Training and Development For Employees To Provide Continuous Exceptional Results

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The evolving nature and the constant change in the work environment are some of the issues in the workplace that should be immediately addressed in order to meet the demands of the current dynamic global society. These attributes of the current workplace environment demand updated and efficient skills and knowledge from the members of the organization.

Training and development of the employees at all levels are of vital importance in every organization for it will update the skills and knowledge of the employees on the current trends needed to be applied in the work environment. The managers play a key role in the development of all the members of the organization as it is his or her responsibility to encourage growth and career development of employees through a variety of means such as coaching, helping employees with their goals, adequate training and staff development and provide opportunities for career growth and advancement.

As they say, “there is no “I” in the word TEAM”. The development of the employees will only happen if everyone is willing to participate and take part of their roles in the activity aimed for their development. The key players are the organization, coach or manager and the employees. There is a mutual relationship among the stakeholders and everyone will benefit from the training and development. Each one has a particular role to perform in order for the training and development to be successful.

The Organization

The organization is the prime stakeholder of the training and development of the employees as they will primarily benefit from the acquired skills and knowledge of the employees. Moreover, an organization that values training and development of their staff will be a key player in the industry. The role of the organization is to ensure that there is a continuous progress of the workforce to meet the demands of the industry and society.

The Supervisor/Coach/Manager

The manager of an organization is the person that facilitates the needs of the organization and the employee and act as the orchestrator between both. The manager can represent the perspective of the organization and the employees bridging the gap between the two. The role of the manager in training and staff development is very crucial as they are the one who organize, facilitate and interact with the employees. They should create different activities that will compromise both the goals and aims of the organization and employees. The managers are responsible for the outcome of the activities and if it meets the goals and requirements that are expected and what to do with the skills and knowledge that are acquired.

The Employees

The employees are the agents that are needed to be trained and developed in order to meet the changing demands of the industry. The employees will need to constantly be updated of the new trends needed in the organization in order to keep up in the industry. Employees should check on their interests and skills and if they are in line with their objectives. Upon knowing this is a big help in knowing the areas that are in need of development.

The employee should not only be the recipient of change but also an agent of change in the organization. The employee must take the initiative to improve their skills and knowledge essential for their career growth. The employees should expressed support to the activities for a win-win situation for the workforce and the organization that will yield to the realization of the employees’ full potential and getting the edge to face the demands of the work environment. The job satisfaction, higher productivity and harmonious relationship in the workplace will eventually follow.

Career Development

The never-ending pursuit for the improvement of skills and knowledge is the primary aim of career development. This includes the mastery of the job and professional development together with activities for career planning. The skill in mastering one’s job is important in satisfying the needs of one’s job. Knowledge and skill that are above the level required by one’s job are what profession development skill are about; although indirect job performance improvement may still indirectly progress.

Career growth is a continuous process and is associated with different measures that would help in ensuring career development of the employees. Employees should constantly check their aims and activities and are in need of self-examination and self-motivation in order to attain job satisfaction. The organization, on the other hand, play a vital role in helping their employees with their goals and activities.

Career development of the workforce can be beneficial for the organization and allow them to adapt fluidly on the demands of the industry. Learning activities and training outside the workplace is useful in acquiring information; although its real effect will be unknown unless it is put into practice. Significant involvement can come from you through advocating the career enhancement programs that are offered in your respective department.

Guiding Philosophy

This will serve as a guide in your pursuit of improvement and development in the aspect of your career and will help in attaining the organization’s mission.

• Facts regarding the organization and future movements can aid your people in developing more practical objectives for their career.

• The effect on learning opportunities can be achieved through centering on developing the workforce’s abilities.

• The people’s career contentment is acquired through the new opportunities in promotion and lateral movement available.

• The skill of organizing your own career at hand can increase your sense of responsibility, and with that self-confidence is also improved.

• Harmony between the organization’s and the employee’s goal is achieved through the career development and planning, translating into greater engagement and continuous performance improvement, which in turn provide for greater levels of achievement.

• To save on cost, you can have one of your people handle the career growth opportunities in your area.

• Efficiency and passion for work are increased through the endeavor.

• Focus on developing employee’s career aids you in drawing high performing employees and keep esteemed staffs.

• Career development and improvement support for the workforce is in alignment with the Philosophy of

Human Resource Management. Tips on How to be an Advocate of Career Development. There is a handful of helpful tips that you can employ that will largely help in your career development.

• Examine listings for skill development trainings.

• Yearly, set a time to perform an individual growth plan and confer this with the employees. Other supervisor or managers of your department should be required to do the same thing.

• The responsibility of supporting the skill improvement efforts should be put in the hands of your department’s supervisors.

• Programs and activities must be created for your employees to try and achieve excellence. This can be done through coaching, internship, mentoring, cross-training, job-rotation, and career strategy groups.

• Realize that your role includes showing support and provide time for your employees’ career growth so they can improve beyond what their jobs require.

• Consent requests for job options that your people might give.

• Consider an employee’s request to occupy another position as a good indication of a participative workplace.

• Give consent to lateral movement inside your organization.

• Employees should be referred to Staff Internship Program in order to realize room for career growth. This internship can help expand the knowledge of your employee and may upgrade their skill.

• Listing for job vacancy that allows a variety in applicant pool should be created. This should be done while accepting those with skills convenient for the job.

Roles and Functions

Each member of the organization has their own roles and functions that are of vital importance for the career development of the whole workforce. These roles and functions are relevant in improving the skills and knowledge of the members as well as fostering a positive attitude towards work.

COACH: Manager, coworker; His or her main role is to aid the employees in pinpointing their strengths, weaknesses, interest and values. This can be done through constant motivation and successful encouragement of employees. Coaching styles can be further developed through:

• Promoting two-way dialogue between you and your workforce.

• Presenting to your staff how to recognize their interest, value and skills.

• Career growth talks should be regularly scheduled.

ADVISOR: The main job of an advisor is to give realities, resources and organizational information to employees. This can be improved through:

• Aiding staffs improve career objectives that are practical with the ideal’s of your department and their own growth plan as a basis.

• Assisting employees in understanding the present opportunities and restrictions available

• Counseling your workforce on the viability of a number of career choices.

APPRAISER: The main function of an appraiser is to assess the employee’s outputs in an open, honest manner and connects this to possible prospects. The appraising ability can be enhanced through:

• Giving out regular feedbacks in a manner that encourages growth.

• Carrying out performance checks that presents the weakness, strengths and employee development requirements.

• Linking current performance to the employee’s potential in a feasible manner.

• The aid of the staff’s own growth plan as a instrument for continuous growth and feedback.

REFERRAL AGENT: Mentor; A referral agent aids employees achieve their aims through meeting people and acquiring resources. This ability can be improved through:

• Aiding staffs create a growth plan and discussions on ways to reach it.

• Granting opportunities for exposure, visibility and experience. This can be done through committees

• Utilizing one’s own resource who you are familiar with and what you believe that would produce opportunities.

• Helping in looking for staff’s placement vertical or lateral.

Management Development

Leadership and management are two essential things in every organization. This is the main reason why growth and development of the management is also a continuous process. The goals and objectives of the job and the organization are embodied in the development of an individual. The opportunities to enhance skills and learning can be beneficial to the whole organization.

Management development can yield to positive results. The means of the company for management development are constantly changing that aim to produce competent leaders. Management development work hand-in-hand with the performance management tools and provide opportunities of career enhancements to the leaders. Through management development, leaders like managers and supervisors are able to adapt on the evolving nature of the organization and the industry.

Guiding Philosophy

Management development should be anchored on beliefs and practices that aim to develop and improve the leaders of the organization.

• The motivation for growth and career development of the workforce is achieved as mandated by the Philosophy of Human Resources Management.

• Skills and knowledge that is usable in the workplace is enhanced.

• Job satisfaction and the employee’s motivation are improved.

• A support group for employees will aid in solving problems and provide support for each other.

• Communication and planning is upheld throughout the department.

Tips on How to Advocate Management Development

There are different ways to promote management development that can be beneficial to the organization as effective leaders always have followers.

• Be an example of the performance you would like to instill to your staff. Although you should not neglect your own growth.

• Communicate and make a growth plan as you organize the performance development cycle

• Refer employees who are participating in training/class programs that advocate improvement of goals and plans.

• Do a follow up by discussing with your employees the knowledge they have gathered and supporting the new ideas acquired.

• Feedback on the standing of your employees in terms of performance and follow up on methods you can enhance and improve them.

• Grant your employees with a chance to improve themselves by cross-training, job shadowing, class training, professional association, mentoring, skill assessment program, and university certificate/degree programs.

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