subject: Training and Development Methods [print this page] Training and Development Methods Training and Development Methods
Good leadership and talent planning are very essential for the success of any organization. The realization of results in any organization is basically influenced by the efficiency and the effectiveness of the leadership styles adopted. In this case, the success and sustainability of results in any business organization is dictated by the efficiency and competency of the workforce (Gibb 2008).Any business organization is responsible for training and developing talents within its employees. Based on research carried on different organizations it has been noted that successful organization has very intensive training and talent planning among their employees. With regard to training, it's the responsibility of any organization to strategize on the most efficient training methods which will accrue success in the organizational processes. The main focus of this paper is to discuss and explicitly analyze the various training and developmental methods that can be used in an organization (Gibb 2008).
With regard to effective training and development of employees in an organization, the style of leadership being adopted is also of great significance (Gold Et al 2010). Based on this phenomenon, the transformational style of leadership has proved to be the most efficient in nurturing talents among employees. Transformational leadership style seeks to empower individuals in an organization through motivation and revealing their value thus modeling them to be leaders (Gold Et al 2010).This form of leadership is very efficient and sustainable in giving solutions to all employee problems. Through the adoption of transformational leadership, the management ensures employees are fully involved in the daily execution of activities. The concept of motivation and training of employees is also highly practiced with accordance with this leadership style. Through the execution of effective leadership, all weaknesses exhibited by employees are efficiently countered (Gold Et al 2010).
There are a number of training and development methods which have been identified as effective in giving solutions to employee issue in any organization. To begin with, coaching has been identified as an effective and efficient training method which is able to give solutions to employee's problems (Harrison 2009). Coaching of employees involves the manipulating of employees and creating awareness of their skills and talents. Coaching is an important factor in the human resources process which ensures employees within an organization are equipped with the necessary skills and talents (Harrison 2009).It is of great importance to note that, business organizations usually a diverse population of employees who are endowed with varied talents and skills. Based on this insight it's beneficial for the management of any organization to lay down strategies on how to nature the talents of these employees. In relation with this case, coaching stand to be one of the most successful techniques in talent planning (Harrison 2009).
Coaching as a form of training employees is based on the talents and capabilities held by the employees. The process involves talent identification and then strategizing on how to make the best out of these employees (Marchington and Wilkinson 2008). The process of coaching is executed through a number of phases or strategies. Firstly, the process of coaching may be individual based or group based; whereby the organization may decide to coach employees in small groups or per individual employees. One on one or group coaching involves empowerment of employees with basic skills by a well trained instructor. This process involves the identification of the potential talents as well as the weaknesses. By so doing the instructor is able to empower the employees with the expected skills and knowledge thus making them efficient in executing various organizational processes (Marchington and Wilkinson 2008).
The aspect of behavior modification is also an effect strategy in coaching. In this regard, the instructor is able to learn the behaviors of the employees and thereby decide on best intervention measures. With regard to behavior modification, the concept of motivation stands to be very vital manipulating employee behavior. In this regard, the organization has the responsibility of establishing a favorable working environment for the employees as well as giving of rewards (Reid 2004). With adoption of this motivational behavior, the management will be able to develop the skills, talents and knowledge it demands from the employees. Research has shown that modification of employee behavior through motivation is an effective coaching method. The execution of employee motivation ensures that employees feel part of the organization and are able to work for the best of the organization. The concept of adopting good leadership styles is also a good coaching strategy, whereby the management ensures good relationship with their juniors. Through this practice, employees are able to learn important skills through the interaction process (Reid 2004).
Another coaching strategy is the outcome approach; whereby the instructor or the management is focused on results. Based on this approach, the coaching of employees is based on results and attainment of set targets. The adoption of task oriented approach is also an effective coaching procedure. In this regard, the employees are assigned different roles which they ought to accomplish. In relation with this, the employees are directed and keenly coached as they execute the various roles. The adoption of good employee-management relationship is also an efficient coaching procedure; whereby the management is able to share vital skills with the employees (Redman 2009).
Research has shown that coaching is very effective and efficient in instilling vital skills and knowledge among the employees. In addition to the effectiveness of coaching there also other advantages of the process to the organization. For instance, the process of coaching is time conscious as it is executed hand in hand with the normal business processes. On the other and, coaching is less costly as it is executed by within the organization and more specifically by the organizational management (Harrison and Kessels 2004). The concept of organizational relationships is also emphasized by coaching in that; employee-management interaction is increased in the process of coaching. On the contrary, coaching has also had overwhelming criticisms in that, many people have disregarded it for being a cause of organizational wrangles. In this case, differences and misunderstanding may rise up between the junior employee and management in the process of coaching. With this regard, the execution or performance of the employees may be doomed since the level of motivation is significantly reduced (Harrison and Kessels 2004).
