Effect of Training in Organistaions

Training is a controversial topic; some are of the opinion that it is a waste of organisations money, because it does not directly affect the bottom line. This essay will argue that training is an important part of running an organisation. Organisations that take a strategic approach to integrate the training of employees into their human resource plans, will benefit from knowledge of how to encourage their employees to fulfil their part in these plans (Hurtz, Williams 2009). The first part of this essay will outline what training is. The second part will explore what training transfer is, and how to increase transfer of training. The third part will outline why training is important, even in weak economic times.

What is Training?

Training is simply “Activities that teach employees how to better perform their present job” (Stone 2010). Training is usually focused on developing one particular skill, such as using a computer program, or a particular piece of machinery. Human Capital Investments, even for low-skilled jobs, can yield a high return in terms of higher customer service performance, retention and profits (Van Iddekinge, et al., 2009). This is why they should be a part of all strategic business plans. Training programs will never be the same, and will change depending on the skill that needs to be enhanced.

For example, to teach an employee how to use a new machine, they should be given ‘hands on’ experience. However, this may not always be possible due to the size or cost of equipment, so simulations may need to be used. So we can see that training programs will vary throughout organisations for different activities.

But for training to be effective, it is important that consideration is given to the skills that need to be developed, and how the organisation can best encourage employees to be involved in training. The organisation needs to develop a plan that will engage their employees, so the employees will view the content of the training...