Training and Development in Small Businesses Management Essay

Training and Development in Small Businesses
Name:
Strayer University
Instructor
Date:
Key elements of training and development
Training is the preparation of the worker to improve the performance of the assigned position and development is training of the employees perform in positions with more responsibilities and authority. In training, the goals and objectives are defined while an action plan is created and there are necessary resources to carry out training, as well as evaluations of progress and results. The trained employees improve their skills and knowledge and this makes it easier to carry out the tasks required by the job (Görlitz, & Rzepka, 2017). The new workers learn about their duties and understand the organization’s culture, where training makes them more productive and better placed to face workplace challenges. Training requires the acquisition of knowledge, skills and abilities that allow the worker to achieve an effective and efficient performance based on the objectives. Training is short-term and associated with developing competencies. The personnel are prepared for the execution of the various tasks in the organization.
Development is a continuous, long-term process, where the employees improve their capabilities and demonstrate their potential in higher positions. Development may result from various training experiences. Both training and development emphasize adequate preparation so that the employees are better fit to work in an organization and improve performance. Additionally, training and development are investments and the employers expect returns where everyone knows what they have to do to achieve the desired results. Ideally, the employees and mangers develop personal, interpersonal and team competencies, which improve their ability to meet the organizational objectives and even exceed expectations. There are opportunities for continuous personal development and there is emphasis on motivation and getting the right people who are also willing to learn is beneficial to getting the work done efficiently and effectively.
Challenges in organizational performance
One of the challenges to addressing organizational performance is the lack of morale and poor motivation as they often lead to poor results. Motivated employees make an effort to achieve organizational goals voluntarily and are focused on personal and professional growth. On the other hand, those lacking morale and motivation tend to be poor performers who lack the drive to carry out their duties and tasks (Varma, 2017). They are also more likely to resist changes and are slow to provide feedback when there is evaluation of organizational performance. The employees ought to achieve goals and show their skills and competence, but if there is lack of direction, it is more difficult to be motivated as they do not know what is expected of them.
The lack of clarity on the performance standards is another concern when addressing organizational performance. Evaluating performance helps to determine areas that require improvement, but when the performance standards and indicators are not uniformly applied, then this creates confusion. This is further complicated when there are unfocused appraisals and disco...