Job specific training

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Job-specifying training opportunities can empower employees whilst assisting them to develop talents. The knowledge acquired can in turn contributed to improved organisational procedures as well as efficiency, in a previous study by Society of Human Resource Management (SHRM) (2015) found that 42% of workers believed that on job-specific training and development activities were important in improving job satisfaction. Consequently, 36% reported that they were highly satisfied with job-specific training programs at their workplaces. Unlike male workers, millennial and female workers indicated that job-specific training initiatives were essential for carrier development and job satisfaction (SHRM 2015).

Job specific training

Improving and expanding workforce skills through training and development allows them to master their roles. Development opportunities can comprise different learning activities including formal training. Firms that invest in training and development help in increasing workers’ personal growth and present a basis for career development (Ademodi and Akintomide 2015). Past studies show that 40% of workers reported that professional development programs were important in increasing commitment (Jones, Woods and Guillaume 2016). Another 59% reported that they were happy with the organisation’s commitment to training and development opportunities. In comparison to senior management, non-management and professional non-management were not satisfied with the company’s dedication to investment in training and development programs.

Job specific training

Developing career ladders is an important strategy used by forward looking organisations to improve workforce skills (Deery and Jago, 2015). Even though career paths are considered as vertical and horizontal ladders, they both improve employees’ knowledge, skills and engagement.

By admin in Essays on March 18, 2019