The Benefits of Employee Training

Most organizations have underscored the importance of training, career planning and development of workers. This is due to the costs that come alongside compared to short term benefits and long-term progress of the organization. Viewed as an investment rather than expense, training has a myriad of advantages as well as benefits for any given organization. First off, despite the potential pitfalls
that come along, training and development addresses weaknesses in the organization (Pride, Hughes, & Kapoor, 2012). Most of the employees have some weaknesses in terms of skills that are required in their career. A proper training program creates room for them to strengthen their skills (Pride, Hughes, & Kapoor, 2013). Through development programs, the employees are able to be brought to a higher level so that they are at par with organizational requirements. In this way little or no supervision will be achieved. Additionally, the cost of recruiting as well as time is saved (Cummings & Worley, 2010).
Secondly, training and development as well as career planning offer an organization competitive advantage over its peers. This in turn will create a sense of belonging to the employee thus staying long in the company, reduces the chances of accidents, scrap and any other jeopardy (Pride, Hughes, & Kapoor, 2012). In essence the employee’s personal needs are met and they are then possible to commit themselves to the objectives of the organization (Rothmann & Cooper, 2008). The sum total achievement by the organization in this way will be the boosting of morale of the workers through equipping them with the necessary skills.
The employees are also strengthened in two ways. Firstly, the employees become efficient. Secondly, the employees are able to grow the company. These two combined creates a stable workforce for the organization (Pride, Hughes, & Kapoor, 2012). Additionally through training and development, employees are able to be open and trustworthy to the organization, identify organizational goals, improve their relationship with the management, and helps in development of promotional needs of the employee (Rothmann & Cooper, 2008). On the other hand, the organization benefits since it is able to learn from the trainee as well as develop and nurture leadership skills, motivation, better attitudes and other successful aspects that are essential for managers and employees (Cummings & Worley, 2010).
Career planning on the other hand equally has benefits in organization as training does.  It aids in creating a positive employer branding. This helps the organization attract people as well as a motivation point for those already absorbed into the workforce. It also aids in filling internal gaps in skills and roles (Cummings & Worley, 2010). Through career planning the organization is able to create an internal mobility framework that ensures that employees are given roles they are qualified to handle. This not only helps the organization save on costs of hiring, training but also outsourcing some duties (Pride, Hughes, & Kapoor, 2013).
Career planning and development enables the organization to generate knowledge sharing and retention. The organization is able to retain experienced employees and talent thus creating flow of the knowledge to new employees (Cummings & Worley, 2010). In this way the employees are motivated to work alongside the veterans and learn more. It also helps in the retention of top talents in an organization (Pride, Hughes, & Kapoor, 2013). The benefit of this is that top company values and knowledge is also retained. The valuable individuals get an opportunity to stay on their jobs other than shift (Pride, Hughes, & Kapoor, 2013). Lastly, career planning and development heightens engagement and productivity. Employees who have access to career development, tools and training as well as resources remain engaged and supported by the organization (Cummings & Worley, 2010). As the employees drive their own development they are motivates and become consistently productive. Organizations should be able to invest well in the two tenets of human resource management as they are not only beneficial to the employee but also the organization in general.




References
Cummings, T. G., & Worley, C. G. (2010). Organizational development and change. Toronto: Nelson Education.
Pride, W. M., Hughes, R. J., & Kapoor, J. R. (2004). Business. Princeton, NJ: Recording for the Blind & Dyslexic.
Pride, W. M., Hughes, R. J., & Kapoor, J. R. (2013). Foundations of business. Mason, OH: South-Western/Cengage Learning.
Rothmann, S., & Cooper, C. L. (2008). Organizational and work psychology. London: Hodder Education.