There are good reasons and bad reasons for doing the training and development in your organization. Knowing the benefits of training have to be able to help solve problems in your organization, allowing you to make the right decisions at the right time, ensuring that the limited training dollars are used effectively.
Chaos World of Work
If our working world is stable, and not many problems that arise, we may not be too worried about training. We may still do so to provide staff development but will be more important to the success of the organization.
All you need to do is look around your own organization, and you will likely see significant changes that have occurred over the last year. You may have lived through down-size, rearrangement, change policies, increased workload, flatten management structures, and a number of other changes. It is unlikely that this change will stop in the future.
Changes have been accelerated to the point where some organizations are in chaos, and most of the least swayed. What all this means that a change in our working world, new skills, knowledge and concepts necessary to achieve our corporate objectives. And, our personal goals. Just to stay even, and just to maintain sanity.
Because the changes occur at such high speeds, while we may have to take our jobs when we qualify, we may now have a gap in our knowledge. At the management level, the skills needed to manage a flat organization, a Total Quality Management organization, or Special Operations Agency differently than we have. At the employee level, it is no different. Changes in technology or changes in the way the organization is managed, or even increase the workload in an organization, and change them so that new skills and capabilities necessary for new expectations can be met.
What Training Can Do
Training can menghasilakn many things. Can help people learn new skills needed to meet the new expectations, both formal and informal. For example, a support staff person may have been hired initially for self-ability to type, to answer the phone and files. But now, with the increasing workload, we want people to be able to do more … possible to solve the problem of the client, to use the desktop publishing process, to handle more than everyday problems, so we can use time more effectively. Training can help people accept the challenge of developing their work.
Training also can help to:
. build a common understanding of organizational goals.
. demonstrate management commitment and loyalty to employees
. develop people so they can increase responsibility and contribute to the organization in new ways.
What training can not do
There are many things that can not be done by training. Training, by itself, can not effectively change the employee does not become effective. It is not possible to address ALL the causes of poor performance. Limited training also will not change the poor to become supervisors or managers who are effective, unless coupled with ongoing guidance from above.
The training will not remove the problem that occurs as a result of poor structuring of work, working with the mismatches, no clear authority and responsibility, or other related organizations.
Training As A Tool
If a manager expects things to improve as a result of training, he should ensure that there to support the use of this tool, and that no non-training related to social problems.
To conclude, the training can be a valuable tool for organizations and managers, provided it is the RIGHT tools to solve problems or overcome the problems identified. Even then, should be on supporting the organization so that training can be effective.
Hope this article can be useful.