Training & Development Affecting Company's Business Strategy

Training and Development - A Key HR Function

Introduction

Companies can create a competitive advantage that maximizes profitability if they figure out how to implement training and development programs to support their business plan. Training and development have an impact on a company's business strategy by promoting the development of the specialized skills required to grow into fresh business areas or fight off competitors attempting to invade on its existing business areas (David, 2022).

Understanding the company's goals is crucial before  align the  training and development to  business plan. Without a defined mission statement, organizations may find themselves struggling and ultimately losing. A strong mission statement usually begins with a commitment to effectiveness on the role of each employee in the business in addition to the organization as a whole. Your training and development department starts the process of preparing each employee to meet the high standards you have established for your company once the roadmap is in place  (David, 2022).

Procedures in Training Employees

Companies are working hard to find the best person for a certain position. Companies conduct interviews and usually run background checks on candidates as part of this process. Since a company spends a lot of time searching for the ideal candidate, it also spends lots of time training him after he joins the team. Any knowledge gaps that an employee may have are filled in effectively through employee training. Depending on the position, training differs, but generally follows the same steps.

Orientation

An orientation session for new workers is held to inform and instruct them about their responsibilities and organizational rules. The new comers get to meet company Managers, executives, learn about company policies, and perhaps even take a tour of the facility. They also have the chance to ask any questions they may have about the business or their new jobs  (Slideshare, 2012)

1. Training Requirements

In order to enable employees to carry out their job responsibilities as effectively as possible, company offer training and educational programs. Following the training, the individual will be competent and skilled and able to do his duties. Training may take a few days or several weeks, depending on the sort of duty they perform  (David, 2022)

Figure 01: Training Process  (GEEKTONIGHT, 2021)

Needs AssessmentThe first step in the training process is to evaluate the need for employee training. It analyzes what the organization's long-term needs are, and what the company expects of its people.

If there is a mismatch between the skills and knowledge required, it means there is a learning gap. To assess this learning gap below three elements is closely examined.

1. Organization analysis: An analysis is done on the organization's goals. An organization's desired outcome is compared to how it employs its resources to that purpose. The internal and external environments of organizations are also taken into account.
2. Operation Analysis: For a task to be completed effectively, a variety of different tasks must be combined. Operation analysis focuses on the necessities, aptitudes, expertise, and attitude needed to carry out the task successfully.
   
   
3. Person analysis: It is evaluated to see if the employee's performance is satisfactory and if he is capable of achieving the organizational goal.

2. Defining Training Objective

   The learning target should be defined by organizations when the learning gap has been determined. The training structure is based on the  objectives of the training.

   Hence determining the training objectives gives a direction to the entire learning program.

3. Designing a Training Program

   Once the objective of the training program is determined, It's time to look at the elements that need to be taken into account while developing a training program.

   1. Who will be the trainer: The qualifications and experience required for effective training should be taken into account when selecting the individual who will lead the program. Supervisors, academics, businesspeople, HR professionals, consultants, etc.
   2. Who needs to be trained: To bridge the learning gap, it must be determined who needs to receive training. It may be based on a person's own motivation or a supervisor's recommendations from the HR department.
      
      
   3. Training Methods: Trainer should have complete information about the participants and their profile so that he can choose the learning methods that best suits their requirements. The training content is prepared based on the specific areas that need development.

   Implementation of the Training Program

   Refers to carrying out the training schedule. A proper learning environment should be established. It should ideally be a collaborative approach, and the trainer should encourage role-playing and interactive games to keep the trainees motivated.

4. Evaluation and Follow up

   The purpose of training assessment is to determine whether or not the training's goals and objectives have been met. The participants must provide feedback on the training's outcomes.

   Asking the supervisors if the participants are using the skills they learnt in the learning program on the job might be done as a follow-up.

5. The Benefits of the employ Training

6. 1. Reduce Employee Turnover

7. 2. Reduce Layoffs

8. 3. Improve Employee Engagement

9. 4. Gain a Recruitment Tool

10. 5. Increase Productivity

11. 6. Improve Team Functionality

12. 7. Build a Competitive Advantage

13. 8. Prevent and Address Skill Gaps

14. 9. Build a Talent Pipeline

15. 10. Enhance Management

16. 11. Reduce Reliance on Contractors

17. 12. Increase Employees’ Sense of Security

18. Conclusion:

19. In every organization, training and development is viewed as a growth strategy. The organization has embraced it to close the skills gap that exists between current opportunities and talents. These training programs definitely improve an employee's skill set, efficiency, productivity, and opportunities for professional advancement.
20. A combination of intellectual, practical, and collaborative activities is required for effective training. An employee can pick up as much knowledge from working with an experienced technician .The ultimate objective of the company's training and development plan is to create workers who can give your business a competitive edge, whether those workers are in sales, manufacturing, logistics, or management.

21. Reference:

22.  David, B., 2022. Procedures in Training Employees. [Online]
    [Accessed 15 11 2022].
    Available at: https://www.geektonight.com/training-process/
    [Accessed 15 11 2022].
    Available at: https://smallbusiness.chron.com/procedures-training-employees-42799.html
    [Accessed 15 11 2022].
    Available at: https://www.slideshare.net/WelingkarDLP/effective-hr-training-dev-strategies
    [Accessed 15 11 2022].

    Available at: https://smallbusiness.chron.com/procedures-training-employees-42799.html
    

    GEEKTONIGHT, 2021. 5 Step of Training Process & Systematic Approach. [Online]
    

    Oster, K. v., 2022. Training & Development Affecting Company's Business Strategy. [Online]
    

    Slideshare, 2012. slide share. [Online]