including social media, image, video for having better results in achieving their business goals. It might be employee enjoy their training time and feel like more knowledge growth in companies. By making knowledge employee also feel exciting about their work and it could be easier to keep their interest in working. In content that assists to perform ultimately and best drive for business results (Gegenfurtner, Schmidt‐Hertha and Lewis, 2020). Interactive must be important in organization, which means this help employee to know more about their jobs and some responsibilities that have been taken by some other in organization. Clear collaboration and communication channels:- In running organization they should have better communication skills for their employee and business at time of setting their business. Trainers must be corresponding to each other in conducting training and also have process that continuously offered their values in organization. Technology used can be make their proper growth and try to make their business with working effective along with that having less turnover of employee at their workplace. Organization must give their trainers to some extra benefits furthermore manager play roles in keeping eyes on employee learning guide for that they can make more value in employee and get well skills and knowledgable workforce. These all facts help company to achieve their long term and short term goals easily. Basically Training and development help company to overcome work complexity for the employees, and they do their work efficiently. The importance of training in organization: In fact that can be said that company make employee more effective and productive for completing their goals. Here some importance of training in organization: Standardization advantages:- Throughtrainingvariousmethodshavepositiveimpactwhilebyproductionand standardization (Nguyen and Duong, 2020). All employee trained follows some techniques and methods for developing their goals and making company growth. Hence, there are also some little variation in outputs and standards mainly produced by different employees. While by using standardization methods employee might be improved the increased quality of output in their organization.
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Growth in flexibility and stability of organization:- Training provides more opportunities and working sector more through which they can their company growth. In conducting training employee required more skills for working in various departments. This can might be also resulted in less turnover of labour which means that having high retaining in organization can be lead to have more flexibility and stability for companies (Larsen, 2017). At time of having less labour which means that high organizational stability. Flexibility in organization can easily lead to have more placed in several departments over given time period required for their employee skills through adequate training. Reducing supervision and direction:- In general, it can be said that trained employee are well-known to their jobs along with this they know how to perform with their responsibilities in organization. It means they basically just required newer guidance and supervision from their trainer. Supervision can be devoting their time to time solving their conflicts rather thanconcentratingon their regular and constant supervision. Better industrial relations:- Training provides different platforms for their employee in maintaining the industrial relations. Employee should need to develop their feelings towards organization in taking care and more interest in the while conducting some activities programme. Employee must need to make their organization with manager and with some authority that could help them in developing more in companies. Reduced learning time:- An untrained employee took much time for learning their organization things, and they also unable to understand work in company. Meanwhile, there should be well-skilled and trained employee must be their that might be more acceptable in performance level within no time (Ocen, Francis and Angundaru, 2017). Therefore, training results helps in reducing the learning time for employee, and they can easily work in organization. If training have not been taken then employee will take much time to understand things what is going in their surrounding. Hence, training helps in reducing the time of employee and companies too in making more understand about their strategies that could keep them more upgraded and supportive for business growth. Negative impact of training in organization: Waste of money and time:-
In some companies they have mainly surely about wasting of money and time in conducting their employee training. They also need some wages paying for both having trainer and employee. It means that they must pay salary to whom they will hire as trainer and do not include training sections. As organization must need to spend their money, time along with hiring their other people for training. Companies can also take more advantage but as per their perception they sometime prefer not giving training to employee who are working in their sector and employee will not be trained, they can also give better results to their companies. Increasing stress:- In order to keep working in organization they must need to pay for their training, but they thinkthattrainingfeelslikehavingstress(GetheandHulage,2020).Asemployeesin organization takes more stress their jobs levels must goes down and keeping staff upgrade more important for organization. They also know about the latest trends and knowledgable in every specific area, training staffs feel them sometime while taking long hours section it feels like stressed in workforce. Using too much of theory:- Management and employee do not pay because they think that in training programs for certain departments have too much of theory than many applications. This kind of lecture might be seemed to be very tough for the employee to understand, so they just try to avoid their training sections and could not like to pay for conducting training sections. Enhance that theoretical lecture could also make whole training program more boring its for long period in organization. Management could not like to pay more for their employee training because they think that no employee would like to attend their training sections and make no sense regards to their work. Loss of interest:- At time of training sections which might be lead to have for long hours, employees also gets bored and have no more interested in their session. Data and information are not been more retained their employee and paying for training they just thinks that could make more loss of interest in any training area (Efrida, Mardiana and Erlina, 2020). When any same trai8ning sessions being continuously they again started back-to-back showing same data that could also lead for losing their interest in organization. Leaving new jobs:-
When employees come to know about that they have to pay for taking training sections they might be leave the jobs. As people management trained and updated their skills with having all latest knowledge and skills. After sometime they jump over the another organization which offers them with high packages or salary for their professionals jobs. Acquired more time:- The other more important negative impact of paying training sections that there can be no more enough time for staff training and directly they are scheduling for training. There are various organization with dedicated their less time and which do not be more helpful in developing their employee productive or more knowledge (Rodriguez and Walters, 2017). While having less time, the trainer usually rushed with their parts of job and that need to be understood by people management. Recommendation In organization employee need to take their training and management must have required topayfortheirtrainingsections.Astraininganddevelopmentsmorebeimportantin organization through which they can easily their more employee and try to attract their more customer. If employee will get more training than that could be more benefits for organization, in such ways that they will be more capable for bring more customer and making customer satisfaction. Payroll might be important for companies but that could be in limited and employee must be well-trained, so they can easily understand their business policies and procedures through which they are more capable for doing their jobs in specific departments. In various organization management have provided them more flexibility and accessibility for their training and developments. In general, it had been said that training and development makes man perfect it also helps in developing their skills and knowledge gaining from different areas. CONCLUSION From the above report it had been concluded that training and developments plays important roles in everyone life it helps many employees as well students for their well- developed and make their skills more improved in various areas. But in various organization it seems that employee is getting more bore with their training sections, and they do not have much
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interested in their trainer who basically repeated and again same data. Organization must be make more useful to their training and make more effective trained people in companies. REFERENCES Books and Journals Armstrong,M.B.andLanders,R.N.,2018.Gamificationofemployeetrainingand development.International Journal of Training and Development.22(2). pp.162-169. Bibi, P., Ahmad, A. and Majid, A.H.A., 2018. The impact of training and development and supervisor support on employees retention in academic institutions: The moderating role of work environment.Gadjah Mada International Journal of Business. 20(1). pp.113-131. Efrida, W., Mardiana, N. and Erlina, R., 2020. The Impact of Training, Career Development, and Compensation on Employee Performance.The Future Opportunities and Challenges of Business in Digital Era 4.0. pp.323-327. Engetou, E., 2017. The impact of training and development on organizational performance. Gegenfurtner, A., Schmidt‐Hertha, B. and Lewis, P., 2020. Digital technologies in training and adult education. Gethe, R.K. and Hulage, M.S., 2020. The Impact of Technology on Employee Training and Development Process.IJASSH, pp.01-10. Larsen, H.H., 2017. Key issues in training and development.Policy and practice in European human resource management. pp.107-121. Nguyen, C. and Duong, A., 2020. The Impact of Training and Development, Job Satisfaction and JobPerformanceonYoungEmployeeRetention.InternationalJournalofFuture Generation Communication and Networking. 13(3). pp.373-386. Noe, R.A. and Kodwani, A.D., 2018. Employee training and development, 7e. McGraw-Hill Education. Ocen, E., Francis, K. and Angundaru, G., 2017. The role of training in building employee commitment: the mediating effect of job satisfaction.European Journal of Training and Development. Polo, F., Cervai, S. and Kantola, J., 2018. Training culture.Journal of Workplace Learning. Purtle,J.,2020.Systematicreviewofevaluationsoftrauma-informedorganizational interventions that include staff trainings. Trauma, Violence, & Abuse. 21(4). pp.725- 740. Rao, M.S., 2017. Innovative tools and techniques to ensure effective employee engagement. Industrial and Commercial Training.
Rodriguez, J. and Walters, K., 2017. The importance of training and development in employee performance and evaluation.World Wide Journal of Multidisciplinary Research and Development. 3(10). pp.206-212.