3 Main Types of Training & Benefits of Training To Organization

Benefits of Training As A Human Resource

Why businesses might like to try and train their employees; Obviously, they might wish to train their employees in the hope of increasing productivity. Maybe they’re looking to improve their staff’s training to try and improve quality, maybe improved customer service.

Maybe they’re looking to train their employees to give them perhaps the skills they need to use some new technology that the business might be introducing or get used to new ways of working that the business has recently adopted.

But businesses will have different aims or different reasons that they’re trying to train their staff, but when they train them, there are three different types of training that the business might provide.

Types of Training

Induction Training

The first is what’s known as induction training on his training given to employees that are new to the organization to try and help them settle into the new role they have begun.

Typically, induction training will involve familiarizing employees with business policies with their working practices. Familiarize the recruit with the colleagues that they’re going to be working with packed, giving them time, working alongside their that line manager or chance first to meet their subordinates.

That they’re going to be in charge of induction training might also familiarize recruits with the business.

It is health and safety procedures as well that may even give the new recruits time in the different departments or functions of the business, and they get, It’s got to develop a broader understanding of how the organization operates.

But induction training is for recent arrivals to the business, but employees that might be a little bit more experience and have been with the organization slightly longer.

Might also require updates to their skills, or the business might require them to develop new skills to adapt to how the business is looking to operate.

When we’re trying to develop these skills in our employees, there are two different ways that we might train them when they a known as off the job and on the job training initiatives.

Off the Job and On the Job Training

On the Job Training

On the job training is training that takes place at the employees’ workplace inside the organization on a typical method of on the job training. This might include things like providing employees with a mentor, somebody that they can turn to as a support network that can answer questions or queries, or pass on expertise or skills so that when employees are looking to develop. They might have to do so by learning from a mentor inside the organization that already has the skills that the businesses are looking to instill in additional employees.

As an extension to this, another on the job training method is what’s known as work shadowing. This involves employees actually spending time working alongside a more experienced colleague, observing the work that they do in the hope that they can develop the same techniques.

Off the Job Training

Working practices or experiences of another employee in the organization now on the job training is very popular with organizations. It is because it doesn’t have as high a cost attached to it as other training types, known as off the job training that takes place away from the employee’s place off work.

It’s crucial to understand about off the job training is that the employees are not actually doing work while they’re receiving this training. They’re away from their place of work.

Typically, this might involve studying for qualifications that may be completed, such as college or university courses. It might even involve attending conferences or seminars hosted by external training providers. They will learn new skills in learning about new working practices to bring back to the organization.

The question is to analyze the strengths and limitations of investment in training if we go through the benefits.

First of all, they mirror the aims that businesses are trying to achieve through training their employees.

• We could write about how training might potentially boost productivity might eventually lead to better quality or better customer service inside the organization.
• We can talk about how it might actually be a motivational tool for businesses to use as they look to increase them around their workforce because employees might really appreciate feeling invested in and feeling like the business is spending time developing them as an employee. Some powerful business benefits to training our workforce.

Cost and Benefits of Staff Training

The first cost is the financial cost attached to training, particularly to off the job training where the business might have to fund college or university qualifications or pay external training providers to train the business’s staff so the training cost might be considerable. It might be an issue for organizations there perhaps experiencing liquidity crises or are adopting a challenging approach to HR, where they’re trying to minimize the cost of their workforce.

We’ve got the issue of lost productivity in the short-term training as well. When employees are receiving training, sometimes even if it’s on the job training, productivity can be lost.

As employees are either watching other workers inside the organization in the case of on the job training or in off the job training, whether not in the workplace for some time, on a receiving training outside of the organization, they are not going to be productive.

The other training cost might happen with employees once they have received their training again, particularly with off-the-job training. If employees have received training and now have additional skills, they’ve even gained a new qualification. They might be in a position to bargain for higher wages or salaries.

To keep them in the organization might have to increase its labor costs and reward them for the training they completed through remunerated them with more generous pay. That’s going to increase the firm’s costs.

But there’s also an alternative cost that if the business dozens pay employees more excellent remuneration rates after receiving training, they might lose these employees, potentially even to rival organizations.

There is a problem where the business is paid for training for employees but may not actually realize the fruits of that training because employees will take the new skills they’ve gained and take them to the alternative businesses prepared to pay higher pay rates.