Training & Development Programs: Enhancing Employee Satisfaction in Times of Distress - Essay Sample

Introduction

There exist several training and development programs across the globe that enhance employee satisfaction. With diverse opportunities to choose from, it remains a daunting task to establish a suitable approach to implement to prepare and equip employees with the best talents and skills to perform their duties and feel valued. However, a few remain significantly valid and practicable, especially during socioeconomic and political distress. Using contemporary methods for training and development remains the most efficient outline to assist workers in learning and avoiding attrition (Soltitskaya & Andreeva, 2017). The COVID-19 pandemic has caused most companies across the globe to rethink their training and development strategies to ensure lower employee turnover. The purpose of this paper involves the assessment of e-learning using multi-media activities to train and provide career growth of staff members and prevent attrition due to poor policies on training and development. It further tries to examine the best modern technique that, when implemented by the organisation, will ensure effective, cost-cutting, time-saving, and evading infection of coronavirus amongst employees and trainers.

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Online Training and Development

Online (remote or e-learning) training and development using multi-media approaches has evolved since technology became widespread and easily accessible. Although human interaction persists as a vital element of workplace training, the COVID-19 pandemic requires minimal human contact, thus states a shift in training and development approaches. Computer-based training entails simple text-only schemes to more effective and contemporary complex concepts and information in understandable and readily available methods (Anyanwu et al., 2016). The computer-based training and enhancement approaches include the application of texts, CD-ROM, multi-media, and virtual reality. Alternatively, the use of web-based, videoconferencing, audioconferencing, webinars, collaborative, and e-mail training and development, among others, is essential in preventing the coronavirus pandemic while enhancing job satisfaction and retention at an affordable cost.

Advantages and Disadvantages of Online Training and Development

The advantages of online training and development include their ease of implementation, easy to customise or review, assist employees in building and gaining experience in new skills learned, and very useful in refresher training. The program remains cheap since it caters to a vast number of employees; it remains flexible and engaging (Larsen, 2017). Besides, the program offers a stable platform of training, and the outcomes or level of comprehension is measurable. Online training and development strategies enhance skills and talents of self-directed learners, highly recommended for a vast number of employees, convenient for both time-takers and gifted learners, and ensures standardisation of learning activities (Khan, 2016, pp. 29-46). The approach also provides a hands-on type of learning and development.

The disadvantages or risks involved in this type of training and growth entails trainees having to possess necessary computer skills. The training is also generic hence not customised to participants' computer requirements, or the participants may face intimidation due to technological advancement, making them shy to ask questions (Clarke & Higgs, 2016). Besides, the program may suffer from challenges like poor network coverage, ineffective technology, and inadequate time to access training materials, among others.

Budget Considerations for Online Training and Development

Budget consideration for implementing a training and professional development involves effective planning, such as the expense per employee throughout the training and development session. Another factor consists of the training period and the accomplishment of the goals set for the development program. Scholars suggest that development programs and period increase yearly due to the drastic change in the competitive talent required of each employee (Banfield, Kay & Royles, 2018, p. 347). A projection of development needs and costs is essential for budget scheming; however, natural calamities and economic uncertainty may influence the whole budgeting process. Direct damages include instructor charges, technology needs, hospitality and accommodation requirements, and any other expense that involves direct reimbursement of the costs incurred (Frost, 2016). Indirect damages entail things such as the impact of the development program on the company and the time lost in training and implementing the development plan.

External and Internal Factors That Influence Online Training and Development

The external factors that influence e-learning in using multi-media activities involve the economic, political, legislative conditions, and labour markets. Changes in external aspects, such as technological obsolescence, government policies, and culture and social shifts, may have a profound impact on the workforce. Due to the rapid technological evolution accelerated by the worldwide spread of coronavirus, it is essential to develop a training and enhancement approach that match the evolving occupation needs (Banfield, Kay & Royles, 2018, p. 347). The COVID-19 pandemic has caused the unfavourable financial condition that requires modification of some programs, including the methods of training and developing the workforce. Besides, the hereditary factors like lock-downs and curfews have adversely affected ways of managing practices and development programs of employees.

The internal factors that influence training and development include job-linked attributes and lack of support from the executives and colleagues since there exists a correlation between learning and behaviour. Other internal factors include the psychological conditions of participants, such as motivation, perceived control, self-efficacy, and the veracities of the company's context (Banfield, Kay & Royles, 2018, p. 347). Most companies apply online learning and training to enhance the productivity of their workforce, develop their marketing strategies, enhance their consumer's contentment, and enhance the delivery of their brands, especially during such hard economic times brought about by the coronavirus pandemic.

Conclusion

Personnel management entails a strategic philosophy of increasing employee productivity to realise the economic advantage. A company's workforce remains as the bedrock of a firm since most business ventures rely on human resources for the supply of technical, professional competency, and physical labour that remains essential for planning and executing performance frameworks, programs, projects, and its daily functioning. Training involves an organised review of conduct, character, and skills through practice, career enhancement programs, and planned experience. Various circumstances require diverse approaches in ensuring the achievement of the desired outcome. Natural calamities and economic uncertainties demand that managers act professionally to mitigate against such pandemic. The coronavirus pandemic has affected most businesses and organisations across the globe that requires minimal contact among patrons; it, therefore, calls for the deployment of most effective and progressive approaches to programs such as training and development of employees.

References

Anyanwu, J.O., Okoroji, L.I., Ezewoko, O.F. and Nwaobilor, C.A., 2016. The impact of training and development on workers performance in Imo state. Global Journal of Social Sciences Studies, 2(2), pp.51-71. Retrieved from http://onlinesciencepublishing.com/assets/journal/JOU0015/ART00018/1476860283_GJSSS-2016-2 (2)-51-71.pdf

Banfield, P., Kay, R. and Royles, D., 2018. Introduction to human resource management. Oxford University Press. Pp. 347-360. Retrieved from https://books.google.co.ke/books?hl=en&lr=&id=DY9HDwAAQBAJ&oi=fnd&pg=PP1&dq=%27introduction+to+human+resource+management%27+by+banfield,+kay+and+royals&ots=amtmeDTd9W&sig=BXNlIDovz0biJ4QtO7p52RREcQs&redir_esc=y#v=onepage&q='introduction%20to%20human%20resource%20management'%20by%20banfield%2C%20kay%20and%20royals&f=false

Clarke, N. and Higgs, M., 2016. How strategic focus relates to the delivery of leadership training and development. Human Resource Management, 55(4), pp.541-565. Retrieved from https://onlinelibrary.wiley.com/doi/abs/10.1002/hrm.21683

Frost, S., 2016. The importance of training & development in the workplace. Small Business, http://smallbusiness.chron.com/importance-trainingdevelopment-workplace-10321.html

Khan, A.A., Abbasi, S.O.B.H., Waseem, R.M., Ayaz, M. and Ijaz, M., 2016. Impact of training and development of employees on employee performance through job satisfaction: A study of telecom sector of Pakistan. Business Management and Strategy, 7(1), pp.29-46. Retrieved from https://www.academia.edu/download/52343960/9024-34281-1-PB.pdf

Larsen, H.H., 2017. Key issues in training and development. Policy and practice in European human resource management (Pp. 107-121). Routledge. Retrieved https://www.taylorfrancis.com/books/e/9781315231426/chapters/10.4324/9781315231426-7

Soltitskaya, T. and Andreeva, T., 2017. Training and development of personnel in Russian companies. In Human Resource Management in Russia (Pp. 193-207). Routledge. Retrieved from https://www.taylorfrancis.com/books/e/9781351156240/chapters/10.4324/9781351156240-10