Do You Believe That Training Is The Answer To An Ineffective Department? Critical Thinkings Examples

Training programs can be considered as the solution to an ineffective department as they can help organizations in different ways depending on different factors such as organizational, management, staff, and trainer factors. Learning style and theory are among the other important factors influencing training of the staff and progress of the department. Training can help employees in getting motivation and learning about the primary and secondary duties. Learning and training are important as we are living in a knowledge economy, and getting training for new skills have become an important part of every organization.
Training is often considered as a cost, and poor management team is unable to calculate losses caused by non-trained staff. Usually, non-trained managers and those managers, who think that training is the duty of Human Resources Department only, don’t consider the importance of training. On the other hand, high performance management, which is important for effective department, considers training as an important thing. Good management works on training as a duty and don’t think that training is a control-oriented program.
It is also considered that right type of investment also plays an important role in the training programs. If investment on training programs is not linked to the performance of employees, training can lead to ineffective department. Organization’s success is most significantly predicted by education and training factors as compared to price-to-book statistics, price-to-earnings ratios, and estimations of risk and volatility. It has been found that organizations with higher investments on people have lower turnover of employees, higher satisfaction of customers, and more efficacy of the organization (Delahoussaye, Ellis & Bolch, 2002). It shows that not only training but right type of training program is also important in developing an effective department.

References

Delahoussaye, M., Ellis, K., & Bolch, M. (2002). Measuring Corporate Smarts. Training, 39(8), 20-35.