Training and Talent Development

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Abstract

In the employment sector there are sets of trainings for employees that are viable to organizations for them to perform to the expected levels. This presentation gives the categories of organizational training and career stages which are experienced in life as one develops career wise. These are discussed in details giving the description of the categories and their importance, and highlighting on the needs and concerns of the career stages. Also discussed are the internet sites offering online employee training and development in addition to the relevance of employee development in relation to voluntary turnover.

 

 

  1. Organizational Training Categories

Required and regular training

This conforms to different legal requirements like OSHA and EEO as mandated. All the employees are given this type of training especially during their orientation into the organization at the time of absorption into employment by the organization. This type of training is important in that it ensures the safety of the employees is fully managed as it does come with safety compliance procedures. It also aids the employees acquire the relevant provisions as required by the organization apart from defining the regulations by which remunerations and working durations are related therefore guiding the employee efficiently on how to effect performance. In addition, it helps the employees get acquaintance of the organizational framework and operations, and provide them with a detailed incentive offers as they are bound to as benefits. Lastly, it gives the employees the relevant procedures on how to tackle incidents of harassment like sexual harassment prevention or other forms of harassment from the other staff.

Job/ Technical training

For the employees to perform their respective jobs well, this from of training becomes handy as it enables the employees to perform effectively. It helps the employees acquire understanding into the product knowledge, technical procedures and processes, and how to relate to customers. This training is important in that it improves on how the services are offered to the customers, it gives clear discernment on the operation of equipment in the organization, it ensures efficiency in the keeping of organization’s records and enhances telecommunications by the employees. Furthermore, it ensures that the employees have proper knowledge of the IT operations and systems within the organizations and good understanding of the products they are dealing with.

Interpersonal and problem-solving training

This addresses problems that are operational and interpersonal to the employees. It further seeks to enhance the organizational relationships for instance interpersonal communications, skills on management or supervision and conflict resolution. It ensures effective expression and relay of information among the employees apart from giving them skills in writing. It improves interrelationship among the employee and imparts skills that are relevant for coaching. It is useful in identifying pertinent issues in cases of problems and assists in managing conflicts among the employees.

Development and career training

This type of training offers long-term focus that enhances individual and organizational competencies with reflection for the future like business practices, executive development, organizational transition and leadership. It helps keep the business operations in flow by giving an insight into the trends of the business. Apart from this, it helps in strategizing, leading others and in managing transitions in the organization. Nevertheless, it aids in career planning and ensuring that the performance in the organization is properly managed.

2. Websites involved with employee training and/or development.

www.thirdforce.com, www.trainnow.net and www.mindflash.com

These sites are useful in that they are effective in managing time while at the same time providing the employee with the most recent developments in the employee sector.
3. Career Stages

Early Career

It constitutes ages +/- 20 years whereby there is need of identifying interests and exploring a number of jobs. It is concerned with external rewards and the act of acquiring more capabilities.

Mid Careers

This ranges from ages 30 to 40 years with a focus on advancing in career, though lifestyle may limit options. Another need is in the growth opportunities. Its main concerns are aligned to value, contribution, integrity and well-being.

Late Careers

This stage comprises +/- 50 years age group who have the needs of updating on skills, settling in of the individuals in the skills and being a leader with opinions that are valued. The concerns in this stage are mentoring, disengaging and organizational continuance.

Career End

The age group of 60-70 years falls in this stage. They have the needs attached to planning for retirement and examining non-work interests with the concerns of retirement and part-time employment.
4. Employee training and development is an expense that may lead to voluntary turnover because the employee always have the choice to quit from any organization no matter the expenses used in training and developing them. As McNamara Carter observes, employee training and development though increases satisfaction, motivation and morale among the employees, financial gains following efficiency in processes, adoption of new technologies and managing of risks, it does not work as a guarantee to keep the employees in any given organization as they may choose to leave any time they feel fit, (McNamara, C. 2008). Furthermore, it can be expensive to train and develop employees only for them to quit immediately after the training programmes without putting the acquired skills in the organization as noted by James M (2009).

WE ACCEPT