Training and Development

Published 14 Jun 2017

Table of content


The training conducted in most organizations improves skills and workability of employees especially the new ones (Pont, 2003). It can be done by non members or internal members, who are experts in order to transmit the expected skills or knowledge to improve/ up-grade in their working organizations (Keller, 2005). Every company should look forward to training all the employees because lack of sufficient and more required skills mostly the recent ones exposes the company to be back-dated hence conducting their services by use of out-fashioned techniques (Griffin, 2007). Lack of skills can cause a low profit income in the company and inhibit the fame of being top leaders in other nations. Trainings mostly dealing with improvement of skills should be highly emphasized rather than training basing on soft skills.

Challenges of unskillful workers;

It has been noted that most companies are facing the problem of lack of well educated employers, especially in this modern world of technology that is changing now and then hence demanding new skills and production methods. In most circumstances several companies faced by such challenges tend to recruit new members to fix the problem, but the effort is often stymied by unqualified candidates (Keller, 2005).


The only medicine to curb this problem is by offering training sessions to workers. It can be conducted by internal members or external members. Diverse training can be a better program in this plan which will discuss more on human rights in work or anywhere else, ethics, relationships in work place and how to handle conflicts (Griffin, 2007). The training program can only be made effective by the management with the aid of all the head of department who will help in narrowing down the specific topics to be discussed and any other agenda to be included (Pont, 2003).

Reasons for training

  • When there is a need for improvement in performance
  • If a new product is being introduced
  • If there is a new technique/technology in the market
  • When the management wants to examine new performance system of management
  • The training can just be part of general professional development


  • It improves the workers skills and adds knowledge (Keller, 2005).
  • Lowers the rates of employees turnover
  • Increases production thus increasing profit
  • Improves the organizations image therefore advertising the organizations products
  • Opens new opportunities to use and cope up with the modern technology
  • It motivates and uplifts the workers morale
  • It raises efficiencies in production thus the end results become excellent (Griffin, 2007)
  • It enables in the management of risks
  • There is job satisfaction
  • It enables people to get along with each other and be able to solve misunderstandings
  • There is safety in handling machines and tools
  • It facilitates a smooth flow of communication
  • It uplifts the organization to another threshold of performance so as to operate new tasks in future

When starting a training program the management should know that every program must begin simple but cater for the needs or requirement of the company. The management should follow up the plan while sticking to it for the benefit of satisfaction (Keller, 2005). The plan might change on the way but the focus should not be lost. Once the plan is set it becomes the final results instead of the means, it can also be an overall direction while the actual treasure evolving from implementing this plan becomes the basics one attains (Griffin, 2007). To achieve the whole basics one must be willing to go through a process. Lay down some basics like;

the entire end results expected to be achieved through implementing
describe the way forward after the activities learned from the plan
the methods or techniques to be used so as to attain the objectives
documentation or prove to be shown after the learning sessions

Finally evaluate the quality of prove to determine whether some of the major objectives were achieved. Williams institute for ethics and management; as it focuses on major decision making, responsibility and accountability of individuals this training can be of great help in organizations (Pont, 2003). Workers will become more informed and responsible towards their own thoughts (Griffin, 2007). This in return will motivate the workers to be more innovative, self dependent, intelligent and change their perception towards work and life in general (Keller, 2005).This program can be applied in most organizations where effective communication has lost its meaning.
In conclusion, In order to communicate effectively code of ethics is essential.

Workers whose communication style is ineffective can be advised to learn more on the skills of communication or the company itself can organize a training program not only for specific individuals but for the entire organization. This will help to improve communication from top management to the lowest subordinates.


  • Griffin, R. (2007). Fundamentals of Management, 5th Ed. London: Cengage Learning.
  • Keller, P. (2005). Six sigma demystified. New York: McGraw-Hill Professional.
  • Pont, T. (2003). Developing effective training skills, 3rd Ed. New York: CIPD Publishing.
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