Management Essay -- Training and Development, Change, Innovation

Training and increase is said to be beneficial for both firms and employees. Why then atomic number 18 some organisations and individuals reluctant to invest in fostering?The question appears to contrive assumptions that some organisations and individuals are reluctant to invest in teach disdain the fact that there are some obvious benefits for both firms and employees with homework and development. This essay will explain the meaning of training and development, highlight the unconditional impacts that training and development have on the performance of employees and organisations, as wholesome as the reason both employees and firms are reluctant to investing in it. Some authors have argued that there is little or no digression between training and development as they are intertwined overlap a lot and can be used interchangeably. Training is a iodin event which is skills specific, while development is an on-going process which enhances peoples efficacy from a present stat e to a future state where higher(prenominal) skills are needed (Armstrong 2006).According to Laird (1978), Training can be delimitate as an experience, a discipline, or a regimen which causes people to gain new, predetermined behaviours (p.9). Alternatively, Laird in his book (19789) referred to the work of Nadler (1970), who defined development as being concerned with preparing the employees so that they can move with the organization as it develops, changes and grows. Development can be on the job and through work experience. The on-the-job method which includes training, coaching, and mentoring (trying to encourage the person doing the job to do it better) is for the purpose of individualized growth. Also, development through work experience is when individuals learn through revolution o... ... more strategically when it can be seen directly to solve major(ip) operational issues. Hence, it should be concentrated more on how to identify and converge customer desires, develop ing skills, enabling individuals to take extra responsibilities, providing success for oversight and increasing all-round competence. I could argue for or against the implementation of training and development in an organisation. Based on academic studies carried out so far, I would suggest that in as much as training and development is an important aspect of Human resources management which is principal to the realisation of organisations goal and objectives, training and development on its own without employee motivation and useful organisational communication would render the whole process a failure and adept to high employee turnover and increased cost for the organisation.