Employee Training and Career Development Term Paper

It is an observational learning technique. It is used to diversify training and helps in change of attitude. It also helps in interpersonal skills.

Outdoor training involves challenges which teach employees to work together as a team. It usually involves some major physical and emotional challenge and employees are observed on how they react to these difficulties. This type of training is beneficial as it shows the importance of working together with one another and building relationships and teams.

Relationship between employee development and organizational development

Organizations are dynamic. This makes jobs in these companies complex. This calls for continuous employee education. Employee training is a learning experience. It assists an employee to develop in his field. This brings about organization development. Organizational development increases the effectiveness and efficiency of the organization. Employee training can achieve this is as it increases knowledge, productivity, contribution as well as loyalty of the employees towards the organization. Every organization requires experienced employees who are trained and well-adjusted for them to be able to perform its activities. Training involves a change of knowledge, skills, attitude and behavior. Once all these are changed, the employee changes their attitude towards their job and their workmates. This means there is more output from the employees, therefore, has an impact on the organization development. Continuous training and development is important for the workforce development and enhancing the services provided Elwood F. Holton, 2001()

Role of human resource management in career development

Human resource assists in designing employees' development programs and career paths that assist the employees to reach their goals. The human resource assists in the conduct of business activities. They develop the available workforce through suitable methods such as training, transfers, promotion and providing opportunities for career development. They ensure that there is optimum utilization of the workforce employed in an organization. Human resource are the ones that design the basis for management development program and this aims at developing the available talent in the organization and utilizing it Johansen, 1996()

Reflection on personal, career development

Career development is the responsibility of an individual, and one needs to ensure that their career is on the right track.Being in school and attaining the highest grade possible is a way of ensuring that one's career is on track. Within the next five years, I should be in a successful company rising steadily through the ranks. This can only be achieved if I keep the focus on my personal goals. Personal development is also necessary, and this will only be possible if I keep myself updated about the environment around me and the changing times. I have already identified a career mentor who will guide me in my career path and inspire me accordingly.

My future company can assist in my career development by providing a favorable environment for me to learn and develop. This involves organizing seminars and workshops or giving me a chance to study and further my education. Apart from what the company may provide, personal efforts will also be necessary for personal development. This calls for self initiative in search of knowledge, self-discipline as well as self-assessment to monitor personal growth continually. Social networking with colleagues in the same career path also helps one to progress in the career Lewis Z. Schlosser, 2011()

References

Elwood F. Holton. (2001). New Employee Development Tactics: Perceived Availability, Helpfulness, and Relationship with Job Attitudes. Journal of Business and Psychology, 16(1), 73-85.

Johansen, K., Kusy, M., Jr., & Rouda, R.,. (1996). The Business Focus of HRD Leaders: a picture of current practice. Paper presented at the Academy of Human Resource Development Conference, Minneapolis.

Lewis Z. Schlosser, H.Z.L., Regine M. Talleyrand, Bryan S.K. Kim, and W. Brad Johnson,. (2011). Advisor-Advisee Relationships in Graduate Training Programs. Journal….....