Training
Training is the process of providing opportunities for workers to acquire employment-related skills and knowledge. The amount and nature of training required will vary from one job to another. Some jobs require constant training or updating of skills and qualifications (such as those in the law or medical professions). Other jobs only require basic training to be carried out (such as unskilled machine operators in a factory). Training is regarded as an important investment in what is perhaps the organization’s most valuable asset. The general objectives of training and development include:
To enhance the efficiency and effectiveness of staff.
To improve the quality of work (including customer service) by the employees.
To facilitate career and personal development of employees.
To develop a multi-skilled and productive workforce.
To help staff adapt to change (such as technological, organizational, social and legal changes).
The general benefits of training include:
A better skilled and more flexible workforce leads to organizational targets being met.
Improved competence leads to less wastage and re-working (having to do things again due to errors the first time round). Hence, greater efficiency and better productivity help to reduce costs.
Higher morale as workers progress within the organization. This may help to reduce absenteeism and to reduce staff turnover, as staff feel valued by employers who have invested in them. Workers also have improved chances of promotion as they become more skilled.
By having a good reputation for training and developing staff, businesses might find it easier to attract good quality workers.
As staff become more confident and competent in their roles, the quality of output and level of customer service are likely to increase.
Training helps employees to adjust better to change. By updating their skills and being multi-skilled, workers are better able to cope with organizational change.
The largest drawback
To enhance the efficiency and effectiveness of staff.
To improve the quality of work (including customer service) by the employees.
To facilitate career and personal development of employees.
To develop a multi-skilled and productive workforce.
To help staff adapt to change (such as technological, organizational, social and legal changes).
The general benefits of training include:
A better skilled and more flexible workforce leads to organizational targets being met.
Improved competence leads to less wastage and re-working (having to do things again due to errors the first time round). Hence, greater efficiency and better productivity help to reduce costs.
Higher morale as workers progress within the organization. This may help to reduce absenteeism and to reduce staff turnover, as staff feel valued by employers who have invested in them. Workers also have improved chances of promotion as they become more skilled.
By having a good reputation for training and developing staff, businesses might find it easier to attract good quality workers.
As staff become more confident and competent in their roles, the quality of output and level of customer service are likely to increase.
Training helps employees to adjust better to change. By updating their skills and being multi-skilled, workers are better able to cope with organizational change.
The largest drawback