2.- LEARNING & DEVELOPMENT
Training versus Development
Training and development work in conjunction however they are not the same. Training focuses on giving the employee specific skills required to perform their job and correct any shortcomings. Development on the other hand provides the employees with the abilities they will need in the future.
Training focuses on immediate organizational needs as development focuses on long-term requirements.
Challenges in training
There are several challenges to the training process, it isn’t assured that any imperfections will be polished completely or or that the training will be successful. For a training program to work, there must be realistic goals and standards in place. The organization must train employees for the right reasons and after a successful hiring process has taken place.
Choosing not to train your employees might be more costly than properly training them in the first place. Training will work if it is related to organizational goals, for training can lead to setbacks in the long run.
Managing the training process
To ensure successful training managers must closely monitor the process. Formal training processes consist of phases:
- Needs assessment: identifies problems or needs addressed in the training process.
- Development and conduct training: the best type of training is assigned offered.
- Evaluation: the program’s effectiveness is assessed.
Orientation and Socialization
Orientation is important because it helps the new employee to transition into a new job. It helps the new employee with the stress of the transition.
Socialization can be defined as a process that helps employees of acclimate to new organizations, understand the company’s culture and expectations, ultimately, settle unto the job. This process is often informal, and it is the manager’s responsibility to carry it out properly and effectively.
Career development
Development is a concept different from training. It has a wider focus and a longer time frame. The goal of career development is to create enriched and more capable workers. Growing uncertainty in the workplace has made employers and employees realize that job security and loyalty I’ve been replaced by a marketability of skills. Despite an uncertain business environment, career development is still an important activity. More and more organizations now view career development as a way of preventing burnout and improving the quality of worker’s life.
Challenges in career development
An important question is: How responsible is a company for managing its employees careers?
Management should consider 3 three challenges before putting a career development program in place:
- Appointing someone to handle career development activities.
- Employees need a realistic assessment.
- Employees must take an active role in planning and implementing their own personal development plans.
Effective development
There’s always three faces to creating a development program:
- Assessment phase: identifies employees strengths and weaknesses. Includes self-assessment and provided assessment.
- Direction phase: Determines the type of career that employees want and the steps needed to realize those goals. Requires good understanding of one’s current position.
- Development phase: Taking actions to create and increase skills to prepare for the future. Most common programs areare mentoring, coaching and tuition assistance.
Self development
In today’s workplace, we can conclude that things are uncertain. This means as workers must face a dynamic reality and find meaning in a work that suits us and provide some satisfaction.
An initial step in self-management is determining what personal success means to you. In order to be satisfied with your end result you should be very sure of what success truly means to you in the first place. It is crucial to maintain a work-life balance to be successful as a whole. Nowadays companies I focusing more and more in providing this balance to their employees.
It is said that there are at least three domains in which people consider someone to be successful: money, work and life.
Employees must increasingly taken active role in development, otherwise the risk of stagnation and obsolescence.
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