Introduction
Training refers to the process of developing skills and knowledge of a set of people with an objective of helping them improve and excel in a particular domain. It is an important element that helps in building skills and helps a firm become extremely competent. It is a useful tool in developing HR resources and enables an organization to innovate as well as grow even in times of stiff competition.
Literature review
The first article reviewed is titled, "Competency Capers" by Little (2004). The article talks about the competencies that are created as a result of training in an organization. Innovation and change also require employees in organizations to be able to smoothly transit from one stage to another and adapt to new ideas. This requires training and only training can help prepare employees from the strategic point of view to face the future challenges of businesses. In this way it is possible for an organization to develop competencies.
The next article reviewed is titled, "Knowledge means business” by Cooper (2000). This article explains how training can add to knowledge and how that can in turn lead to better business development. This can be imbibed in the employees through training. They can also be trained to work together as team and share knowledge as this helps create synergies which can then be useful in the process of innovation, learning and change as well. In this way training professionals have an extremely important role in the process of synergizing change and innovation in organizations as they can teach the employees to share knowledge as well as innovate beneficially to the organization. Several writers have explained that training professionals play an extremely important role in case of innovation and change. Cooper explains that knowledge sharing is extremely important for a business and so training for knowledge sharing becomes extremely important in an organization.
The third article reviewed is titled, "Training for Enterprise" by Gibb (2004). This article is focused on developing research to understand the correlation between training and innovating ability among the employees. It aims to explore some of the training processes as well as training strategies used by training professionals in different organizations and understand the role that training professionals play in preparing employees for the future challenges of the business through training them for innovation and change in an organization.
The fourth article is titled, " There are two sides to every story: Innovation and collaboration within networks of large and small firms’ by Lawton, Dickson, and Smith (2005). This article explains how innovation and collaboration go hand in hand and how they can be correlated. As sharing of knowledge is not a regular practice in current organizations and yet a challenge as well as a change that is essential for future competitiveness of an organization. So, he explains that it is extremely important that training professionals train the employees to share knowledge, adapt to change as well as to innovate. In this way it will become possible for organizations to prepare for change and innovation through the support of training professionals.
The fifth article titled, "How Strategists really think. Tapping the power of analogy." by Culkin and Rivkin (2005) explains that there is a lot of strategic importance obtained by ensuring that training is imparted to the employees in order to create assets. They have explained that training and education is extremely important in case of smaller businesses as well, mainly because of them being crucially dependent on innovation in terms of ideas as well as processes for their survival. In this way training professionals in large as well as in smaller enterprises play a vital role in increasing the competitiveness of an organization as their efforts to train the employees to share knowledge and innovate can help the organization propel in terms of competencies and competitiveness as well as improve its market position to a great extent
Seshadri, and Tripathy (2006), in their article, “Innovation through Intrapreneurship: The Road Less Travelled”, explain that there is a need for training in order to facilitate better levels of innovation. It is one of the most important employee values that a firm looks at possessing in order to prepare strategically and so training employees in an organization to develop themselves in several ways for innovation, change and collaboration is extremely important and this role is played by training professionals. In this way training professionals play an extremely important role in the present day organizations.
The next article reviewed was “Staff recruitment, selection and retention in family-owned small business” by Leone (2008) where in it has been explained that it is extremely important that the focus remains on training for retention and innovation. Training professionals train through several standardized as well as customized training sessions where in they help the employees understand that change is essential for a business to survive and changes in the organization will require them to develop several innovative skills in order to remain useful to the business as an asset.
The last article reviewed was titled “Organizational Blueprints for Success in High-Tech Start-Ups" by Baron and Hannan (2002) where in it has been explained that training is crucial. These techniques help employees develop the required innovation skills and this helps them implement innovation in their work by thinking about innovating processes and products in the organization which can not only help improve efficiencies but also help create a stronger and growing an organization. Training professionals aim at developing and designing as well as delivering their training programs in such a manner that they can instigate the habit of thinking differently in the employees and also help them develop several other skills like team building for the purpose of handling change through knowledge sharing. Cases, role play, situation handling and team activities are some of the common methods used by training professionals for the purpose of training employees for change and innovation. Only training can help prepare employees from the strategic point of view to face the future challenges of businesses. In case of innovation it is important that employees are able to think from several different perspectives and so it becomes extremely important to ensure that training is provided.
Conclusion
It explains that training is an extremely essential element in case of developing skills for innovation and change management as well as sharing of knowledge in a business organization. This explains through the examples of firms and through the definitions and explanations given by several authors that training professionals can boost the growth of an organization by creating the right atmosphere at work for innovation and helping the employees build several essential skills for innovation. In this way it is important that employees are trained for innovation. In my opinion training professionals play an extremely important role in the development of innovation skills and knowledge sharing habits in an organization and this becomes further more important as organizations prepare themselves for the future challenges of the business which come in the form of growing levels of competition. Training refers to the process of developing skills and knowledge of a set of people with an objective of helping them improve and excel in a particular domain and this is crucial in present times of competition.
Training professionals train through several standardized as well as customized training sessions where in they help the employees understand that change is essential for a business to survive and changes in the organization will require them to develop several innovative skills in order to remain useful to the business as an asset. These techniques help employees develop the required innovation skills and this helps them implement innovation in their work by thinking about innovating processes and products in the organization which can not only help improve efficiencies but also help create a stronger and growing an organization.
References
Baron, J & Hannan, M. (2002). Organizational Blueprints for Success in High-Tech Start- Ups: Lessons from the Stanford Project on Emerging Companies. California Management Review, 44, pp. 8 – 36, Retrieved from EBSCOhost.
Culkin, G. G, & Rivkin, J.W. (2005). How Strategists really think. Tapping the power of analogy. Harvard Business review, 83(4), 56-63
Cooper, A. (2000). Knowledge means business. paper presented to the Future
Frontiers and the Knowledge Economy Conference. London, June.
Gibb, A. (2004). Training for Enterprise, The Role of Education and Training in Small
and Medium Enterprise (SME) Development. Durham: Durham University Business
Lawton S. H., Dickson, K. and Smith, S. (2005). There are two sides to every story: Innovation and collaboration within networks of large and small firms.
Research Policy 20, pp 457-68.
Leone, C.C. (2008). Staff recruitment, selection and retention in family-owned small business, Southern Cross University e Publications, pp. 14-254. Retrieved from Google Scholar.
Little, B. (2004). Competency Capers, Business source, pp. 490-86
Seshadri, D. & Tripathy, A. (2006). Innovation through Intrapreneurship: The Road Less Travelled. Vikalpa: The Journal For Decision Makers, 31(1), pp. 17-29. Business Source Complete. Retrieved from EBSCO host.
