COMM1085-18F-Sec28 College Reading: Staff Training & Retention

This report examines the critical relationship between staff training programs and employee retention within organizations. It highlights the increasing concern over employee turnover and the importance of effective retention strategies. The report emphasizes that providing quality training is a key method for retaining valuable employees by improving their skills, knowledge, and competencies, which in turn supports their career growth and job satisfaction. It also stresses the importance of aligning training programs with specific job requirements and the overall workplace culture to maximize their impact on employee commitment and reduce turnover. The effectiveness of training programs in fostering a skilled and dedicated workforce is presented as a significant factor in achieving a competitive advantage in the modern business environment.

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Ever increasing employee turnover rate is a concerning issue in the corporate world in the
context of the present work environment. Corporations constantly look for better and effective
strategies to retain employees. The importance of employee retention to companies and other
types of organizations in present business environment is of huge significance. Companies
always look for qualified and experienced staffs to conduct different operations for them to
achieve their objectives. In order to get the best talent from the available talent pool in a country
or for that matter in the whole world business organizations provide luring offers to the
employees and staffs of different organizations (Terera & Ngirande, 2014).
Target audience here is the business organizations thus, from the perspective of business
organizations the effects of staff training on staff retention shall be discussed here. In this ultra-
competitive modern business world companies must look for better and alternative ways to
improve the employee retention rate. Providing effective training to the employees is certainly
one of the ways to achieve the overall objective of employee retention (Beynon, Jones,
Pickernell & Packham, 2015). Minimizing employee turnover is essential to the business
organizations as higher employee turnover indicates the inability of an organization to keep its
core group of employees intact. There are number of ways to successfully retain the staffs and
employees within an organization and staff training program is definitely one of such effective
ways to reduce the employee turnover. Companies are under constant pressure from its peers and
competitors in the market to retain its talented employees and workers. However, with other
organizations also constantly vying to get the talented staffs on board the task of staff retention
has become extremely difficult. Organizations must come up with effective strategies to ensure
that the employees and staffs are not leaving the organizations (Haider, Rasli, Akhtar, Yusoff,
Malik, Aamir & Tariq, 2015). The workplace environment plays a crucial role in retention of

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staffs and employees by an organization. Job satisfaction is a must for the employee to feel
comfortable and stay within an organization. Staff training program within an organization must
consider all the essential factors to retain employees within business organizations. Companies
need high rate of employee retention to achieve competitive advantage in the market and
employee training programs help business organizations to achieve that objective. The best
suited training program shall be used after considering the organizational environment and
requirements of employees to successfully retain staffs and employees. Though still many
companies are unsure about the effects of employee training program on employee and staff
retention but the importance of staff training method to improve the business operations within
an organization is beyond any doubt. Evaluation in this document would be helpful for the
business organizations to assess whether staff training programs actually help business
organization to improve its staff retention rate (Deery & Jago, 2015).
Staff training programs are meant to improve the skills, knowledge and competencies of
employees and workers in the workplace. The employees and workers who are willing to
improve their skills and competencies will find it extremely beneficial to stay in an organization
where there is constant evolution of their skills and competencies along with commensurate
training programs to improve the these skills and competencies. Employees and workers will be
able to improve their skills and knowledge by actively participating in training programs of the
organizations. The career growth goals of employees will be supported by the companies and
business organizations who have effective round the year training programs for the improvement
of skills and competencies of workers and employees. Thus, employees with career growth goals
will be more willing to work for an entity that has a standard training program to help the
workers and staffs to attain career growth in the workplace. However, there must be a balance

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between effective training and constant scrutiny of employees’ work in the workplace. With the
objective of long term investment on the skills and abilities of the employees the training
programs shall be designed to achieve these objectives in the future (Ahammad, Tarba, Liu &
Glaister, 2016). The organizations should ensure that the training programs are specific to the
skills and knowledge requirements of the employee to discharge their responsibilities in the
workplace. This will help the employee to become specialist in their specific jobs. As a result the
employees and workers will not have the opportunity to work for other organizations as specific
expertize knowledge is required for the concern organizations only. Hence, the employment
opportunities for the employees shall be limited despite effective training programs. The training
programs thus, have significant bearing on the employee commitment in the workplace. The
management must devise an effective training program by keeping in mind the requirements of
specific job responsibilities of the workers in the workplace (Spector, Revolta & Orrell, 2016).
Thus, it is up-to the management of an organization to ensure that the training program is
appropriate and suitable for the objective of the organization. The workplace culture also plays a
crucial role in the overall effect of staff training program on employee retention. The importance
to take into consideration the employee career growth objectives to develop an effective training
program within an organization is very crucial to the overall growth and improvement in
employee retention rate. Hence, it is mainly dependant on the effectiveness of a training program
to ensure that it is appropriate for the development and growth of the employees specific to the
requirements of the workplace to not only improve the skills and knowledge of the employees to
discharge their responsibilities properly in the workplace but also to limit the scope of
employment opportunity for the employees in other organizations. Specific training programs
will be able to achieve that objective whereas general training program could be

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counterproductive to the objective of staff retention. Hence, it is mainly dependant on the
effective use of training modules and programs by an organization to improve its staff retention
rate. The management must take into consideration the all these elements and factors to
formulate an effective training program to successfully retain workers and employees at the
workplace.

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References:
Ahammad, M. F., Tarba, S. Y., Liu, Y., & Glaister, K. W. (2016). Knowledge transfer and cross-
border acquisition performance: The impact of cultural distance and employee
retention. International Business Review, 25(1), 66-75.
Beynon, M. J., Jones, P., Pickernell, D., & Packham, G. (2015). Investigating the impact of
training influence on employee retention in small and medium enterprises: a regression‐
type classification and ranking believe simplex analysis on sparse data. Expert
Systems, 32(1), 141-154.
Deery, M., & Jago, L. (2015). Revisiting talent management, work-life balance and retention
strategies. International Journal of Contemporary Hospitality Management, 27(3), 453-
472.
Haider, M., Rasli, A., Akhtar, C. S., Yusoff, R. B. M., Malik, O. M., Aamir, A., ... & Tariq, F.
(2015). The impact of human resource practices on employee retention in the telecom
sector. International Journal of Economics and Financial Issues, 5(1S), 63-69.
Spector, A., Revolta, C., & Orrell, M. (2016). The impact of staff training on staff outcomes in
dementia care: a systematic review. International journal of geriatric psychiatry, 31(11),
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Terera, S. R., & Ngirande, H. (2014). The impact of training on employee job satisfaction and
retention among administrative staff members: A case of a selected tertiary
institution. Journal of Social Sciences, 39(1), 43-50.