Training and Development Article Example | Topics and Well Written Essays - 3000 words

Training and Development - Article Example While on the job methods rely on training within the organization at the expense of the same, off the job methods refer to external sources where an employee may obtain training. In this regard, this paper will seek to assess the benefits derived from various on the job training strategies that revolve around soft skills and other communication skills. This is owing to the fact that without the relevant interpersonal skills, there will be no development and there will be scope for constant conflict through misunderstanding and wastage of resources. Therefore, this paper will study the benefits of training through the theoretical and empirical frameworks within which training strategies are decided upon, so as to carry out an assessment of the very roots where training and development begins and to propose a contextual point of judging responses and development areas. From here, the paper will examine various areas of operational value on the basis of which training and development ma y be assessed. This paper thus starts on the assumption that human resource development must have strong relevance with corporate strategy, in order to encourage employees to apply skills that have been imbibed in them during the development programs. Thus, when applied in a systematic manner, organizations ensure that they derive maximum benefit from training and development programs, as these adhere to positive mobilization of resources for optimum use and goal achievement within the organization within the framework of motivation of employees for a better future. (Wentling et al, 1999) Through a special focus on training in the area of soft skills and communication skills, this paper traces the recent developments in human resource management and management training. Training and Development Patterns The Manpower Services (1981) Commission, which was set up by the 1973 Employment and Training Act until it was replaced in 1988, defined training as: "A planned process to modify attitude, knowledge or skill behaviour through leaning experience to achieve effective performance in an activity or range .of activities. Its purpose, in the work situation, is to develop the abilities of the individual and to satisfy the current and future needs of the organisation". In this context, it is impetrative to assess the beneficial nature of training strategies in context of the theory applied for determining the need for such training. Therefore, the process of assessing the needs before planning the training strategy involves the following steps: (Marquardt, 1996) ( i ) Identification of needs - an analysis of needs addresses the problems at hand besides anticipating future demands. The benefit of this step lies in the fact that it considers the best and most cost effective way to meet those training needs right at the onset, which make the training strategy planning and implementation process more fluid. ( ii ) Definition of specific knowledge requirements - this stage to examines the skills and knowledge level that is required to be developed in order to meet the new objectives identified by the training needs. This helps the management gain perspective as to which kind of training strategy will be the most effective one when adopted for the