Special issues in employee training and development

“Special issues” in employee training and development

In the text Employee Training and Development by Noe and Winkler (2012), a set of special issues in employee training and development have been identified. Some of the special issues that have been discussed include legal issues, workplace diversity, and the basic skill training issue. Each of the three pose critical challenges to the training and development function in the modern day organizations. Foremost are the legal issues. Such issues are often categorized as a training issue, which often results from the external environment. There are a set of essential legal issues that affect training. One of these is the failure to provide training and development opportunities. The present corporate law defines that it is the responsibility of an employer to provide certain forms of training, or specified number of hours for employee training. A further legal issue relates to employee injury in the course of employee training. In most states, it is held that the employer is responsible for any injury that an employee sustains while undertaking an organizational duty and this includes training (Noe & Winkler, 2012). Aside from this, it is usually deemed illegal to reproduce and use copyrighted materials in the course of the training session especially where there is no authority to do so. During training and development, employers have to comply with these demands, which are still growing considering the sophistication of today’s business environment. In an event that the employer fails to do so, detrimental consequences often follow and this may hinder undertaking proper training and development.

Secondly is workplace diversity. Workplace diversity is a name commonly used to define the range of differences that exists between employees in a given organization. Workplace diversity encompasses such factors such as gender, personality, religion, race, problem solving style and age, among others. In the modern day business organization, workplace diversity is a fundamental challenge to training and development. Considering the idea that diversity implies differing views and perspectives, Cahuc and Postel-Vinay (2002) acknowledged that a training and development approach that works well on one individual might not achieve similar results when applied to another worker. As such, a training and development method may encompass beliefs and values, which contradict those, held by a particular employee, but are aligned to those harbored by another. Therefore, if the employer is unable to devise a training and development method that is tailored to the needs and demands of each diverse employee, no meaningful results can be achieved. Indeed, an organization is likely to worsen.

The third issue in employee training and development included in the text is the basic skill training issue. In today’s business environment, Noe and Winkler (2012) claimed that basic skills-training has become a central necessity for organizations. This is especially so given the emerging idea that it is very difficult to find enough prospective employees with the appropriate skills to recruit. Therefore, it is upon the employer to come up with the most appropriate basic skill training program in order to ensure that basic skills are built, or acquired by the employees. According to Noe and Winkler (2012)., a basic skill training program is characterized by four key steps. These include identifying the necessary skill level of an effective performance, assessing the skills of the employees, developing training in order to address the identified gap between the needed, and the actual employee skills, and implementing and reinforcing the program. For such a program to work, the training ought to be highly applied and contextualized to ensure that its relationship to the job is clarified and that its contents are meaningful. It should also be offered at the most appropriate times in which all the workers are able to attend. Besides, it requires the privatization of employee attendance and participation considering that some of them often find it too embarrassing when others know their deficiencies in basic skills. In the light of this, the inability to recognize the essence of the basic skill training program and the various steps that underlie is a damaging course to the training and development function.