Training and Development Requirement of an Organization - Literature review Example

Leadership Teamwork of the Introduction Only few would disagree to the fact that one of the most vital challenges being facedby the third world is the training and development of people. This challenge is not constrained to only third world countries, but the issue of training and development is also faced by thousands of professionals from the developing world as well (Appelbaum & Fewster, 2003). In the similar way, training consultants from developed countries and west are struggling to find solution to the question: what are the most appropriate training and development activities that a company must undertake and the extent to which it is applicable to a particular situation? Research studies have shown that proper training and development acts as a great tool for a company’s overall growth and development. Apart from that, it is also crucial for the growth and development of the individual team members. According to Aguinis & Kraiger (2009) training and development is probably the most critical element that facilitates human development and transfers of technology. Echoing the same statement, Rosenberg (1999) enumerated that the changing paradigm of business environments and pragmatic technological shifts is compelling organizations to make drastic changes into their system of operation. Failing to gauge and adapt to the changes, might lead a firm towards failure. Hence, it is an imperative task for the companies to offer adequate training that will eventually enable them to strengthen their market position (Burke, 2010). Furthermore, the rapid development of information technology is creating a need for the companies to equip the employee with the knowledge of latest information and technology. A number of scholars believe that if a company is not functioning with latest technology and mechanism, it is literally forcing them to fall behind the race (Katkov, 1993). This report seeks to investigate the training and development requirement of an organization and along with that the other tasks include suggesting two key ways in which the proposed teamwork project would affect organizational performance, recommending where the company should set limits on spending and on using company assets for socially responsible projects, predicting the main effect that socially responsible projects could have on the company’s overall bottom line, proposing two approaches geared towards introducing the topic of ethics or ethical behavior in the teamwork training project, examining two aspects of teamwork training that change a person into a transformational leader, predicting possible reaction to a team member’s suggestion of another theme that does not relate in any way to the theme that I have proposed and simultaneously providing a rationale for the responses (King, & Anderson, 2002). 2 Key ways affecting organizational performance The theme of this training program is to impart knowledge on leadership and develop interpersonal skills. It is believed that an individual with sound interpersonal skill, exhibits greater job satisfaction and is also more productive. Now, the current theme of the training is expected to affect the organizational performance in the following way: - 1. The training program will play crucial roles in enhancing the morale and satisfaction levels of the employees. Reports have shown that employees who are happy and exhibits higher satisfaction levels are more productive (Christensen, Firat & Torp, 2008). Hence, it is obvious that focusing more on the development of organizational performance will help the company. 2. This theme of training and development will enhance the communication and listening skills of the employees. Along with that, the deportment and attitude of the employees will be also transformed. Recommendations for Setting Limitations It is important for every company to remain involved in socially responsible activities. This not only increases the prestige and reputation of the firm, but at the same time positively impacts the bottom line. However, excess investment can impact the company in a negative way. For example, if a company continues to invest for socially responsible cause but is not getting the adequate return, it can simply be dubbed as a bad investment from the point of view of a company (ONeill, 2010). Hence, there must be a limitation where must hold back from making more investments. The point which is being discussed can be in the form of financials or can be gauged in terms of acceptance and awareness. In the context of this farm, the company is strongly recommended to set limits of investments in social development works on the basis of financials. A total of 2-4% investment in CSR activities can be a wise decision. However, the company is also suggested to make investment in potential areas where the outcome is more. For example, some of the projects in which the company can make investments are development of the poor, providing education to the unprivileged group etc. Investment is such projects will allow the firm to get confidence of the government as well as the potential customers. Two approaches of introducing Ethics Ethics has always been an important part of business. Business houses across the globe give enormous importance to the notion of ethics and have always worked towards fostering ethics in the internal business environment. Reports have shown that companies with ethical behavior have been able to uphold high levels of transparency (Davidson, 2005). Contradicting this statement, few scholars state that business and ethics cannot function together principally because of the fact that in this immensely turbulent business situation and high competition levels, it becomes difficult to achieve success by complying with ethical guidelines (Gronroos, 2004). Despite that it is necessary to ensure ethical compliance. As a result of that ethics will be given significant space in the training and development activity. Apart from providing lessons on ethics, the trainees will be also provided with various real life cases so as to make them understand, the importance of ethics in business. Furthermore, a new approach towards introducing ethics will be taken in the training and development activities. In this new approach, the trainees will be asked to present their views on ethics and simultaneously justification will be also asked. On the basis of their point of views, new ideas about the importance of ethics in business and advantages a company gets by remaining ethical in the market place will be detailed to them (Hilling, 1996). It is expected that this will increase their level of awareness about ethics. Two aspects of teamwork in Leadership Teamwork training continues to be a significant training and development activity. Its importance is increasing day-by-day. A number of scholars point out to the fact that due to turbulent business environment, companies are actively seeking ways to bring efficiency in their operation and they find team work to be a useful tool. One of the biggest advantages of team training is that it develops the communication skills of the employees and increases the level of coordination. Considering the current business segment, coordination among the team members is extremely important, thus training on team work is justified. Studies have shown that training on team work often develops transformational leadership characteristics among the candidates. Candidates have the tendency of displaying their skills and expertise to others and these kinds of training highly encourages employees/trainees to display their skill sets. For example, an employee sharing their experience about a particular event in the training session and addressing some instruction to other will obviously increase their leadership skills. Another factor that reflects the effectiveness of teamwork training in promoting transformational leadership is the ability of such training programs to enhance morale, motivation levels and coordination of the employees. The aforementioned traits are the fundamental requirements for a transformational leader. Possible reaction to a team member’s Suggestion I have been into the profession of training and development since the last 8 years and as a result of that I have been able to gather lots of experience pertaining to training and development sessions. In the similar way, I have learned numerous new things about the way a training session must be conducted. For this training session also, I doubt that there might be some miscommunication as well as suggestions from the candidates regarding the approach of training and the theme of the training. In this context, the theme chosen by me was providing training on interpersonal skills. However, new suggestion can come from the respondent that is not related to the current objectives of the firm. The approach which I will be taking to make the trainee understand about the immateriality of suggested theme is to showcase him/her how the suggested them will not help the company to serve the purpose. Apart from that I will also make the candidate understand the area where his/her suggested topic can be useful. This approach will not satisfy the candidate but will also increase his/her morale. References Aguinis, H. & Kraiger, K. (2009). Benefits of Training and Development for Individuals and Teams, Organizations, and Society. Annual Review of Psychology. 60, 451-474. Appelbaum, S. H. & Fewster, B. M. (2003). Human Resource Management In The Global Civil Aviation Industry: A Survey And Analysis Of Recruitment And Selection, Organization Development, And Education, Training And Development Practices. International Applied Business Research Conference, 1-18. Burke, W. W. (2010). Organization Change: Theory and Practice. 3rd ed. California: SAGE. Christensen, L. T., Firat, A. F. & Torp, S. (2008). The organization of integrated communications, toward flexible integration. European Journal of Marketing, 42(3/4), 423-452. Davidson, J. H. (2005). The Committed Enterprise: Making Vision, Values, and Branding Work. London: Routledge. Gronroos, C. (2004). The relationship marketing process: Communication, interaction, dialogue, value. Journal of Business and Industrial Marketing, 19(2), 99–113. Hilling, D. (1996). Transport and Developing Countries. London: Routledge. Katkov, A. L. (1993). Organizational Change Management in Russia. Journal of Organizational Change Management, 6 (2), 51-52. King, N. and Anderson, N. (2002). Managing Innovation and Change: A Critical Guide for Organizations. London: Thomson. ONeill, M. J. (2010). Measuring Workplace Performance. 2nd ed. Florida: CRC Press. Read More