Training and Development

TRAINING AND DEVELOPMENT 4

Required and regular training – the training addresses safetyconformity, how to avoid sexual harassment, enrollment to benefits,training on driving skills and orienting workers (Mathis &ampJackson, 2009). It mostly applies when new workers are joining anorganization. The organization ought to make sure that the trainingrelates to the job, which raises issues concerning the criteria andmethod employed in choosing persons for inclusion in trainingprograms. Under this type of training, companies ought to adhere toseveral lawful requirements like the EEO. Hence, the concern ofensuring that all workers are engaged in the training emerges,especially when dealing with persons with disability. Failing toinclude all persons exposes the company to EEO lawsuits (Mathis &ampJackson, 2009). This is a major issue bearing in mind that theinclusion of people with disabilities implies the company having torestructure its training to suit all individuals, which can be verycostly.

Interpersonal and problem solving – it deals with theoperational as well as interpersonal issues. In addition, endeavorsto enhance working relationships within an organization (Mathis &ampJackson, 2009). This type of training addresses communications issuesin an organization. Communication is very important, and personnelneed to be trained on how to relate with each other, which avoidsconflicts and misunderstandings. Personnel need training on writingskills, which may include writing to seniors, partners among otherindividuals. Other issues addressed are team relationships, how tosolve disagreements, coaching skills and evaluation of problems. Whenpersonnel disagree with each other, or when there is a problem in theorganization, workers need to know how to solve the conflict. Toensure an organization has good team relationships, employers musttrain their personnel on how to work together. This is especiallyimportant because of the diversity amid employees in terms of gender,education, and culture.

Job and technical – this kind of training is significant because itimproves the productivity of workers. Depending on the organization,employees may be dealing with people, machines, technology andsystems among other things (Mathis &amp Jackson, 2009). Hence, theyneed training on how to perform their roles. Training issues includecustomer relations training, which is learning how to handle andrespond to the needs of customers. Information about products thatensures employees are knowledgeable about the products they handle,hence avoids possible problems like selling the wrong product tocustomers. An IT system, technology is an important part of anyorganizations. As technology progresses to advance, workers will needto become up to date, as well. It is necessary to ensure equipmenttraining, which informs on how to operate machines and avoidinjuries. Under the training is also recordkeeping andtelecommunications training.

Development and career – the training aims at improvingpersonal and organizational abilities to use in prospect in enhancingorganizational productivity. It focuses on issues involving businesstrends, leadership, how to deal with change, planning professionally,how to manage performance, strategic thinking and leadership (Mathis&amp Jackson, 2009). Business trends keep changing, and as theychange, an organization needs to adopt fast. Thus, organizations musttrain their workers on new business trends, which will ensure thatthey remain ahead of their competitors. Strategic thinking is also anintegral aspect for businesses. Workers that are trained on how tothink strategically employ the skills within the organization, thus,are able to solve most challenges that arise while working on theirown. The training generally focuses on ensuring that workers’skills progress to match the job.

Reference

Mathis, R. L., &amp Jackson, J. H.(2009).&nbspHumanresource management essential perspectives. Australia:South-Western Cengage Learning.