Training Is An Essential HR Activity. Use Argosy University
Training Is An Essential HR Activity Use The Argosy University Online
Training is an essential HR activity. Use the Argosy University online library resources and your textbooks to read about employee training programs. On the basis of your learning from the course, including the readings, your written assignments, and your classmates' comments during previous discussions, address the following question: Discuss at least three challenges and three opportunities for the implementation and maintenance of an effective employee training program.
Beginning December 5, 2015, post your responses to the appropriate Discussion Area. Continue to get to know your fellow classmates and contribute to our discussion of technology in training.
Through December 5, 2015, comment on at least two of your peers’ responses. Write your initial response in 300 words. Your response should be thorough and address all components of the discussion question in detail, include citations of all sources, where needed, according to the APA Style, and demonstrate accurate spelling, grammar, and punctuation. Do the following when responding to your peers: Read your peers’ answers. Provide substantive comments by contributing new, relevant information from course readings, Web sites, or other sources; building on the remarks or questions of others; or sharing practical examples of key concepts from your professional or personal experiences. Respond to feedback on your posting and provide feedback to other students on their ideas.
Make sure your writing is clear, concise, and organized; demonstrate ethical scholarship in accurate representation and attribution of sources; and display accurate spelling, grammar, and punctuation.
Paper For Above instruction
Employee training programs are crucial components of human resource management, serving to enhance employee skills, improve organizational performance, and foster a culture of continuous learning. However, implementing and maintaining effective training programs involves navigating various challenges and seizing opportunities that can influence their success. This paper discusses three significant challenges and three opportunities associated with employee training initiatives, supported by relevant literature and practical insights.
Challenges in Implementing and Maintaining Employee Training Programs
1. Financial Constraints
One of the most pervasive challenges in deploying training programs is allocating sufficient financial resources. Developing comprehensive training modules, hiring expert trainers, and acquiring technological tools require substantial investment. Many organizations, especially smaller ones, struggle to justify or sustain these expenditures amidst competing budget priorities (Bassi & Van Buren, 1999). Limited funding can result in subpar training quality or incomplete programs, ultimately impacting employee performance and retention.
2. Resistance to Change
Employee resistance and managerial reluctance pose significant barriers to training initiatives. Employees accustomed to existing routines may view new training as disruptive or unnecessary. Likewise, managers might hesitate to allocate time or resources, fearing short-term productivity losses (Noe, 2017). Overcoming such resistance necessitates effective change management strategies, including clear communication of benefits and involving stakeholders early in the process.
3. Rapid Technological Changes
The fast-paced evolution of technology presents ongoing challenges for training programs. Keeping content current and ensuring trainers are proficient with new tools demands continuous updates and adaptations. Failure to do so can render training obsolete, reduce engagement, and hinder the development of new skills aligned with technological advancements (Salas et al., 2012).
Opportunities in Employee Training Programs
1. Enhanced Employee Engagement and Motivation
Effective training programs serve as a means to boost morale and engagement by demonstrating an organization’s investment in employees’ development. When employees acquire new skills and competencies, they often experience increased confidence and job satisfaction, leading to higher productivity and lower turnover (Saks & Burke, 2012).
2. Competitive Advantage through Skill Development
Organizations that invest in continuous training gain a competitive edge by fostering a workforce equipped with up-to-date knowledge and innovative capabilities. This preparedness allows them to adapt swiftly to market changes, adopt new technologies, and meet evolving customer demands more effectively than competitors who neglect employee development (Huselid, 1995).
3. Facilitation of Organizational Change and Innovation
Training programs are instrumental in supporting organizational change initiatives. They provide the knowledge base necessary for employees to adopt new processes, technologies, and strategies. Well-designed training fosters a culture of innovation and agility, enabling organizations to respond proactively to environmental shifts (Armenakis & Bedeian, 1999).
Conclusion
Implementing and maintaining successful employee training programs involve overcoming significant challenges, such as financial constraints, resistance to change, and technological changes. Conversely, they present opportunities to enhance employee engagement, gain a competitive edge, and foster innovation. Organizations that strategically address these challenges and capitalize on opportunities can develop robust training initiatives that contribute to sustainable growth and success.
References
- Armenakis, A. A., & Bedeian, A. G. (1999). Organizational change: A review of theory and research in the 1990s. Journal of Management, 25(3), 293-315.
- Bassi, L. J., & Van Buren, M. E. (1999). Human resource management systems: A review and appraisal. Human Resource Planning, 22(2), 33-47.
- Huselid, M. A. (1995). The impact of human resource management practices on turnover, productivity, and corporate financial performance. Academy of Management Journal, 38(3), 635-672.
- Noe, R. A. (2017). Employee Training and Development. McGraw-Hill Education.
- Salas, E., Tannenbaum, S. I., Kraiger, K., & Smith-Jentsch, K. A. (2012). The science of training and development in organizations: What matters in practice. Psychological Science in the Public Interest, 13(2), 74-101.
- Saks, A. M., & Burke, L. A. (2012). An investigation into the relationship between training evaluation and the transfer of training. International Journal of Training and Development, 16(2), 102-118.