Sample Critical Thinking On Employee Training
Training programs in organizations are designed with the purpose of changing employee behavior in the workplace for the stimulation of higher performance standards and efficiency. For the same reason, employee training and its importance for both experienced and fresh employees cannot be exaggerated. Effective employee training, particularly of the new workers, may generate positive results such as efficient performance, time-saving, and job satisfaction.
In the contemporary times, organizations are aware of the tough competition in the market. Therefore, a majority of successful organizations make employee training an indispensable part of their regular tasks. The vitality of employee training cannot be overlooked by today’s organizations as it offers and educates the workforce regarding the efficient technological use. As mentioned, efficient training programs help organizations to ensure a competitive edge in the modern-day market. On a personal level, employees may attain exceptional benefits through participation and involvement in training programs. I believe that training does not only encourage health and safety among the workers but also helps them to grow individually as a better person. Furthermore, I also consider training programs within organizations as a significant tool to retain workers. The reason is rather simple. These programs create numerous opportunities for the workers’ career development, especially for the new recruits. Above all, employee training and skill-development programs bring improvements in the overall profitability and productivity of the organization.
It is considered that untrained employees are usually the unhappy employees within any organization. The feelings of underachievement, inadequacy, and discouragement usually make employees unhappy and unsatisfied. Such feelings cause them to make ridiculous errors, underperform, and demonstrate noninterest in the outcome. As a consequence, the business is affected negatively through time wastage and capital loss. Considering this factor, employee training sessions must be frequently organized to educate employees concerning the innovations in their fields. In this way employees may become happy, contented, and satisfied with their job and performance through the implementation of learnt skills.
Training employees may also be an effective step to elevate their production value. Similarly, inefficient workers at any place are usually not trained adequately. As they are slower in job performance, proper training programs could help them to meet the company’s expectations regarding work and outcomes. Employees that are untrained employees may commit irreversible errors that may result in the customer loss. In order to avoid this worst possible situation, organizations are required to arrange programs for training employees and provide them up-to-date knowledge and practices relevant to their field.
Although training programs and associated costs can prove to be an added burden on the company’s budget; the cost of having untrained workers is far more alarming for the reputation of a company. To cut a long story short, it is extremely important for the present-day workforce to be conversant in technology-related tasks. Therefore, they “must understand the technology to oversee machine functions and be skilled in diagnostic problem solving and communicating to quickly correct the glitches that sometimes occur” (Gibson, Ivancevich, Donnelly, & Konopaske, 2011). All in all, a trained workforce is a confident workforce that guarantees improved production, reduced expenses, lesser mistakes, and a healthy working environment. In my opinion, an investment in the development of workforce’s skill sets is actually an investment in the organization for future success.
Gibson, J., Ivancevich, J., Donnelly, J., & Konopaske, R. (2012). Organizations: Behavior, Structure, Processes. New York: McGraw-Hill.