How Training and Development Has Changed and Evolved Over the Last 10 Years

Introduction

Today's business environment is faced with many changes and the organizations need to be resilient in order to cope up with the upcoming changes, and keep it aligned with the advancements. The increasing innovation, technology and modernization has made it essential for organizations to design training and development programs and keep their employees up dated on a continuous basis. In the current business climate, the industries are faced with acute shortage of staff and required skills, and the stiff external and internal competition for the quality employees is faced by the companies. All those employers who work with the serious intention of investing in the field of training and development will ultimately harvest the benefits of an improved working environment. In such an environment, there exists enhanced productivity and higher levels of the staff retention (Blanchard, Thacker, p. 25-28).

The system of training and development of people in the company born from the balance between the competencies (knowledge and skills) current and future people, and current needs (represented by the office) and future of the organization in terms of their environment, mission and strategy. While training or training system present in the organization supports its members to perform their current job, your benefits may be extended to all his working life and can contribute to the development of that person to meet future liabilities. Development activities, thus, help the individual to manage future liability irrespective of the current. As a result of this situation, the difference between training and development is not always very clear. Many programs that start only to train an employee conclude helping their development and even increasing its potential as a future manager. We might say further that the training is related to the "catch-up" the employee in the organization, and development aspects of "being" that facilitate or enable the expansion of their domains required for its future challenges. Anyway, beyond semantic or conceptual differences between the concepts of training and development, one thing clears in all cases: both actions have reached a strategic role in today's business and achieve link people as the main source generating value. In short, it is one of the best investments in human resources and a major source of satisfaction for members of any organization (Blanchard, Thacker, p. 25-28).

Discussion

How training benefits organizations

It causes better economic performance by increasing the value of companies.

Improved knowledge of tasks, processes and functions at all levels.

Organizational climate improves and increases the satisfaction of the people.

Helps staff identify with the objectives of the organization.

Fosters authenticity, openness and trust.

Improves the heads-subordinate.

Provides information about future needs at all levels.

It streamlines decision-making and problem solving.

Increase productivity and work quality.

It helps to keep costs in many areas.

It promotes communication throughout the organization.

It reduces stress and allows the management of areas of conflict (Denscombe, p. 1110-113).

Benefits for the person that impact positively on the organization

It helps people in making decisions and solving problems.

Positive contribution in the management of conflicts and ...