The advantages and disadvantages of training and development are many. It is very important for business to view both when implementing a new training and development program. The disadvantages of these programs can include; wasting time and money, increase stress on all involve, too much of theory than application, loss of interest on both employees and employer’s behalf, leave for new job, time requirements, and control of training. With this amount of disadvantages, it may be hard to see the value in training and development programs at all. But the advantages far outweigh the disadvantages. The first thing to remember is that successful employee development is based on a progression of benefits. These start with advances in an individual’s performance, which then transfer to his or her localized workplace, which then eventually result in a positive influence on
Training & Development 7 the whole business. The size or scale of that impact is not necessarily important. So long as it is positive and significant. The next point to consider is that assets used in the development activity must be used intelligently. So, evaluating the benefits of employee training is not just about feedback from a training exercise. Such feedback may specify that people enjoyed the activity or felt it was useful, but executives must look beyond that. Eventually, the real benefits of employee training lie in the transfer of learning into the workplace. So feedback must also assess such things as what has been learned, how it is being used, and what impact it is having at work. In order to perform, employees need to be clear on what is expected of them. Agree with them what goals they are working towards, give them regular feedback on how they are doing, and show them the results their efforts are achieving. Results aren’t necessarily just about money and financial targets. They are the outcomes of whatever goals have been set. These can be improvements in process, time-keeping, customer satisfaction, employee satisfaction. Results provide the measure of success, answering the question: how do we know if performance has improved? Only then will we gain clarity about the benefits of employee training. Assigning an importance on results assists to connect training and development activities to performance. Of course, effective managers will want to know how well a particular workshop or course has been delivered. Nevertheless, it’s far more important to assess how the skills and knowledge gained from those activities have been applied. Then, perhaps more significantly, assess the impact they have had. The real advantages of employee training are not automatically what people learn, but what they do with what they have learned during the training and development process.
Training & Development 8 References site, E. a. (2017). Allencomm . Retrieved from allencomm.com: - employee-training-and-developement site, E. a. (n.d.). hrcouncil.ca . Retrieved from hrcouncil.ca/hr-toolkit/learning-ready.cfm site, E. a. (n.d.). Learning, Trainging and Development . Retrieved from hrcouncil.ca: hrcouncil.ca/hr- toolkit/learning-implementing.cfm
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