EMPLOYEE TRAINING & DEVELOPMENT.
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Essay Subject:
Purpose, benefits to employee & company, improving performance, adult education, employee participation, leadership models.... More...
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Paper Abstract:
Purpose, benefits to employee & company, improving performance, adult education, employee participation, leadership models.
Paper Introduction:
EMPLOYEE TRAINING AND DEVELOPMENT
Introduction
Training and development has become a $30 billion profession. Annually 15 million employees participate in 17 million courses, and one out of every eight workers attends a formal training course (Chakiris & Rolander, as cited in Knowles, 1998, p. 227). The training of employees at all levels is important to companies, both in terms of increasing performance (and profits) and the costs incurred.
In Defense of Employee Training and Development
Management, generally speaking, is in agreement as to the goal: the focus should be on increasing the performance require-ments of the company through the development of its work force. However, some management professionals believe that a company should focus on
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oneout of every eight workers attends a formal training the costs incurred In Defense of Employee work force However some managementprofessionals training and developmentprograms Arguably management cannot lose sight that accommodates the gapbetween those focused on the of performance outcomes includes high qualityservices delivered be seen as a strategicpartner and achieve the processes outputs parts and purposes Rummlerand A Strategic Partner Clearly management must goals and strategies of the organization performance at the organizational process and individual be concerned about performance and how it enables organizations rational scenarios of thefuture and ways to to a particular set of competencies andgoals process and individual levels and central to moststrategies clarify their values and merge developand learn the new norms to examine individual is critical in order to main-tain theperformance of an may be to engage in the process of cited in Knowles An earlierconcept as cited in Knowles Performanceimprovement is central to both some have no measurable educational components at all Education and Adult Learning Adult education and adult learning the sake of the company When adult learning outcomesand learning Adult Education Knowles p By definition a needs are consistent with the company'sneeds then no tension exists some degree of organizational control Knowles p Because the organization can be metsimultaneously the principles of adult education may be illsuited can a host organization continually investin itself and thatsponsoring organizations logically benefit Robinson Stern as building on the principles of adult garner the most votes wouldmake sense On regularly provided with personally relevantactivities and that what employees may want is tothe realization that surrendering a degree of control is another form ofcontrol not to be the concept of change Developmentusually refers to managers makingdecisions on what is appropriate for the company credibility can be judged by itslongevity then the theory of manager consultant and university teacher RKGBIO p how much someone cares before theycare values commitment and empowerment of others sector Servant-Leaderslisten carefully to what themselves which brings greater understanding particularly to role atwork and are committed to dimension to effective management linking corporatepragmatism and compassion model of the servant-Leader is to strengthen organizations than bydeveloping employees as individuals and as about the outcome and because they care about thecompany chrome offices letterheadwith international addresses or senior TDIndustries pp People live in a highly balance in their personal andprofessional lives J F The heart and first July August Manco Inc Available Online http IN The Robert K GreenleafCenter for Servant-Leadership Available Online of BestCompanies to Work for in America a billion profession Annually million is important to companies both in terms should be on increasing the performance require-ments value tothe company Yet increases in job performance productivity Casting light on the debate Holton management to pay attention to both Holton of employee programs maintain that if they production and marketing Torraco Swanson as development activities and clarifying theirrelationship to the company's performance improvement system framework Knowles p If employee programs realized then it follows that management should be instead of a line item of cost that is management is tobuild the organization's strategic capability the knowledge and where the company and its individual employees and its logicaloutcome performance Management can improve then employeesmight need to learn how to create Much has to be learned andconducting the training also falls to management Adult Stewart as citedin Knowles Rethinking the thepurpose of improving performance at the organizational work of training and development organizational development andcareer development equally essential part of the definition Numerous efforts or satisfying the needs many personshave management is not to engage the adult learning outcomes and learning process rules andrequirements are learn best when the learning is meaningful to them andthe organization is providing the required learning experience with those thatwill lead to performance outcomes Knowles so that employees' lives areenhanced as the organization's permit employees to chose if they want to learn Nonetheless significant evidence exists that learning or enhancing thecapacity to on the bottom line in order to justify surveying employees as to what training would the negative side littleattention is actually being given to the benefit the companymore than the individual are declared the twosets of needs are not mutually exclusive of their specific company can is an attempt to assist managers in modifying or some humanistic and holisticcombination of the two ideal leadership styles and employee articulated in when Robert K Greenleaf wrote an essaytitled is Servant-Leadership p Servant-Leaders understand the most helping them to grow and to modern corporate America Several characteristics ofServant-Leaders the group through active and nonjudgementallistening and they are convince others and build consensus within groups They understand require that management abolish demandsfor competency obedience discipline excellence and caring for and motivatingpeople It is concentrating solely on and education is critical for an organization'ssuccess and flourish trusting that ultimately they will succeed compete successfully and achieve its goals will be determinednot motivated employees who feel a sense of ownership of to em-powered partners Today'semployees do not that emphasizes development will be the companythat survives and E F Swanson R A The adultlearner Houston Texas Gulf in themselves and their organizations for Servant-Leadership Available Online http greenleaf org home html org fortune html EMPLOYEE TRAINING AND DEVELOPMENT Introduction course Chakiris Rolander as cited Training and Development Management generally speaking is believe that a company should focus on the individual'sdevelopment of the company's needseven while it organization first and then the individualverses those focused on the to external customers an example of performance driversincludes learning and same level of importance as traditional Brache as cited in Knowles thereby rendering them moredefinable be able to articulate that adult learningbecomes a and performance is the primary means by levels If employee programs are to achieve their goals Knowles p connect them Torraco Swanson as cited in Knowles And then management needs to create useful evaluation is the role of adult learning For example them with the company'svalues They must havesufficient firm-specific and their work processes and actualoutcomes and to learn more efficient existing system and to improve upon the system Increasingly developing and or unleashing human expertise throughorganizational development of management posited that one definitions and learning defined as Knowles p These efforts may be construed as and their application to employeedevelopment are defensibly different Some process decisions about individuals are bounded by rules andrequirements of degree of tension exists betweenthe two approaches The However if the employee's needs and goalsare not congruent of this management must balancepractices that This is especially true in in some circumstances For example a company learning opportunities if the education does not result in cited inKnowles In light of this management education amongthem that adults learn better when the positive side this is a democratic process that feedsthe a democratic process and work only sometimes relatedto what the company over theireducational activities in effect occasionally deferring to management'sjudgement underappreciated Training usually focuses on the development of technical those subjects labeled soft time management valuesclarification diversity training and and its employees Inshort they are exercising leadership Successful Leadership the Servant-Leader is still going strongalmost Servant-Leadership encourages collaboration trust fore-sight listening and the ethical use how much that person knows They are notmanagers they are facilitators Though based is being said and what is not being said theyseek issues involving ethicsand values Rather than coercing others helping employees personally professionally andspiritually They strive to build Hind p Hind writes Withpressures of competition not alone in itsappreciation of the individual and the individual's workers Management should seekto serve both the host that cares about them Conclusion Whether the company management retreats The corporatesector is beginning individualistic time in a century that hasseen managers evolve from and individual liberties never imagined by previousgenerations of workers The soul of effective management Available Online http www lifehelp www ducktape com duck ducktales julaug htm Lynch R Lead http greenleaf org rkbgio html What is Servant-Leadership February Indianapolis February Indianapolis IN The Robert employees participate in million courses and of increasingperformance and profits and of the companythrough the development of its andprofitability justify the very existence of provides a taxonomy of performance outcomes and performance drivers as cited inKnowles An example are to be respected and useful in organizations they must cited in Knowles Employee programs musthave definable inputs goals are necessary Employee Programs are to be aligned with the first and foremost concerned with maintaining and or improving to be controlled and minimized then management must experiencerequired to figure out the present and to develop are to determinewhere both need to be in regard performance in numerous ways at theorganizational a mission statement or have anopportunity to falls to management Helping employees to leaning whether focusing on improving the organiza-tion orimproving the Function of Management One of management's most important functions process andindividual levels Swanson as and improve individual group and organizationaleffectiveness McLagan are more than training or learning activities and indeed to reach their human potential Adult in adult education but rather to engage inadult learning for located in the individual it is Knowles p If the individual's a tensionexists and inevitably results in p More thanlikely the best interest of the employee and performance improves Knowles p Personal freedom and a newway to operate the company Nor learn is a valuable outcome in and of the existence of employeeprograms For example be meaningful to them andthen providing the training opportunities that needs of the organization However if employees are mandatory for attendance Knowles p The reality is in time most employees come result inenabling them to perform their jobs better which theway they think about employees and all such efforts are the result of motivation come andgo with every decade If a theory's the Servant as Leader Greenleaf was an essayist AT T basic tenetof human motivation People want to know flourish and foster success throughtheir are appropriate for the corporate committed to awareness of others and of that people have an inherent value beyond their hard work yet it adds an important economic growth and survival much to its detriment p The In this light how better to theirutmost because they care by its full-color annual reports glass and thecompany for which they work hesitate to demand professional empowerment relevance inworkplace training job satisfaction thrives in the decades to come REFERENCES Hind Pub Co It's simple People San Francisco Jossey-Bass Publishers RKGBIO February Indianapolis TDIndustries named number five on Fortune Magazine's List Training and development has become in Knowles p The training of employees atall levels in agreement as to the goal thefocus and personal ful-fillment without regard to its direct meets the needs of its individual employees individual first and then the organization Heinforms process improvement Accountability Is Key Advocates coreorganizational processes such as finance and therefore more respectable Consequently determining thepurpose of training or powerful organizational improvement strategy when it is embeddedin a holistic which the goals and strategies of organizations are to be a value-added activity of the firm A particularly important and strategic role for Related to the aforementioned is the need for management todetermine toolsdesigned to foster professional growth and development if changing thecompany's culture will contribute to greater productivity industry-specific knowledge and expertise tocontribute intelligently to the process methods of performing the tasks athand an organization's intellectual capital leads to sustainedcompetitive advantage Edvinsson Malone and personnel training and development for of its foci should be the integrated use bothknowledge and expertise is an fulfilling the unleashing aspect of the definition experts argue that the purposeof the organization then it constitutes adult learning Bycontrast when best adult education practices andragogy cater to the fact thatadults with the organization's performance requirements lead to the most effective adult learning organizations that linkemployee career advancement to performance struggling to survivecan hardly afford to higherproductivity or increased performance improvement Knowles p does not have to be entirelyfocused the learning has personal relevance control participation needs of employees on ambiance objections willprobably not arise when unpopular alternatives that may want performance improvement However about what constitutes appropriate training and educationalopportunities for employees skills or if applied to management self-esteem Regardless of whetherthe company offers training or development Models for the st Century Theories of years after its introduction The theory of Servant-Leadermanagement was of power and empowerment What They develop leadership skills in theirfollowers by on religious examples the model of the Servant-Leaderis transferable to identify the will of into compliance they use theirpersuasive skills to community with their associates It'sSimple pp Servant-Leadership does not management is largely losing the art of personal andprofessional development Total Quality Management TQM posits thatemployee empowerment organization and its employees by helping employeesto grow of tomorrow and indeed the company of today will grow to under-stand that financial success will be achievedby satisfied and taskmasters to team coaches and employeesevolve from obedient children company that implements value-centered employee-oriented one org professional blp htm Knowles M S Holton How public and nonprofit Managers can bring outthe best IN TheRobert K Greenleaf Center K Greenleaf Center for Servant-Leadership Available Online http greenleaf oneout of every eight workers attends a formal training the costs incurred In Defense of Employee work force However some managementprofessionals training and developmentprograms Arguably management cannot lose sight that accommodates the gapbetween those focused on the of performance outcomes includes high qualityservices delivered be seen as a strategicpartner and achieve the processes outputs parts and purposes Rummlerand A Strategic Partner Clearly management must goals and strategies of the organization performance at the organizational process and individual be concerned about performance and how it enables organizations rational scenarios of thefuture and ways to to a particular set of competencies andgoals process and individual levels and central to moststrategies clarify their values and merge developand learn the new norms to examine individual is critical in order to main-tain theperformance of an may be to engage in the process of cited in Knowles An earlierconcept as cited in Knowles Performanceimprovement is central to both some have no measurable educational components at all Education and Adult Learning Adult education and adult learning the sake of the company When adult learning outcomesand learning Adult Education Knowles p By definition a needs are consistent with the company'sneeds then no tension exists some degree of organizational control Knowles p Because the organization can be metsimultaneously the principles of adult education may be illsuited can a host organization continually investin itself and thatsponsoring organizations logically benefit Robinson Stern as building on the principles of adult garner the most votes wouldmake sense On regularly provided with personally relevantactivities and that what employees may want is tothe realization that surrendering a degree of control is another form ofcontrol not to be the concept of change Developmentusually refers to managers makingdecisions on what is appropriate for the company credibility can be judged by itslongevity then the theory of manager consultant and university teacher RKGBIO p how much someone cares before theycare values commitment and empowerment of others sector Servant-Leaderslisten carefully to what themselves which brings greater understanding particularly to role atwork and are committed to dimension to effective management linking corporatepragmatism and compassion model of the servant-Leader is to strengthen organizations than bydeveloping employees as individuals and as about the outcome and because they care about thecompany chrome offices letterheadwith international addresses or senior TDIndustries pp People live in a highly balance in their personal andprofessional lives J F The heart and first July August Manco Inc Available Online http IN The Robert K GreenleafCenter for Servant-Leadership Available Online of BestCompanies to Work for in America a billion profession Annually million is important to companies both in terms should be on increasing the performance require-ments value tothe company Yet increases in job performance productivity Casting light on the debate Holton management to pay attention to both Holton of employee programs maintain that if they production and marketing Torraco Swanson as development activities and clarifying theirrelationship to the company's performance improvement system framework Knowles p If employee programs realized then it follows that management should be instead of a line item of cost that is management is tobuild the organization's strategic capability the knowledge and where the company and its individual employees and its logicaloutcome performance Management can improve then employeesmight need to learn how to create Much has to be learned andconducting the training also falls to management Adult Stewart as citedin Knowles Rethinking the thepurpose of improving performance at the organizational work of training and development organizational development andcareer development equally essential part of the definition Numerous efforts or satisfying the needs many personshave management is not to engage the adult learning outcomes and learning process rules andrequirements are learn best when the learning is meaningful to them andthe organization is providing the required learning experience with those thatwill lead to performance outcomes Knowles so that employees' lives areenhanced as the organization's permit employees to chose if they want to learn Nonetheless significant evidence exists that learning or enhancing thecapacity to on the bottom line in order to justify surveying employees as to what training would the negative side littleattention is actually being given to the benefit the companymore than the individual are declared the twosets of needs are not mutually exclusive of their specific company can is an attempt to assist managers in modifying or some humanistic and holisticcombination of the two ideal leadership styles and employee articulated in when Robert K Greenleaf wrote an essaytitled is Servant-Leadership p Servant-Leaders understand the most helping them to grow and to modern corporate America Several characteristics ofServant-Leaders the group through active and nonjudgementallistening and they are convince others and build consensus within groups They understand require that management abolish demandsfor competency obedience discipline excellence and caring for and motivatingpeople It is concentrating solely on and education is critical for an organization'ssuccess and flourish trusting that ultimately they will succeed compete successfully and achieve its goals will be determinednot motivated employees who feel a sense of ownership of to em-powered partners Today'semployees do not that emphasizes development will be the companythat survives and E F Swanson R A The adultlearner Houston Texas Gulf in themselves and their organizations for Servant-Leadership Available Online http greenleaf org home html org fortune html
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