Importance of Human Capital Management
Why is human capital management important in organizations ? Who do you think are the most valuable resource in an organization ? Employees. Individuals who spend maximum part of their day contributing towards the success of an organization are its most crucial resource. Employees can either make or break an organization, truly making them an […]
How to Increase Employee Productivity by Building Learning Organizations
The Link between Organizational Learning and Productivity Learning organizations are productive organizations. When employees acquire knowledge, they learn to actualize efficient and productive ways of working. When they share the knowledge acquired thus, they tend to ensure that other employees are productive as well. When the entire team collaborates and works together, they leverage the […]
How Technology Can Help in Collection of Metrics for the HR Scorecard
The HR Scorecard Relies on Data The HR Scorecard is a data and metrics-driven tool that relies heavily on the collection of such data and metrics. Thus, it can be said that the HR Scorecard thrives on data and metrics. While data can be collected manually which is a time-consuming procedure, it can also be […]
Why Organizations must Encourage Work Life Balance and Why Professionals must Embrace it ?
In our always on and uber networked age where 24/7 modes of working and being “on call” are the norm, it is indeed the case that unless working professionals learn to actualize a healthy balance between their professional and personal lives, there would be many consequences in terms of health, quality of personal relationships, and […]
The Startup Game: Why Do Startups Fail ?
The term “startup” and the ecosystem surrounding it is a relatively recent invention! Although the technical definition encompasses any business that has recently set up shop, the working definition refers to venture capital funded organizations. In this article, we will look at the good old startups. The “mom and pop stores” that have a high […]
The success and failure of an organization depend on its employees, truly making them the brand ambassadors for an organization. It is rightly said that employees can either make or break a brand. Employees ought to be treated with utmost respect by the management to expect the best out of them and for the employees to develop a sense of attachment towards the organization. You just can’t afford to ignore an individual who is directly responsible for accomplishing the goals and objectives of your organization.
Trainings and employee development activities play a crucial role in developing employees and preparing them for adverse situations and unforeseen circumstances. Trainings are essential both for the professional as well as personal growth of employees.
New skills and learnings acquired by an employee through trainings would not only help him/her in his present job but also for all his future assignments.
Senior management really needs to highlight the importance of employee development activities for employees to take trainings seriously and gain from the same, eventually yielding higher profits and benefitting their organization. Trainings should not be conducted just for the sake of it. Employees should not attend trainings simply to mark their attendance or just because their bosses have asked them to do so. It is really essential to upgrade your skills and knowledge to stand apart from the rest. Remember, one needs to grow with time.
Human resource professionals need to encourage growth and career development of employees by organizing relevant training programs, seminars, sessions, meetings, performance appraisals, regular feedbacks and so on. Performance monitoring is imperative, if you really want your employees to do well.
You really need to know what your employees are upto? Team managers must sit with their teams at the end of every week to find out in which all areas they are lacking and what all new skills would help them improve their performance. Employees must enhance their skills and upgrade their existing knowledge to adjust easily in the rapidly changing workplace. Find out what is new in the market and what all skills you still need to acquire?
Remember, you are your best critic. Do not feel embarrassed if you do not know something. Walk up to your reporting officer or your human resource manager and do discuss the need for trainings. An employee can also register for various online or distance learning courses, something which would help him in his professional career.
Managers or human resource professionals must take initiatives to assess the skills and knowledge of employees and design relevant training programs in line with their interest areas, needs and requirements. The training programs ought to be meaningful and must add value to the employees. No two employees are same. You can’t have similar training programs for every employee. First identify the training need of an individual. Employees with similar training needs can be put in one group.
Employee development activities or training programs in organization generally fall under following categories:
Trainings and employee development activities help employees to identify their weaknesses, strengths, needs by encouraging two way communication among employees. Employees should have the liberty to express their views, opinions, needs and problems for employers to suggest appropriate solutions and act accordingly.
Trainings help in the continuous acquisition of new skills and learnings. Trainings and employee development activities play an important role in helping the employees to refine their skills and knowledge and acquire job mastery. They indeed help employees to think beyond their routine work and defined key responsibility areas.
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