Training and development in an Organization

Organizations use unique learning and development styles. Like as individuals, organizations do their learning with accordance to the current business environment through their choices (Kolb, Osland and Rubin, 1995) .   Therefore it is important to recognize the ideal learning method in the organization. Employer may assume that learning is only a matter of training that given to the employees to get the job done. But this assumption can be entirely inaccurate and may be risky when in facing the increasing competition in the market (Garvin, Edmondson and Gino, 2008) . Learning organizations shall be careful when creating such environment to use their own models and assumptions before they take actions (Schein 1992). In order to establish it, the trainer and the trainee should have a mutual understand when training is conducted. The access to the associated departments of his working environment should be given to the trainee. This connection is created by the trainer (Schein ...

In order to gain the correct benefit from training and development, a learning culture should be created within the company. Learning organizations are different to other organizations. The decision making is a collective and creative. “The motivation is vastly recognized of an employee   in a learning organization, as it is a fundamental asset of the employee, The shared vision and the commitment to that vision, they will motivate them self to learn” (Braham, 1995). Figure 01: what is a learning organization? Source: (Sprouts, 2017).  “The organization itself cannot be held responsible in creating a learning culture in the working environment. There is an equal responsibility of the employee too, of having an eager to gather knowledge on what he has been specialized or being responsible of executing the task given by the employer. But there is a difference of the weight of responsibility both the employer and employee holds” (Braham, 1995). (Braham, 1995) expl...

Organizations may have training and development as well as learning strategies established. But it is understood the way forward and to sustain in the current market is, that employers shall constantly train their employees in the organization. ( Kyndt et a l , 2009 ) explains; “if employees feel they aren’t learning and growing, they feel they are not remaining competitive with their industry peers for promotions opportunities and career advancement. Once top employees feel they are no longer growing, they begin to look externally for new job opportunities”. Also the organization decides and plans the training which is relevant to their product, for the employees. They shall decide which training the employee shall undergo depending on the necessity. To achieve the expectations of the organization, training will guide the employee to gain knowledge and thrive towards the common goal set by the organization. The workload stress may lead the employee to grow fear and irritation whi...

Training and development is a vital and a very responsible division in organizations, attached to human resources department. Training and development helps and assists new employees as well as existing employees in an organization to gain new skills and knowledge in order to execute tasks or duties assign to them. Training is defined as, “the systematic acquisition of skills, rules, concepts, or attitudes that result in improved performance in another environment” (Goldstein, 1986). The initial stage of methodical learning of a human is the school environment. The typical system is designed to teach or train children to read, write and acquire knowledge. Simultaneously as the system becomes more advance, gradually the students are aligned to do “on-the job training” while they are engaged in studies. These are effective training methods systematically designed to be more productive and efficient in the actual working environment (Goldstein, 1986). Armstrong (2011) describes the key el...