Training and development is the framework to help employees develop their personal and organizational skills, knowledge and abilities. The focus of all aspects of Human Resource Development is to develop the most superior workforce so that the organization and individual employees can achieve their job goals in the service of clients.

All employees want to be valuable and remain competitive in the job market at all times. This can only be achieved through employee training and development. Employees will always want to develop career-enhancing skills, which will always lead to employee motivation and retention. There is no doubt that a well-trained and developed staff will be a valuable asset to the company and therefore will increase the chances of their efficiency in the performance of their duties.

Training in an organization can be mainly of two types; Internal and external training sessions. Internal training implies when training is organized internally by the human resources department or the training department using a senior staff or any talented staff in the particular department as a resource person.

On the other hand, external training is usually organized outside the company and is mostly organized by training institutes or consultants. Whatever the training, it is very essential for all staff and helps to build a professional position and prepare staff for greater challenges.

Labor employers must allow employees to seek training and development in the direction they choose and are interested in, not just in the directions assigned by the company. Businesses should support learning, in general, and not just to support the skills needed for the employee’s current job or anticipated next job. It should be noted that the key factor is to keep the employee interested, attentive, engaged, motivated and retained.

For all employees to perform well, especially supervisors and managers, constant training and development is necessary. Proper training, development and education of employees provide great benefits for the employer in terms of productivity, knowledge, loyalty and contribution to the overall growth of the company. In most cases, external trainings, for example, give participants the chance to meet a new group of people in the same field and network. The meeting will give them the opportunity to compare problems and discover what can be obtained in the environment of each one. This is sure to introduce positive changes when necessary.

REASONS FOR EMPLOYEE TRAINING AND DEVELOPMENT:

The reasons behind employee training and development cannot be overemphasized. From our discussions so far, some reasons behind companies that are dedicated to training and developing their staff can easily be deduced. We will summarize some of the reasons like this;

When needs arise as a result of the findings of the performance evaluation result.

As part of the professional development plan.

As part of succession planning to help an employee become eligible for a planned role change in the organization.

Embed and instill a new technology in the system.

Due to the dynamic nature of the business world and changing technologies.

SOME TOPICS COVERED IN EMPLOYEE TRAINING:

Communications – The increasing diversity of today’s workforce brings with it a wide variety of languages ​​and customs, so staff must be able to be very good at both written and verbal communication.

Computer literacy: Computer literacy is becoming a necessity for performing clerical and administrative tasks. In this age of technological advancement, computer skills are very necessary for almost every department in an organization.

Customer Service – Increasing competition in today’s global marketplace makes it critical that employees understand and meet customer needs. The company that stands out from the crowd is the company that puts its customers before any other goal. Then the need to always train staff in customer service.

Diversity – This includes an explanation of people and their different perspectives and points of view, and how it can be managed.

Ethics: There are divergent ethics in different companies. Some companies attach more importance to certain issues such as morale, work period, delays, etc. than to other issues. Today’s society has more and more expectations about corporate social responsibility. Additionally, today’s diverse workforce brings a wide variety of values ​​and morals to the workplace. This calls for the need to always remind staff of them through training and development.

Human Relationships – The greatest stress in today’s workplace can include misunderstandings and conflict. Training can help people get along in the workplace with a good understanding of others and the interpersonal relationship in the office to reduce official conflicts.

Quality Management: Initiatives such as Total Quality Management, Quality Circles, benchmarking, etc., require basic training on quality concepts, quality guidelines and standards, etc.

Safety – Safety training is essential when working with heavy equipment, dangerous chemicals, repetitive activities, etc. Staff should be made to understand that even though they have a security department, the safety of each staff is in their own hands.

BENEFITS OF EMPLOYEE TRAINING AND DEVELOPMENT:

Higher job and moral satisfaction among employees.

Better interpersonal relationship and customer satisfaction.

Increased employee motivation.

Increased efficiency in processes, which translates into an improvement in financial profits.

Greater ability to adopt new technologies and methods.

Greater innovation in strategies and products.

Reduction of employee turnover.

Improved company image.

Better risk management and staff safety awareness.

Increased productivity.