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HRM Workforce Training
Organizations are developed based on their level of efficiency in production and service delivery to clients. Successful organizations often acknowledge the essence of an efficient human resource hence taking adequate considerations to human resource development. To achieve the best out of the workforce, an organization has to demonstrate an interest in training it to improve efficiency and productivity. Organizations have evolved through three main stages. First was the pre-modern stage that was characterized by the use of archaic tools in production. The second stage was known as the modern stage in which job specialization, fragmentation, and division of labour were seen as the key strategies towards achieving a high productivity level. The current stage is known as the post-modern stage; it has come as a result of globalization and a high level of technological advancements. This stage is characterized by intense competition among organizations due to the increased need for them to satisfy the demands of their clients through the provision of excellent products and services. Research conducted on the nature of the current labor market shows that workforce competence and organization development is currently dependent on the presence of a motivated, satisfied, and adequately trained workforce that is capable of providing quality products and services to all clients. Post-modern organizations look at the workforce as a key investment that drives the activities of an organization. As such, workforce training is essential as it empowers the person by giving them the needed skills to boost their performance. Therefore, organizations must consider training as an activity that is relevant only at the workforce level of post-modern organizations.
Post-modern organizations operate in an environment that is characterized by high competition and technological dynamism (Freifeld 2012). To compete favorably in the dynamic environment, it is inevitable for them to develop strategies to perform better as they seek to satisfy their customer's needs. Business performance in the current global economy depends largely on an organization's ability to provide quality products and services. This necessity can hardly be attained without showing interest in workforce development through training. In a typical organizational structure, the top management is perceived to be the driving force of an organization. This idea is slowly shifting as people start recognizing the immeasurable contribution of the workforce to the organization's performance. The roles played by the personnel can hardly be compared to any other; thus, for the sake of clarity, it is important to mention that the workforce is the driving force of an organization. An organization should not be understood in terms of the beautiful structures found in it; it is not identified by the top management officers. The heart of a successful organization lies in the workforce whose level of input can determine its livelihood. Based on this understanding, post-modern companies should consider training as a reserve of the workforce level of the organizational structure. Thus, the discussion seeks to confirm that resource allocation for workforce training is more essential for an enhanced productivity level compared to any other training considerations.
The essence of workforce training can also be observed in the current trends where employees consider the opportunities for career development before opting to join an organization. Employees are aware of the constant changes in the job market that prompt them to keep up to date with modern technologies that characterize the post-modern era (Freifeld 2012). It is obvious that for the workforce to remain relevant in the job market, they have to allocate time for training. It is also essential to note that the productivity level of the workforce is dependent on the provision of opportunities for promotion among other forms of motivation. This means that a highly skilled workforce can help the management in steering the organization.
Many organizations have realized the need for career development through training. They spend large amounts of money on training their employees in a view that such initiatives can enhance better performance. Research shows that the newly recruited employees need much exposure for them to fit well in the organization and to help them face competition with others that are dealing in similar products or services (Johnson 2014). One main weakness has been identified in the human resource development initiatives in most organizations. In many cases, organizations spend many resources for training the top management as they show little interest in enhancing competence at the workforce level. This is one trend that has brought many companies down to their knees as they fail to recognize the role that employees at the workforce level play.
Successful organizations invest in their workforce as it is considered an asset by post-modern organizations. To increase performance and productivity, companies should strive to provide their personnel with appropriate skills through training and regular development. The idea of workforce training is increasingly affecting the field of human resource management. Organizations that seek to increase their performance must find the concept to be highly valuable.
Training entails learning and educating an organization's workforce to have things done differently and more effectively (Hai-Jew 2014, p. 22). It presents an opportunity for its personnel to learn how to become more effective in carrying out all aspects of their work. Effective training helps employees on the tactical and strategic levels of an organization to become strategically unique. It also enables the workforce to acquire skills, knowledge, and positive attitudes that are essential in achieving operational efficiency. Training represents a planned process that helps in enhancing employees' skills, knowledge, and attitude. It achieves this by subjecting them to a learning experience that is intended at making them achieve effective performance.
Although it is not a waste of resources to train the management, organizations should consider developing the current workforce as a way of preparing them for future job responsibilities. The term development has a slightly different meaning from training but they are both aimed at enhancing the efficiency of the workforce. Development is more concerned with preparing employees for future responsibilities. Successful organizations show concern about the need to have a standby workforce with the appropriate skills required to take a higher role in the organization. Post-modern organizations survive based on their ability to ensure continuity of their tactical and strategic competence. Competition has increased the rate of employee turnover to the point that companies depend heavily on their employee's intentions for promotions to take up senior responsibilities (Hai-Jew 2014, p. 23). Thus, organizations need to develop the skills of their workforce so that they do not experience an administrative vacuum whenever there is a need to replace someone or to fill a vacant position with a skilled employee.
Post-modern organizations depend heavily on the competence of the young and innovative workforce. The companies show much interest in the dynamic production abilities of the personnel that enables them to be flexible and capable of taking up different tasks. As mentioned earlier in this discussion, post-modern organizations uphold a high level of flexibility; thus, they consider workforce efficiency to be lowered by specialization, routinization, and fragmentation (Brady et al. 2006, p. 95). The organizations also perceive division of labor to be a drawback in the process of maximizing employee productivity. To achieve the flexibility rate that is expected of the workforce in undertaking activities on tactical and strategic levels, companies need to use effective training as a paramount tool.
Training the workforce makes an organization assured of survival and growth. Companies should not consider training as a move that is solely aimed at developing people. It should be looked at on a broader scale as an initiative that helps employees in the tactical and strategic levels of an organization to acquire the necessary confidence and to be capable of undertaking their jobs more effectively. Training the workforce also shows that an organization appreciates its contribution to the general continued success. As such, it motivates the workforce to apply extra efforts in their future assignments.
Due to technological advancement, new ideas are developed every day. The first people to apply the new ideas within an organization are members of the workforce level. It would be futile to grant more training opportunities to members of a company's top management as they are less involved in the actual application of new technologies. Basically, the top management serves the role of overseeing operations that are driven by the workforce. This means that whenever the workforce is effective in taking up the necessary tasks, the top management will be seen to be successful. Therefore, the management should advocate for more training opportunities to be allocated to the workforce as a way of avoiding any operational inefficiencies. The current business climate and technology affect the economy and the entire society hence calling for a more informed workforce that can effectively adapt to current trends in the labor market (Brady et al. 2006, p. 96).
To enhance workforce skills, organizations can expose their employees to two types of training; the two basic types are hard and soft skills training (Melendez 2004, p. 444). The hard skills training is aimed at helping employees acquire necessary skills so that they show competence in executing technical and administrative procedures that are associated with an organization's core business. This training can be used to target the top-ranked employees in a company. At the same time, the hard skills training can help an organization's workforce to be adequately prepared to participate in the effective running of their company. The main type of training that the personnel should undergo is soft skills training. This type of training targets to enhance employees' personal development in terms of achieving appropriate attitudes and behaviour that is essential for ensuring competence. Soft skills are perceived to be directly related to employees' level of output. A highly trained workforce exhibits appropriate attitudes required for effective production and service delivery. Organizations should also provide a favorable environment for employees to practice the skills they learn during the training sessions, as the best way to develop skills is to practice them under the guidance of an expert.
Workforce training is considered more essential because the performance of an organization largely depends on the effectiveness of its workforce. The personnel is considered the main resource and the basic capital for the company. Human resource professionals acknowledge the fact that an organization can only be as good as the people who work in it are. Any training that is undertaken in an organization is worthless if it does not properly involve employees at the tactical and strategic levels (Melendez 2004, p. 442).
The post-modern era has changed the way organizations operate (Melendez 2004, p. 445). Currently, short-term face-to-face meetings have replaced the long-lasting bureaucratic structures that involved the use of written rules and documented organizational policies. The pace at which companies move is conditioned by the level of competition that presents the need for them to be more active than ever before. Employees need to learn how to quickly bond together as they work in temporary groups before they disengage to take up other responsibilities.
The pace at which organizations conduct their businesses calls for highly motivated and skilled personnel. It is workforce training that helps in enhancing operational effectiveness and efficiency. For instance, training personnel in good communication and teamwork skills can help in empowering them to be flexible and capable of working across various job functions. With relevant training, employees can apply critical thinking skills and act logically in the situation at hand. The current economy requires a workforce that is fast at adapting to change. It is through training that employees acquire the necessary skills to adapt to changes in the post-modern job environment that is characterized by fast-changing technologies (Freifeld 2012).
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From this discussion, it is clear that workforce training is vital for any organization that operates in the post-modern era. The training opportunities should be focused on the personnel due to the vital roles that it serves in any given organization. Dedication to training is taken to be a litmus test that can be used to judge the effectiveness of an organization. Workforce training helps in enhancing job satisfaction, boosting employee morale, increasing employees' capacity for new technologies. It also enhances general efficiency and effectiveness of the workforce training as an effective tool that enables organizations to compete favorably in the labor market; moreover, it helps companies to facilitate and encourage the spirit of teamwork. The trained employees also become more flexible in the job environment by taking up any responsibilities assigned to them. With appropriate training, the workforce feels more confident at work when everyone has the necessary skills; it is through training that the personnel can expand the intellect and personality. It also helps organizations to develop good decision-making and problem-solving skills among their workforce (Freifeld 2012).
Companies that consider reducing the rate of employee turnover as an effective strategy towards realizing their goals must be keen to maintain competent and skilled personnel through training. Workforce training opportunities can be used as a strategic plan for attracting competent workers. This is because potential employees are keen to join organizations that provide for employee development through training; reduced rates of turnover also help organizations to cut on the expenses incurred in recruiting new staff members.
Looking at the workforce level of a post-modern organization as the driving force of the company, it must focus resources on training its employees at the level. Skilled personnel show competence in handling tactical and strategic level activities. Whenever the workforce is capable of delivering its mandate, the top management and all other levels of an organization will definitely succeed.