The strategic nature of employee training and development
Training is a company activity, facilitating the employees to require necessary skills in order to cope with the task, that they were hired for (Ekot, 2010). While speaking about the nature of employee training and development, we must first indicate its reasons and benefits (Shaw). Companies often organize training in case of changes in personnel, when they integrate advanced technology or new equipment. Besides, employee training and development can be helpful in creating an effective team. It is also possible to train about a specific issue, peculiar in a definite field. Moreover, an individual professional development program can be developed and introduced. Employee training and development can be helpful to all: companies and employees, a small family owned business and a multinational company if to apply to the necessary areas.
If you are skillful and knowledgeable, you are confident and will always find a job to earn a living. This is the main benefit both for the company and employee. After the training, job satisfaction, productivity and efficiency in work are increasing. Employee turnover is reducing, company image is aggrandizing and financial issues are improving (Shaw). By employee training and development workers are helped to adopt, become more motivated and confident. Besides, in such a way companies run risk management, such as sexual harassment trainings.
The strategy regarding employee training and development
In order to form a training strategy we must know, what our business is and what it should be (Liraz). When we clarify this, we come to the company strategy and objectives, and then can identify its training needs. Here our task is to analyze the company in general: what it does, how it does it and where it is possible to improve. Moreover, one can think of what the company should be in five years and what the ways are to achieve that goal. The company should also assess its financial possibilities in order to invest in exact areas to achieve the best result. After we have analyzed the individual job descriptions, we should consider the program content.
The difference between a small family-owned business and a multinational company in their approach to strategic training and development for employees
A small family owned business differs greatly from a multinational company. The contrast lies mostly in the geography, scope, income, and the number of employees. So then, a small family owned business is aimed mostly to local population and demands, has less income and, thus, possibilities. It was considered that 27% of new small businesses ceased to exist and only one-third provides training for its employees (Dawe, Nguyen, 2007). Here we can make a conclusion they are more vulnerable in comparison with multinational companies. While multinational companies have much income and invest a large amount of the money into employee training and development and as a result are prosperous.
The relationship between training and development, succession planning and organizational success
Succession planning is the process when a company caters for employee development so that they are able to fulfill a function necessary for the company efficiency (Heathfield, 2016). You hire knowledgeable employees, develop their potential and promote them to more challengeable roles in your succession planning. As a result, your company grows its efficiency, increases its income and provides advantageous employment opportunities. Moreover, succession planning gives an opportunity to know who the key employees are in all the spheres of a company. In such a way it is always possible to know who will be able to succeed in a new role or can be promoted.
As far as organizational success is concerned, we may compare it with a Russian nesting doll, which includes successful planning – a smaller piece; training and development – the smallest one. Organizational success depends on successful planning, while the latter cannot do without training and development.
The importance of multicultural/diversity training in organizations
It is no question that each company should recognize and respect cultural differences of its employees. In that case the company is well organized and ensures job well-being. A large number of companies hire employees of diverse cultural backgrounds, inasmuch they realize the benefits of difference in solving problems, ways of thinking, skills and creativity. However, here they cannot do without training. It will help all the employees to find common ground, recognize and respect each other's differences (Kesee). Consequently, they learn to collaborate, intercommunicate and achieve the company's goals.
Labor and employment laws in selecting staff for training and development opportunity
Company managers must consider labor and employment laws to avoid discrimination, they are: “Age Discrimination in Employment Act, Americans with Disabilities Act (ADA), Civil Rights Act of 1991, Civil Rights Act Title VII, Executive Order 11246, Immigration Reform and Control Act, Jury System Improvement Act of 1978, National Labor Relations Act (NLRA), Occupational Safety and Health Act (OSHA), OlderWorkers Benefits Protection Act, Pregnancy Discrimination Act, Rehabilitation Act of 1973, Uniformed Services Employment and Reemployment Rights Act (USERRA), Vietnam Era Veterans Readjustment Act of 1974” (“Developing a Training Plan for Legal Compliance”).
In conclusion we must admit that employee training and development can be helpful to all: companies and employees, a small family owned business and a multinational company if to apply to the necessary areas. In order to define the strategic nature of employee training and development we should indicate its reasons and benefits. If we know, what our business is and what it should be we can determine a strategy regarding employee training and development. A multinational company differs greatly from a small family owned business, which is more vulnerable as occasionally applies employee training and development. Organizational success depends on successful planning, while the latter stands on training and development. Multicultural training helps all the employees to find common ground, recognize and respect each other's differences. Company managers must apply labor and employment laws to avoid discrimination at the workplace.
References
Ekot, E. (2010). Employee Training and Development: Reasons and Benefits. The Legal Secretary Journal. Retrieved 7 July 2016, from http://www.legalsecretaryjournal.com/?q=employee_training_and_development
Dawe, S., Nguyen, N.(2007) Education and training that meets the needs of small business. National Centre for Vocational Education Research. Australian Government. Retrieved 7 July 2016, from http://files.eric.ed.gov/fulltext/ED499699.pdf
Heathfield, S. (2016). What Every Manager Needs to Know about Succession Planning. Retrieved 7 July 2016, from http://humanresources.about.com/od/glossarys/g/successionplan.htm
Kesee, Ch. Cultural Diversity Training in the Workplace. Demand Media. Retrieved 7 July 2016, from http://smallbusiness.chron.com/cultural-diversity-training-workplace-43290.html
Liraz, M. Employee Training and Development. BizMore Business Guides. Retrieved 7 July 2016, from http://www.bizmove.com/personnel/m4d.htm
Shaw, J. Employee Training and Development: Reasons and Benefits. Carter McNamara, MBA, PhD, Authenticity Consulting, LLC. Retrieved 7 July 2016, from http://managementhelp.org/training/basics/reasons-for-training.htm
Developing a Training Plan for Legal Compliance. TrainingToday. Retrieved 7 July 2016, from http://trainingtoday.blr.com/employee-training-resources/Developing-a-Training-Plan-for-Legal-Compliance
