Essay Example on Enhancing Skills & Productivity Through Training & Learning

Introduction

The essence of learning and training is based on the need to increase the skills of workers from the training program. As a result, every worker or employee who has to undergo the practice his required to adopt several skills by the end of the training to ensure that the entire training process was essential and useful (Torraco, 2016). In this case, the basic understanding of the process is highly influenced by the nature of the environment where one operates from. For instance, the training and coaching of an employee to handle the use of plumbing tools will highly depend on the environment one operates from. More so, the leaders, in this case, play a vital role.

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The essence of the leaders, in this case, is to help workers identify the leak and improper piping that could lead to the destruction of the entire process. As a result, workers should draw a closer relationship between the training and the working environment for successful integration of the skills from both these sides. During the training session, supervisors have the mandate to engage and help answer the questions from the trainees, a concept that is highly valuable and essential. As a result, the incorporation of this concept helps increase the results from the training, hence making it possible for workers to familiarize themselves with the current working environment.

Strategies to Develop Long-Term Success of Training

Training in the organization is one of the fundamental concepts to help increase productivity. As Umamaheswari and Krishnan (2016) assert, trained employees in an organization play a vital role in ensuring that ranging from design to production, consistency of products is maintained. Never the less, the flexibility of output requires to cut down the entire cost of production, which may be a key feature established by the skills of the employees. In this case, trained employees have a small margin for error, as compared to the new set of workers, who may increase the cost of operation due to higher levels of failure, resulting in using higher quantities of raw materials than the anticipated figure. Through this, leaders are mandated to develop a strategic concept to help hand over skills within the organization from one employee to the other.

The human resource management oversees the entire program of hiring, and making training follow-up, to help integrate workers in the organization environment. As a result, it is essentials to develop one strategic concept to help channel the skills to every member of the organization. The use of technology is one of the essential notions that may be used by the managerial department to help increase productivity in terms of training (Ramdhani, Ramdhani, & Ainissyifa, 2017). Through developing a website or a portal to help improve training practice, where every worker has access, may be essential to help employees increase their performance. On the contrary, the use of the portal is vital to ensuring that workers can keep a closer eye on what they have accomplished in training and what they are yet to undertake.

In the bottom line, the concept of training through the website and the organization portal will help foster the culture of training in the organization, hence increasing productivity. More so, this concept will result in a rigid, coordinated organization that depends on sharing skills to improve performance and productivity.

What Is Being Done to Make Nationwide's Cohort Learning Program Successful

Learning and training in the organization are two basic and essential concepts that every organization should focus on for maximum productivity. Even though the adoption of learning and training employees is one of the critical parts of the organization set up, very few companies have managed to demonstrate the real concept of training and learning critically. Never the less, the idea is even challenging when new tools such as computer programs are introduced to the company. In this case, most of the employees fail to follow a critical and concise follow-up training, due to inadequate training programs, that do not critically assess the minute details but rather focus on the primary areas of the practice. In this case, a lot is swept under the carpet as significant parts of training are not undertaken. However, to ensure a steady supply of skills and training, will entail all vital stakeholders in this sector to join hands and work collaboratively.

The organizations should provide supportive tools to ensure that the training is undertaken sufficiently with every level and stage of training. Organizations should offer regular and optimum training to employees within a specific period to ensure that they are updated with every new technology implemented in the organization. A considerable amount of resources and time should be employed in every organization to help proper training of workers, a state that may be expensive yet effective to the well-being of the organization. As Jehanzeb and Mohanty (2018) assert during training, the organization needs to help show the importance of the job to the workers, a step that fosters the relationship between the two sides, helping the workers to incorporate ideas and the need to have the training. In the bottom line, training is essential to equip employees with skills. However, many organizations are globally recognizing the essence of coaching, as this practice is geared towards increasing productivity, through bringing the skills into the working world, hence increasing the transfer of skills and knowledge to workers.

References

Jehanzeb, K., & Mohanty, J. (2018). Impact of employee development on job satisfaction and organizational commitment: person-organization fit as moderator. International Journal of Training and Development, 22(3), 171-191.doi.10.1111/ijtd.12127

Ramdhani, A., Ramdhani, M. A., & Ainissyifa, H. (2017). The conceptual framework of corporate culture influenced an employee's commitment to the organization. International Business Management, 11(3), 826-830. http://digilib.uinsgd.ac.id/id/eprint/5115

Torraco, R. J. (2016). The early history of the fields of practice of training and development and organization development. Advances in Developing Human Resources, 18(4), 439-453.doi.10.1177/1523422316659898

Umamaheswari, S., & Krishnan, J. (2016). Workforce retention: Role of the work environment, organization commitment, supervisor support and training & development in ceramic sanitary ware industries in India. Journal of Industrial Engineering and Management (JIEM), 9(3), 612-633.doi.10419/188785