Paper: Training Issues in Management Settings

Within an organization growth and development constantly push a company forward; thus, it is essential to implement regular training programs. Through developing an understanding of the scope of management’s role in a business, the necessity of training, and how training can positively impact a firm managers can establish the proper programs that fits their company’s needs. Thus, as a individual in a managerial role understands the scope of their power within a company and the roles they play, it is easier to note the ways in which training must be a constant driving force within a company, and that success is imminent if one’s staff is properly trained in their field, in company operations, and in general human resource concerns.

Management’s Role

An individual that has obtained a management level position within a company takes on a multitude of roles. Therefore, this individual must learn to prepare themselves for the s cope of their position that encompasses a series of responsibilities. One of the foremost responsibilities that management puts forward is that they must understand their employee well, and doing so will allow for better program development and implementation (Armstrong, 2010). This notes that, “knowing your supervisor or employee means being better able to anticipate his or her reaction to your comments, and then ‘managing’ your responses to generate positive results” (Armstrong, 2010). Hence, as a manager in order to create an essential training system one must be able to properly identify the requirements of the job, document employee performance to seek out strengths and weaknesses, provide constant feedback, and provide support and resources which can occur in conjuncture with a human resources department (DelPo, 2005). A manager can take a number of different approaches to their business and this is then marked by their ability to utilize a myriad of different leadership styles. The leadership styles which can be adhered to are that of personal leadership in which the individual is able to effectively using personal skills to explore growth, thought leadership which notes leaders are capable of challenging their business environment through creativity and risk-taking, results leadership which aims to make direct changes to seek out results, and people leadership which utilizes various strategies to engage and inspire commitment from others within the organization (PdI Ninth House, 2010).  Hence, the role of the managers is one that is clearly stated and notes that they are to take on a multitude of roles and establish goals for their firm and assure employee success. Thus, employee success can be implemented through an effectively formulated training program.

Necessity of Training Program

Training programs are necessary in firms because they add structure to the company’s ability to integrate new staff and establish connections with existing staff. One can note that, “Business training programs are a popular policy option to improve the performance of enterprises around the world” (McKenzie and Woodruff, 2013).  This notes that training programs are able to improve the overall performance of a team. Corporate training is directly necessary when speaking of human resources departments and identifying strengths and weaknesses for employees to come forward and be able to establish themselves professionally. There is a direct necessity of training programs that are necessary in the following fields: information technology, business programs, finances, accounting and focus to develop persuasion and communication skills (Doctor, 2015).  Training is then necessary because it allows for individuals within a firm to understand the implications of their role, and the scope of what is expected of them during their time working in that respective industry or company. Training allows for managers and managerial staff as a whole to keep messages clear and succinct based on delivering preapproved notions of accuracy regarding roles in the company, tasks which are to be completed, and overall company demeanor and functioning (Armstrong, 2010). If a company is not direct employees will not know what management expects of them and assumptions may cause there to be subsequent issues later on in the firm (Armstrong, 2010). Training programs can help to implement some of the most prominent ways that business will be growing; thus, speaking to “major trends and likely winning strategies for companies targeting the corporate e-learning market, which we also refer to as etraining market” (Urdan and Weggen, 2000). As technology develops it can be clear that training in companies will need to increase and account for all of the ways that individuals are able to adapt, both in terms of employees and the managerial staff of an organization.
Positive Impact of Training

Training within a corporation can lead to increased success as it notes the myriad of ways that individuals are increasing their knowledge. Through increasing one’s general understanding of how a business runs they are able to fulfill their roles more effectively. Training allows individuals in the company to focus on behavior and provide them with information regarding discriminatory bias and seek out actions that will allow them to avoid any negative behaviors (DelPo, 2005).  Managers that want their employees to act more favorably in a professional setting should conduct regular performance appraisals and training sessions because it will allow their employees to engage in less stereotyping and build their understanding of the company more (DelPo, 2005). Training allows to stay up to date and keep organizational goals constantly moving forward (Armstrong, 2010). Hence, this notes that, “effectively tying job description and goals to broader needs requires a good grasp of organizational direction and changes” (Armstrong, 2010). This allows for employees to feel more comfortable with their supervisors as there is a constant dialogue of back and froth discussion about the roles of the job as training occurs regularly.

Summary

            Thus, when looking at training it is clear that managers in corporations have a series of roles that they must fulfill. As an individual works as a manager they must lead by example and define a number of different roles. Managerial roles are established so that they can foster a positive environment for growth and allow for their employees to achieve their professional goals within the standards that the company expects from them. Thus, this speaks directly to idealized notions that training is a necessity in the workplace. Training then comes forward as important and needed because it helps establish guidelines and build a strong relationship between the employee and the managerial staff. The positive outcomes of training are that there are open lines of communication and there are higher probabilities of employees following company guidelines and assuring success for the firm.

References

Armstrong, S. (2010). The essential performance review handbook a quick and handy resource for any manager or HR professional. Franklin Lakes, NJ: Career Press.

DelPo, A. (2005). The performance appraisal handbook legal & practical rules for managers. Berkeley, CA: NOLO.

Doctor, L. (2015, November 6). Botswana: Corporate Training Vital to Human Resources. Retrieved November 25, 2015, from http://allafrica.com/stories/201511060601.html

Gebelein, S. (2010). Successful manager’s handbook: Develop yourself, coach others (8th ed.). Minneapolis, Minn.?: PDI Ninth House

Mckenzie, D., & Woodruff, C. (2013). What Are We Learning from Business Training and Entrepreneurship Evaluations around the Developing World? The World Bank Research Observer, 48-82. Retrieved November 25, 2015, from http://wbro.oxfordjournals.org/content/early/2013/07/22/wbro.lkt007.full.html?papetoc

Urdan, T. A., & Weggen, C. C. (2000). Corporate elearning: Exploring a new frontier.