In your main discussion post, introduce your potential business opportunity or chosen company (already established or new). Describe the general industry and market domain of the business opportunity or company. In doing this, here are some directions to guide your answer: Describe the purpose of your company, its reason for existence in the marketplace, and other general information about the organization, operations, marketing, finance, and technology. Discuss some of the key factors of the market domain that you discovered in your research that affect your company. Discuss briefly how these factors affect the marketplace and impact your company (these key factors should represent a variety of factors and not just one source, such as technology or changes in supply of natural resources).
Sample Solution
he aim of this paper is to identify all there is to know about training, the impact it has on both firms and employees and then, the reason why, although it is beneficial provision to business growth, still some organisations and individuals are not willing to accept the idea of investing in training and development. In order to come to that claim, it is necessary to mention first the cost-effectiveness of training and development, by which methods it can be reinsured, and the involvement of training in an organisationâs prosperity and even more, when it has to do with the integration in a international market. To begin properly, it should be noticed that training at any level and in whatever form this can take, could have only positive aspect. Considering that, training means investing in people to enable them perform better and to empower them to make the best use of their natural abilities (Armstrong, 1996; 2003). Through the practice of a range of activities, it is believed that learning is an important clue here, as a means for developing a high performance culture and achieving businessâs competitive advantage (Pieper, 1990, Salaman, 1992, Tyson, 1996). This appear clearly from the below definitions of training. According to Heevy and Noon (2001), training is the process of changing the skills, attitudes, and knowledge of employees with the purpose of improving their level of competence. It is a planned process, usually involving a series of stages where incremental improvements can be identified. It takes two main focus 1) on the job training whereby an employee observing the tasks, being guided through them by experts, and then practising them. 2) Off the job training whereby an employee is instructed away from the place of work, either in a training room on the premises or at a separate location. This training is more often theory based and might even take the form of self learning packages (Heevy and Noon, 2001). Furthermore, as Manpower Services Commission defined training in 1981, it is the following: âA planned process to modify attitude, knowledge or skill behavior through learning 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 manpower needs of the organizationâ. Seeing the definition of the training from the perspective of education as Smith put it: âDevelopment refers to the growth of realization of a personâs ability, through conscious or unconscious educationâ, where education is âactivities which aim at developing the knowledge, skills, moral values and understanding required in all aspects of life, rather than a knowledge and skill relating to only a limited field of activityâ (Smith, 1992). Besides the definition of training, the mention of the potential benefits for both employees and firms and from which methods these are derived, is essential in order to understand why training is so important for the business (Lonr, 1990, Murray, 2007). It is worthwhile to point that it cannot be any development without the training procedure. As it has already been mentioned, training aims to develop employeesâ competences and to improve their performance but also, to reduce the learning time needed for employees starting in a new job on appointment, transfer or promotion and to ensure that they will become fully competent as quickly and economically as possible (J. Swart et al, 2005). When a training programme being used effectively, then the benefits for employees are numerous and are illustrated on firmâs performance. It also helps to manage changes and provide to employees the knowledge and skills they need to adjust with new situations and work demands, as well as to adopt new technologies and methods, to be innovative (Armstrong, 2003). In that way, employeesâ motivation is increased and the same goes to efficiencies in processes resulting in firmâs financial gain while employeeâs turnover is being reduced. Highly trained workforce provides higher levels of service to customers which enhance companyâs image (Mullins, 2007). The cost-effectiveness of training is a vital element becau>
he aim of this paper is to identify all there is to know about training, the impact it has on both firms and employees and then, the reason why, although it is beneficial provision to business growth, still some organisations and individuals are not willing to accept the idea of investing in training and development. In order to come to that claim, it is necessary to mention first the cost-effectiveness of training and development, by which methods it can be reinsured, and the involvement of training in an organisationâs prosperity and even more, when it has to do with the integration in a international market. To begin properly, it should be noticed that training at any level and in whatever form this can take, could have only positive aspect. Considering that, training means investing in people to enable them perform better and to empower them to make the best use of their natural abilities (Armstrong, 1996; 2003). Through the practice of a range of activities, it is believed that learning is an important clue here, as a means for developing a high performance culture and achieving businessâs competitive advantage (Pieper, 1990, Salaman, 1992, Tyson, 1996). This appear clearly from the below definitions of training. According to Heevy and Noon (2001), training is the process of changing the skills, attitudes, and knowledge of employees with the purpose of improving their level of competence. It is a planned process, usually involving a series of stages where incremental improvements can be identified. It takes two main focus 1) on the job training whereby an employee observing the tasks, being guided through them by experts, and then practising them. 2) Off the job training whereby an employee is instructed away from the place of work, either in a training room on the premises or at a separate location. This training is more often theory based and might even take the form of self learning packages (Heevy and Noon, 2001). Furthermore, as Manpower Services Commission defined training in 1981, it is the following: âA planned process to modify attitude, knowledge or skill behavior through learning 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 manpower needs of the organizationâ. Seeing the definition of the training from the perspective of education as Smith put it: âDevelopment refers to the growth of realization of a personâs ability, through conscious or unconscious educationâ, where education is âactivities which aim at developing the knowledge, skills, moral values and understanding required in all aspects of life, rather than a knowledge and skill relating to only a limited field of activityâ (Smith, 1992). Besides the definition of training, the mention of the potential benefits for both employees and firms and from which methods these are derived, is essential in order to understand why training is so important for the business (Lonr, 1990, Murray, 2007). It is worthwhile to point that it cannot be any development without the training procedure. As it has already been mentioned, training aims to develop employeesâ competences and to improve their performance but also, to reduce the learning time needed for employees starting in a new job on appointment, transfer or promotion and to ensure that they will become fully competent as quickly and economically as possible (J. Swart et al, 2005). When a training programme being used effectively, then the benefits for employees are numerous and are illustrated on firmâs performance. It also helps to manage changes and provide to employees the knowledge and skills they need to adjust with new situations and work demands, as well as to adopt new technologies and methods, to be innovative (Armstrong, 2003). In that way, employeesâ motivation is increased and the same goes to efficiencies in processes resulting in firmâs financial gain while employeeâs turnover is being reduced. Highly trained workforce provides higher levels of service to customers which enhance companyâs image (Mullins, 2007). The cost-effectiveness of training is a vital element becau>
