Benefits Of Training And Development

Introduction

In an organisation Human Resource Management plays a vital role as most of the activities effectively perform by them so that organisation executes their activities in an effective manner.  In the success of the organisation HRM plays an important role as various activities such as selecting and recruiting, employees training and development program, resolving employee’s issues, etc. performed by them in an effective manner. In this paper I will discuss about two topics such as Employee Relation and Training and development as both activities are performed by the Human Resource Management.

Topic 1: Training and Development

Introduction

In context to the topic “Training and development” I effectively choose the GE organisation as how training and development provide effective benefits to their respective employees as well as to the organisation. Training and development is the effective program which get render by the GE to their respective employees. Under this program they effectively include the new employees as well as old and experienced employees. Training and development is the effective program performed by the HRM department in order to enhance the performance of their respective employees and it is highly concerned with the organisational activities. There are three main activities effectively get emphasised under this program such as Training, Education and Development (Aguinis, Gottfredson, & Joo, 2012). Under training program HRM effectively train the employees in such areas where they are weak or not able to perform effectively. Under education HRM effectively provide the knowledge to their respective employees in order to enhance their knowledge according to the need of the organisation. In the development process HRM effectively evaluate their skills in order to make proper development related to their knowledge enhancement and other development as after this he/she become more beneficial to the GE organisation (Renwick, Redman, & Maguire, 2013).

Human resource management of GE is effectively working over providing training and development programs to their respective employees in order to enhance them according to their need. They effectively provide these programs to their new hires in order to make them prepare according to the activities performed by the GE operations on the regular basis. There are various activities performed by the GE organisation and in context to this they also provide effective training and development program to their existing employees in order to develop the experts and specialised personnel’s for their respective process (Albrecht, 2013).

For GE organisation training and development programs plays a effective role as it provide various benefits such as enhancement in knowledge among employees, improve the knowledge of the employees in order to execute the activities, lead to increase in the efficiency of the employees, etc.

Benefits of Training and Development

1.1 Enhance Knowledge

As per the Siemens case study over the training and development it is effectively observed that it effectively enhance the knowledge of the employees. Training is provided by the Human resource management to their respective employees in order to make enhancement in their knowledge so that they effectively perform their activities in an effective manner. Training is required for the purpose of enhancing the skills of the employees. HRM effectively provide the training to their respective existing and new customers. They provide training to their new employees in order to make them aware about their working procedures and the patterns of working. And for existing employees they effectively provide training order to enhance their skills. By arranging training and development program for their employees HRM plays a vital role in an effective manner (Bakker, Albrecht, & Leiter, 2011). HRM department also take care of the training needs and make proper arrangements in order to provide effective training to their respective employees.

On the other hand according to the Rise and Shine case study over the training and development it is observed that giving trainings to the employees didn’t enhance the knowledge of the employees. As per the case study it is discussed that HRM department effectively give the trainings related to their requirements only. HRM department arrange such training and development programs for their employees which help in enhancing their skills according to their work requirements. In order to execute the activities properly they provide trainings (Alfes, Shantz, Truss, & Soane, 2013). The knowledge which is provided by them is related to the process only so it is said that there is no effective enhancement in the overall knowledge of the employees. As per case study in the training sessions employees get to know about the effective procedures in order to execute their assigned activities in an effective manner so that they effectively increase their production.

1.2 Improve Performance

As per the leadership case study over the training and development it is observed that giving training to the employees effectively help them in order to improve their performance. Employees effectively enhance their performance as they can apply their learning’s which they get in the training sessions. Due to lack in the performance HRM department effectively arrange the training and development programs for their employees in order to make them capable for the purpose of enhancing them in an effective manner. Training is essential required as it put emphasis over such parameters which effectively enhance the skill set of the employees (Berg, Wrzesniewski, & Dutton, 2010). With the help of the trainings there is effective improvement take place in the performance of their respective employees. In training programs trainer effectively focus over the important key points which are effectively lacking by the employees. By reviewing and effectively following key features highlighted by the trainer effectively helps in improving the performance of the employees (Boselie, 2014).

On the other hand as per the Marketing case study over the training and development program it is observed that training didn’t help out the employees in order to improve their performance. HRM department effectively analyse the requirement of the employees and arrange the training and development program for them but it is observed that in the training program they not put their emphasis effectively. They didn’t show their interest in getting the learning’s from the training programs because as per the employees trainer effectively discuss about their working which they are doing regularly and due to this factor they didn’t show effective interest in attending and gaining the required information by the trainer (Christian, Garza, & Slaughter, 2011). In the training session trainer effectively share their views theoretical which can’t be grabs easily by the employees and it is also assumed by the employees that the lessons provided into the training session didn’t work effectively in the real world or in their activities.

1.3 Increase in the efficiency

As per the case study of the Siemens it is observed that giving training and development program effectively increase the efficiency of the employees. Training programs effectively help out the employees as they get the proper assistance from the trainer in order to enhance their efficiency in an effective manner (Costa, Passos, & Bakker, 2014). HRM department effectively analyse the need or lacking of their employees before arranging the training programs and during the training sessions trainers effectively talk about their weak points so that they effectively enhance their skills in an effective manner. Employees get the effective key points or effective learning from their trainers in the training sessions which they follow in an effective manner in order to remove their weak points.

On the other hand as per the case study of the Marketing it is observed that training and development didn’t help in increasing efficiency of the employees. Employee didn’t make the effective use of the training and development programs provided by their HRM department as they show their interest in it (Crawford, LePine, & Rich, 2010). Employees didn’t make effective use of the training sessions as they didn’t attend the training sessions seriously because in the training sessions trainer share effective key points related to their regular process activities. Training didn’t help them out in order to enhance the skills of the employees.

Conclusion

In the end I like to conclude that training and development programs plays a vital role in an organisation as it help out the employees in order to increase their efficiencies, enhance their knowledge as well as improve their performance. HRM department effectively search out the need or requirement of the employees and arrange the training session for their employees in order to enhance them in an effective manner (Demerouti & Cropanzano, 2010). But it is not necessary that only giving training and development session doesn’t increase the efficiency of the employees. HRM department effectively arrange the training sessions for their employees but it is up to their employees to improve their efficiency and performance with the help of the training sessions. Trainers effectively share the information in an effective manner which is important for their employees but as per the employees there learning didn’t work in the real world or it is related to their production activities in an effective manner. In the training session trainers effectively share theoretical knowledge which is hard to retain for employees (Hackman & Porter, 2014).

Topic 2: Employee Relation

Introduction

In an organisation there are effective number employees are working as they are the one who perform the activities in order to achieve the set goals and objectives of the organisation. These employees effectively work together in order to achieve the common goal of the organisation and these employees effectively considered as the assets of the organisation. There is effective requirement of making effective relation with their respective employees in order to strengthen their base of loyal employees (Bouskila-Yam & Kluger, 2011). Employee relation is required effectively for the purpose of getting effective results or attains effective success in the market. In order to build the base of the loyal and satisfied employees there is an effective need of building effective relation with their employees. Managers or leaders play an effective role in order to build effective relation with their employees. With the presence of the effective relation among the employees and the managers the ratio of the conflicts effectively gets reduced in an effective manner. It also increases in the production process. In order to execute the activities there is an effective need employee as without employees it is not possible to execute their activities in an effective manner (Hackman & Porter, 2014). Each and every employee effectively attains certain level of relationship with their peers at their respective workplace. The relationship can be warm, strong, so-so, etc, depend on their bonding. Employees effectively share their views or feelings with some of their colleagues and it effectively provide a friendly working environment. The effective and healthy relation of the management with their employees effectively motivates them for a longer time period and plays a vital role in enhancing their confidence level as well as morale. With the presence of the healthy relation employees effectively tries to give their best in order to achieve the set targets in an effective manner. The healthy employee’s relation effectively spread the positive environment at their working place and all the employees perform their activities effectively and execute their assigned tasks in an effective manner (Osborne, 2013).

Benefits of Employee Relation

2.1 Employee Loyalty

As per the case study of the Business ethics over the employee relation it is observe that employee relation effectively enhance the loyalty of the employees. The effective employee relation effectively builds the trust among the employees which help them out in order to achieve their set targets in an effective manner. Employees effectively share their views and build effective communication among the peers which help them out in building effective understanding among them (Madsen, John, & Miller, 2010). With the presence of these activities there is effective enhancement in the relation among them which effectively enhance the term loyalty among them. Employees effectively share their views and ideas with each other in an effective manner.

On the other hand as per the insurance case study over the employee relation it is observe that employee relation didn’t effectively increase the loyalty of the employees. As per the study it is observed that some employees having effective relation with their management but with this effect there are few employees available who effectively get jealous with them. The factor of the jealously put an adverse impact over the loyalty. Some of the employees have effective relation with their peers and when one of them leaves the organisation others also leave the organisation effectively (Madsen, John, & Miller, 2010).

2.2 Conflict reduction

As per the case study of the recruitment and selection over the employee relation it is observe that there is effective reduction take place in the conflict ratio. As per the case study it is observed that there is an effective reduction in the recruitment and selection of the new resources as the rate of attrition get decreased in an effective manner. Due to the effective employee relation there is an effective relationship build among the management and the employees. Employees effectively share their views and feelings in an effective manner with their peers and it effectively enhance their relationship. With the availability of the positive working environment employees effectively share their views and with this effect there is an effective reduction in the conflicts (Hewitt, 2013). The main reason of the conflicts is miss-match of thoughts and difference but due to the presence of the positive environment they effectively share their views and reduce the chances of getting conflicts.

On the other hand as per the HRM case study of Taj people philosophy in context to the employee relation it is observed that there is no such reduction takes place due to the effective employee relation but instead of this there is effective increase in the conflicts. Employee having effective relation with their management and due to this fact there is effective chances of conflicts take places as the views of such employees didn’t get match with others and effectively create the issues. Effective employee relation with the management creates a significant gap among the other peers or colleagues due to which there is effective differences get created among their understanding. With the presence of such employees the working environment effectively becomes unhealthy or unfriendly and employees are not able to understand each other’s point of views or didn’t welcome the recommendations or suggestions which effectively lead to increase conflict rations (Hewitt, 2013).

2.3 Increase in Production

As per the case study of the recruitment and selection over the employee relation we effectively observe that there is an effective increase in the production of the organisation. There is a simple logic behind that with the availability of loyal and satisfied employees there is effective increase in the production of the organisation. The loyal customers effectively perform their activities and execute their assigned tasks in an effective manner. The loyal employee’s effective assets for an organisation as it will effectively help in achieving the set targets in an effective manner. According to the theory there is effective increase in the production as their employees effectively perform their activities and help out the organisation in order to achieve their set targets. There is an effective impact of employee relation over the production of the organisation and execute the activities in an effective manner (Crawford, LePine, & Rich, 2010).

On the other hand as per the HRM case study of Taj people philosophy in context to the employee relation it is observed that there is no such increase in production level in the organisation. Instead of increase in production there is effective decrease in the production level as the employees are not interested in executing their assigned tasks as they feel that they are overburdened with the work and other employees who has effective relation with the management didn’t need to execute such amount of production. With this thinking there are many employees available in the organisation in an effective manner. And in the presence of such employees there is effective reduction in the production level of the organisation. As they effectively influence others also with their thinking. They make unnecessary comparison with the employees and create unfriendly working environment in which the views or opinions didn’t get preferred who has effective relation with the management (Bouskila-Yam & Kluger, 2011).

Conclusion

In the end after the whole discussion over the case studies there is an effective conclusion made that employee relation plays an important role in the functioning of the business organisation. With the help of the effective employee relation there is an effective reduction in the selection cost. The ratio of conflicts also gets reduced effectively as there is an effective communication takes place among the employees and along with this there is effective understanding among the employees (Costa, Passos, & Bakker, 2014). With the reduction in the conflicts there is an effective increment in the production level. There is effective flexibility and positive environment provided by the employee relation which effectively helps in increasing the productivity of the organisation. But along with this according to some case studies it is also concluded that with the effective employee relation there is an effective chances of increase in the conflicts as some of the employees get jealous with the effective relation among the management and his colleague and this will get convert into the conflict. Due to this factor there is an effective decrease in the production as they didn’t put their focus towards their work. They make comparison among the employees which also put an adverse impact over the production of the organisation (Costa, Passos, & Bakker, 2014).

Conclusion

In the end after the whole discussion I would like to conclude that in an organisation Human resource management plays an effective role. There are various effective benefits rendered by the HRM in the success of the business organisation. As per the analysis of the case studies there is an effective conclusion made that HRM department effectively provide the training and development program for their respective employees in order to enhance their skills and make them develop. With the availability of the employee relation there is an effective enhancement in the employee loyalty, increase in production and effective reduction in the conflicts. But there are few case studies are also available which put emphasis over such points such as training and development programs not able to enhance the efficiency of the employee or not able to improve the employees performance or increase the level of the production. Along with these employees relations didn’t able to maintain employee’s loyalty.

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