Training and Developing Employees

Abstract

Due to the presence of global competition and swiftness in changes, there is much emphasis on the social capital values within a corporation. There has been much emphasis on how or ways that can be used to influence more knowledge in this human capital, which are usually employees of the organization. This has resulted in the fact that most companies are investing more in the development and training of their employees to make them more productive and efficient in their duties. This fact contributes to the growth and profitability of the company. The main purpose of training and development programs of employees is to improve the employee’s capabilities that eventually increase business productivity. With the organization's investment in improving the skills and knowledge of its employees, the return on investment is felt or returned through more effective and productive employees. These training programs are primarily focused on individual or team performance, which most companies have realized as a good one in the advancement of employees’ capabilities. Companies that continuously create new knowledge, extending it to the employees of that company and implementing the information quickly in the form of new technologies, can develop new products or new ways of doing business, and they can offer excellent services, thereby increased customer satisfaction. These activities are used in determining whether the company is training towards the constant innovation common in many businesses today. Many companies that have come to realize and embrace the value of training and developing their employees have known for a fact that training of new information is becoming a new key for success. They have also realized that education and continuous development of employees is a crucial key for success and abundance for the company.

Annotated Bibliography: Training and Developing Employees

• Noe, R. A. (2010). Employee training and development. Chicago: McGraw-Hill Higher Education.

In the book, Noe focuses on the training and development of employees and strategic planning in context. Besides, the book outlines the fundamentals that are used in designing training programs. The primary focus of the author is on the training and development methods that can be used in training the employees, and these include e-learning. It further highlights the issue of careers in regards to organizations and how training and development affect the employees’ career as well as how they influence the performance of employees in the organization if not well-aligned towards the company’s objectives. So last, the author discusses the issue of what the future holds in regards to the training and development of employees in any organization.

• Jackson, R. S. (2011). Managing human resources. New York: Cengage Learning.

The author Susan Jackson focuses on various companies and how they can handle successfully the human resource functions of the organization. With successful management of these functions including training and development, companies can effectively compete in a dynamic and competitive global environment. Besides, the book tries to bring out the strong differing organizational themes such as teamwork, diversity as well as global issues. There have been different illustrations from different companies detailing the way they handle issues of managing the human resources efficiently. The book further focuses on different organizations in different industries; sizes and country give the reader more insight into the topic of employee training and development.

• Durai, D. P. (2010). Human resource management. Mumbai: Pearson Education.

In this book, the author has dedicated a whole chapter to the topic relating to employee training and development. He steadily talks about how vital training and development of employees is in enhancing the productivity, efficiency, and performance of an organization. It strategically defines the meaning of training as usually a short-term skill development about a particular job. The book additionally pays special attention and emphasis on the training of employees, especially, the non-managerial employees, and tends to highlight the contributions made by these employees in regards to their continued training and development.

• Azulay, H. (2012). Employee development on a shoestring. Washington: American Society for Training and Development.

This book talks about how organizations need to develop motivated and highly skilled employees that are usually a critical factor in the success of most companies. Besides, it talks about how managers can use devise techniques and tools of implementation and developing members of their team through organic opportunities that are found outside regular classroom settings. It provides an insight to the reader on how to implement employee development methods, which are outlined in step-by-step guidance. Also, it gives an insight into how employees’ development can be tailored according to the specific needs of each employee.

• Lussier, R. (2011). Management fundamentals: Concepts, applications, skill development. New York: Cengage Learning.

The author of this book highlights the topic of employee training and development through a three-step approach. The first step analyzed by the author is the understanding of the concept of employee training and development. Secondly, the applications of new skills are learned through employee training and development. Besides, there is the discussion by the author on how the new skills acquired will be developed within the organizational environment which will be assessed or developed through proven skill-building exercises, models for behavioral assessments, employee self-assessment, and many other group exercises.

• Sims, R. R. (2002). Organizational success through effective human resources management. Chicago: Greenwood Publishing Group.

In this book, the author talks about how employees of an organization are managed to be an important factor of future successes in an organization. The success of an organization as outlined by the author will be measured using the skills it attracts, how it develops the skill using continuous training and development, and the continued retention of its human capital. It additionally talks about how an organization's commitment to employees’ development of abilities and skills is an all-level obligation. The book concludes with a sharp focus on the current challenges, emerging issues, and human resource innovations, which exist within the organizational horizon.

• Victor C. X., & Wang, K. P. (2009). Fundamentals of human performance and training. Chicago: IAP.

In this book, the author discusses the measures and issues that can be used to evaluate human performance in an organization. Also, it provides helpful insights into how to improve the performance of employees more efficiently as well as the effective ways to close the performance gaps that are present in the global economy. The book is filled with innovative ideas on employee training and development programs that can be used to match solutions with the right organizational problems. The author additionally provides a development guide to strategies to improved human resource management in regards to employee training and management.

• Michael S., & Kroth, M. C. (2009). Career development basics. Washington: American Society for training and development. Chicago: IAP.

The author of the book arms the workplace learning professionals with tools, which are necessary for taking advantage of training and development initiatives. These bottom-line benefits are essential in affording the companies with career development objectives, which are primarily focused on employees. This book offers the reader with strategies that can be used to overcome organizational barriers regarding training and development. Moreover, it gives insights on the benefits of these programs that include increased retention rates and even discovery of somewhat hidden talent and skills within the employee population.

• Allison Alexander, B. E. (2013). Building a sustainable workforce in the public transportation industry— a systems approach. Washington: Transportation Research Board.

Allison Alexander addresses and provides a guide-book to contemporary issues about workforce development, retention, and attraction in the various organizations. However, this book specifically tackles the transport sector and gives practical tools with the variety of workforce issues like workforce strategies used to facilitate processes in organization processes, performance metrics, which can be used to measure the impact of the implementation of business performance strategies, which include training and development. The author further includes the tools of benchmarking the organizational processes that allow the continuous improvement of the company. The book is further sub-divided into different modules, each containing strategies used in the training and development of staff.

• Lawrence Gitman, C. M. (2008). The future of business: The essentials. New York: Cengage Learning.

This book is packed with real-life situations, which are important for the reader to be able to have a clear understanding of the impact training and development have on the performance of employees. It is highlighted in this book by using real-life cases. This case presents and highlights the emerging business trends for the management of employees.