University of Phoenix HRM300 Week 4 Individual Assignment

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HRM300 Week 4 Individual Assignment Employee Training and Career Development HRM300

Introduction In any successful business or organization, employee training and career development programs are necessary to build a very strong foundation. In order to properly identify a strong training or development program, it is important to process the various parts. This process includes the definition, methods, successes, HR involvement, and any specific needs involved with a plan. We will define training and development in organizations, describe different ways to train and promote development in the workplace, describe the relationship between organizational growth and success, the role of HR in career development, and finally any employees looking forward to a length future in their career. To start with the process, the first thing to understand is how training fits into various organizations. Development and Training Development and training is one of the most important facets of an organization because it deals with the growth of a company from employee to employee. A company can only really grow if each of the employees slowly grows amongst themselves. In order for a company to grow, the organization must stay current with their competitors with current practices and technology. By definition, development and training is “the official and ongoing educational activities within an organization designed to enhancement the fulfillment and performance of employees” (The Business Dictionary, 2012). Therefore, current employees should be given the opportunity to complete continuing education credits. By doing so, a company ensures that ALL of their employees are on the same page and current with any changing practices. Now, the various methods of training come into play during continuing education. Training Methods When continuing education is used in an organization, they can take a number of different methods to implement any training. These methods include assistant-to positions, committee

assignment, job rotation, lecture courses and seminars, outdoor training, or simulations. Each of these methods provides a unique and different way to bring about training to employees in a company. Assistant-to positions allow certain qualified employees to work for special department managers or department heads to get direct experience from these different people. Committee assignments bring employees to partake in decision making. Therefore, the mid level and lower level employees are given the opportunity to make some managerial decisions that directly affect themselves. Job rotation moves employees to different departments in the company to learn and gain experience from other areas. Lecture courses and seminars require employees to take classes to learn about a new topic or item in the workplace. This can be completed either online or in-person seminars. Outdoor training is usually done by companies on a yearly basis for company retreats that help people with things such as team building activities. Finally, simulations allow employees to run through scenarios of stressful situations to help understand how someone would come under pressure. These various training methods are available to any company to help train their employees. They can all be used individually or with any number of combinations for growth and success. Growth and Training In order for a company to be successful, it is imperative that employees always continue to grow and learn in the workplace. Often times, companies choose to scale back or cut training costs as a way of maximizing the bottom line. However, without proper training employees have no way of evolving into the management the company will need further down the line. According to Department of Labor statistics, companies usually one average only train an employee approximately 40 to 50 hours a year through job mentoring (BLS, 2005). Since this is usually only done through job mentoring, employees lack the standardized training that is often sought out in classroom sessions. However, since training affects employees over a period of time companies don’t notice or understand how a lesser training

budget affect their productivity. If company could realize how much training can increase productivity and effectiveness, it would be important to a company. Training is a worthwhile expense for organizations to evolve. Career Development and HR Careers are very different from person to person because they can culminate over a long period of time. A job history can include information from jobs held, titles earned, and progress or training made over their entire work experience. Therefore, two employees can do the same amount of training and progress throughout a company. However, one employee might be able to move up the corporate ladder in one company while the other moved from different organizations. It is up to the individual to further themselves and improve their own qualifications to get a better job, position, or title. Human Resource Management shouldn’t be responsible for a person’s move up the corporate ladder. Instead, they should offer information for all of the programs for training. In short, they can’t force an employee to partake in mandatory training, but have programs that are available to help an employee progress through the company. However, HR is responsible for ensuring talent, recruiting and retaining employees, ensuring diversity in the workplace, improving quality, and promoting a healthier work environment. Career Reflection As the career of an employee progresses, often times they reflect on how to possibly get to a management level position. If an employee wants to move up in a company after already being a senior level employee, they must ask themselves a number of questions. Can the current company facilitate moving up the corporate ladder? Do they have the infrastructure? Does the company have the proper training programs in place? Does the company have the ability to promote in the first place? Most companies would rather promote people from within rather than paying for high priced talent from

another company. Some companies’ offer in house training, has a training budget, and sometimes offers tuition reimbursement. Conclusion In my current personal career development, my level of education is what is keeping me from being in a complete managerial position. While I am being paid the level of a manager, and I am a supervisor of a number of employees, I need to go outside of the company to have the minimum management and education credits to progress in my company. When I complete my degree, I will be back on track to move up past a senior employee into the realm of management. My pay grade, benefits, and retirement will all move up into the management tier and allow me to actually get paid and have the qualifications of my current position. I see myself being one of the main managers of my office within 5 years. While my company has provided me with years of continuing education at the office, I have to get to an educational institution to move any further. My years in the military also helped to provide me the experience to be where I am today. Due to my on the job experience, I was able to work this position without the proper qualifications.

Works Cited Department of Labor. (1995). Bureau of Labor Statistics: Hours of Training Per Employee by Selected Establishment Characteristics. Retrieved from: http://www.bls.gov/news.release/sept.t08.htm Training and Development. (2012). The Online Business Dictionary: Training and Development. Retrieved from: http://www.businessdictionary.com/definition/training-and-development.html

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