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Employee motivation is one aspect that human resource managers should prioritize in order to keep the performance of an organization at competitive level. Achieving any kind of motivation among employees depend on the method in which an organization has used in training its employees on the emerging issues in their line of business and the putting of practice of the concepts inculcated during the training. The extent to which employees are given time to practice and apply their skills. Additionally, employees are further motivated if the set their goals and this will greatly depend on the type of training used by the organization to train them. Whether the organization employs the services of an external trainer or they organize their own training program, merits and demerits of each method exist (Sims, 2006).The purpose of this study is to identify the advantages associated with in-house training program that an organization decides to undertake both to the employees and to the organization. Drawbacks associated with in-house training will also be identified and possible solutions provided. Additionally, the challenges experienced by supervisors when putting into practice the information learnt during in-house training will also be identified (Gupta, 2008).
In-house training versus outside training
Our organization has always been the market leader in the offering of security services and goals and objectives will remain unshaken as we strive for excellence and quality services to our customers. It has always been a tradition for our organization to engage outside trainers in training our employees so that their skills can remain relevant to the dynamics of our goals and objectives. However, I would wish to reiterate my stand on the reason why our organization has settled for in-house training program as the best way to train and motivate our employees in achieving our goals. I am going to take this opportunity to let you know some of the advantages associated with in-house training (Sims, 2002).
One of the benefits of in-house training is the fact that our organization will be training our employees specifically with the intention of achieving our goals and objectives. By using our own human resources, all the employees will be aware of our needs and this will be an assurance to us that training and development methods will strive to achieve that. A close working relationship will be cultivated among employees as a result of in-house training. This will be advantageous to both the organization and the employees because it will facilitate rapid transfer of knowledge. In-house training program is also flexible and this will enable our organization to carry our own training at the most convenient time. This is contrary to the outside training that may force our organization to reschedule our activities which may affect our organizational targets (Gupta, 2008).
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Looking at the composition of the workforce in our organization, the diversity is plausible and it will advantageous for our organization if we take advantage of the talents that we have within us. This will be advantageous to the employees with such skills because it will help them to improve on the same (Sims, 2006). To our organization, this is advantageous because it might be less costly compared to the outside training program. Outside training is not the best choice for us at the moment because it is too general and might not helps to realize the reason for having the training being carried out. In-house also fosters good employee relationship and prepares all our employees for the future as leaders. It also enables the organization to maximize the talents that employees have and this serves to be beneficial to our organization and our employees (Gile, 2009).
Achieving a successful training program using our new in-house method will not be easy because of the challenges that exist. Some of the challenges include job shadowing a scenario where an employee chosen to carry out the training decides to cover much of the work alone. Additionally, in-house may face the challenge of perpetuating inefficiencies and poor business practices due to the lack of proper quality control measures. This may even extend to include employees being less serious to the trainings carried out by the same people who are their colleagues. Our organization may be forced to incur additional cost of purchasing equipments and other relevant materials to facilitate the training program. Employees may also not be honest about the problems they face thereby making the training to be irrelevant (Sims, 2002).
These are short term problems and our organization will develop strategies to eradicate them on order to obtain a successful training program. This includes setting up of a quality assurance system to ensure that standards for the training programs are observed. We will also be able to overcome the challenge by informing the employees about the seriousness of the program and that their corporation will be necessary (Gile, 2009). Prior to the implementation of this program, our organization will source for funds from our business partners in order to obtain the right equipment and facilities for us to realize the benefits of this program.
The role of a security supervisor in presenting the information regarding the new training program is to help to stress the importance and commitment and the organization for the same. It will be a clear indication that the organization is serious about implementing the newly proposed program and that employees should be ready to embrace the change. This is because the supervisor is top arm of the organization in this scenario has the ability to make reasonable judgment that would obviously benefit the organization as a whole (Gupta, 2008). By letting the supervisor to present this information, the other employees will also feel that their importance in their organization has been realized.
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Supervisors may face a number of challenges will disseminating the information like trying to make all the employees to understand the sense of the new training program. The supervisor may also have a hard time trying to explain the need for the changing of the program, a challenge in ensuring that the program succeeds as planned, a possible language barrier amongst some employees. The supervisor can overcome the challenge by utilizing the services of the other supervisors so that the program can be closely monitored to ensure it success. Effort should be made to ensure that the employees get to understand the program well using the best ways possible. By doing this, the organization can achieve its goals and objectives easily with minimum hurdles (Sims, 2006).
The ability of an organization to design its own training program can serve to reduce the liabilities in a number of ways. It is important to note that outside training involves the utilization of services of individuals outside the organization. This is a liability to the organization because higher costs are incurred which would have been lower if in-house program was utilized. Additionally, training employees serves to improve their working efficiency and the realization their extra abilities that can enable the organization to realize its objectives easily. Training employees is also important because the supervisors and employees become conversant with the current trends in their line of business; the security management (Sims, 2002).
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