Why Training Matters

March 1, 2012 at 8:26 am 3 comments

Faced with difficult economic conditions, organizations are cutting back on employee training and development (Noe, 2010). When you have fewer staff doing more with fewer resources, training looks expendable. But it is precisely these conditions that make well designed and delivered training an absolute necessity. Staff cutbacks mean that employees need to be cross-trained in various competencies in order to take on new responsibilities and perform them effectively and efficiently (ASPH, 2008). They need continuous learning in order to manage change and keep up with a rapidly evolving knowledge base. And they need to feel engaged and appreciated. Training can encompass a range of learning experiences that are learner centered, and focused on improving performance (Stolovich, nd). It is a planned approach to ensuring that people have accurate knowledge and skills related to the organization’s goals (Noe, 2010). Training helps organizations improve performance to meet their objectives, and helps their employees feel valued and engaged (Noe, 2010; Bradley, 2010). Good training matters to an organization that recognizes the key role it’s people play in its ability to survive and thrive.

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Refrences

ASPH. (2008, December). “Confronting the Public Health Workforce Crisis: Executive Summary.” Retrieved February 28, 2012 from http://www.asph.org/UserFiles/WorkforceShortage2010Final.pdf

Bradley, A. (2010). Shifting away from an employer’s market. Training and Development, 64(7), 16–17.

Noe, R. A. (2010). Employee training and development (5th ed.). New York, NY: McGraw Hill.

Stolovich, H. (n.d.) “The Truth About Training”.

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3 Comments Add your own

  • 1. Celia Wilson  |  March 3, 2012 at 3:11 pm

    Hi Alexis,

    Your speech and post are awesome. Your ability to emphathize with your client is great. It makes them believe you understand training from their point of view. You sound as if you really want to be part of that company’s team. Emphasizing how important the people are to an organization is also an excellent eye opener to the CEO of the potential in his human capital. Human capital refers to the sum of the attributes, life experiences, knowledge,inventiveness, energy, and enthusiasm that the company’s employees invest in their work (Noe, 2010).

    Reply
    • 2. Alexis Williams  |  March 3, 2012 at 6:32 pm

      Thanks for the feedback Celia. I think as we shift to a more knowledge and service based economy, the idea of human capital will be central to any successful organization (Noe, 2010). To a large extent, an organization’s product will be the customer service delivered by their people. Organizations must recognize the central role people play in the success of the organization. Training and development will be the keys to a successful talent management plan.

      Reply
  • 3. Dr. Burke  |  March 6, 2012 at 2:44 pm

    Alexis,
    I liked your approach to the CEO. You started my pointing out that it is not uncommon that organizations in a poor economy to cut back on staff and training; than you proceeded to explain why cutting training is not an effective approach. I liked the fact that you stressed the importance of cross-training and continuous learning to keep the employees engaged, motivated and to manage change within the company. You made an excellent point in the value of training to help the organization improve performance and meet objectives. Good job on your presentation.

    Reply

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