Work environments are changing with new economic times and increased technology. As such, work environments require that employees have good communication skills, the ability to work in teams of diverse cultures, time-management skills, and the ability to adapt to change, on top of being able to perform necessary job-specific tasks. Training is a chance for organizations to equip employees with a skill set. Studies have found that providing employees with training and developmental opportunities, it increases job satisfaction, enhances operational effectiveness and efficiency, and boosts employee motivation (Bradley, 2010).
Training is not limited to what can be learned in a formal classroom. Training can and does happen everyday. Training is about expanding ones current knowledge base and this can be done in either 1) formal classroom training courses and 2) through on the job training (Noe, 2010). There are several factors that affect training in the workplace. However one thing is for certain, as these factors change, training in the workplace will never go away (Bradley, 2010). If anything, training will play a more critical role to ensuring that employees have a base-level understanding of necessary knowledge and skills while being provided with developmental opportunities. Embrace training with an open mind and a chance to step out of one’s comfort zone to start learning something new.
The two or three points that summarize the “elevator” speech are that training is not limited to a formal classroom setting. The most common misconception is that training can only do done in the classroom. Yet, so many of us learn something through on-the-job activities and work, which is included in the definition of training and development. Secondly, the skill set of employees is changing as economic times shift and technology is playing a larger role in work related tasks. Even with these changes, training is still in the forefront for organizations. The easiest thing for organizations to do it cut expenses and costs related to training. According to Noe (2010) “such economic times also provide an opportunity for companies to take a closer look at training and development to identify those activities that are critical to supporting the business strategy as well as those mandated by law” (p. 11). Finally, employees want to know that organizations provide developmental opportunities. Organizations that invest money in their employees through training and development are more likely to retain those employees for longer.
References:
Bradley, A. (2010). Shifting away from an employer's market. Training & Development, 64(7), 16–17.
Noe, R. A. (2010). Employee training and development (5th ed.). New York, NY: McGraw Hill.
The way training is presented has changed dramatically within the century. Classroom is no longer the standard. Online or electronic methods are taking priority as there is a reduction in cost. Time does not have to be taken to have individuals sit in a classroom. They can learn in a place which helps create a positive environment. The changing of the times is difficult for everyone, but the utilization of the trending of the times will enable change to occur much smoother.
ReplyDeleteChristie – Your point that today and in the future companies will increasingly need employees who are skilled communicators, able to work effectively in culturally diverse teams and who adapt and react to change easily is excellent. I can see those characteristics in the most successful employees within my organization and perhaps so can many people. Also, as you said in your elevator speech, as employers change their traditional training paradigm from classroom-style to investing in overall employee development, they will impact job satisfaction and worker retention. I think loyalty and dedication go along with that too.
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