Training and development – the key to staff motivation and preservation

Human resources are increasingly considered to be one of the most important manufacturers, productivity, efficiency and competitiveness.

  • Adequate, flexible and highly motivated employee
  • Efficient and manageable workforce
  • A competent employee who can keep customers and thus increase business and market share

In order to develop staff, an organization needs to invest in training and education. Employees benefit from this amazing.

Many employees, fear is a tight companion, where stories of lay-offs and pink tickets make the rounds. For some, this could mean that employee motivation and retention is not a big deal. But the opposite is true. If a company has been through difficult times and there have been some difficult decisions, it is likely that employees who are still in payroll work more difficult than ever before.

Continuing stress of this kind could have a significant impact on the employee. So, when the economy touches at any time, employees who helped the company when time was strong will be the first to stop. Thus, the organization could easily lose its skills and dedication when it needs to focus on reconstruction.

Opportunities to grow and develop work skills through training and development are an important part of the preservation and incentives of employees. Employees have a great desire to keep their competitiveness in the labor market at all times.

Training is a process whereby employees get the opportunity to develop their knowledge, skills, skills and personality. Training in an organization can be of two types – internal and external.

Internal practice collections are usually organized by the Human Resources Department and are held nationally. Training is usually held by talented senior employees in a particular department. External training is organized by external organizations and is mainly handled by consultants and training institutions. According to research, the organization will invest in both internal and external training to provide its employees with the right mix of skills and knowledge. While internal training adds knowledge and enables employees to mix, external training provides opportunities to learn new skills, meet new people in a similar workplace and network with them. It also enables them to participate in non-routine activities.

It is important for organizations to allow employees to train in the direction most people are interested in. If training focuses solely on social guidelines, it will be boring. Organizations need help to increase knowledge and skills in a broad sense, not only increase the knowledge needed to help employees meet organizational goals. An important element in the decision on training materials and content is that it must keep an employee involved, involved and interested.

Personal Benefits of Training and Development Some of the benefits of Training and Development include:

  • Increased morale
  • Better human relationships
  • Improved relationship with customers
  • Ability to fix Changing
  • Larger Innovation
  • Increasing Employee Image and Business Image
  • Increasing Productivity and Efficiency

Training and Development Factors

  • Increased communication skills in written and verbal areas
  • Improved customer service that the company is very well in keeping customers
  • Improving human interaction by encouraging human relationships to reduce the potential for internal conflict
  • Improving skills in selling quality management, quality standards, benchmarks and so on.


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