The New Frontier Of Workplace Learning

Training and Development is imperative to the organization’s progress. Training helps addressing employee weaknesses and builds a reliable and skilled workforce. This will improve the employees’ performance and boost their self confidence, and innovation. By acquiring the needed knowledge and skills, employees can perform more efficiently and increase the overall productivity of the organization.

(2) Aim for chunks of value. ELearning would enable MBUSA to scale its training systems without building additional training facilities. It improves employee productivity by

Before the training was conducted, it was difficult for the juniors to gain the knowledge about the operation of these apps. The other way through which training leads to the retention of employees is through the development of the culture of teaching and learning. For a long time, the employees have stuck to the idea of doing things their way even if they know that it is not the right way (Reiche et al. 41). The idea is that they do not want to ask for fear that they will be stereotyped as individuals who do not have any knowledge about their job specification. Opening up for training services within an organization makes it possible for the people to understand that there is no one with all the skills, people have to depend on one another to be able to progress. Often, if one of the employees is stuck, he or she has the opportunity to ask. Training will bring in the culture of love hence

Due to the ever changing landscape of the business world many employers often send their employees to attend trainings and seminars. Though this specialized training sessions are costly the return a company gets from it is worth the investment. A company that constantly sends its employees to school to acquire a fresh and new ideas has a greater advantage than a company that do not offer such benefit.

Today’s corporations are highly advanced in communication, operations, and productions. The need for highly educated people is in great demand for both white and blue collar workers. With the continuing evolution of technology, companies will need to train and educate their employees to upgrade their level of knowledge. This is being accomplished through company training or

Chawinga, W. (2017). Taking social media to a university classroom: teaching and learning using Twitter and blogs. International Journal Of Educational Technology In Higher Education, 14(1), 1-19. doi:10.1186/s41239-017-0041-6

In my four years of high school, I participated in the many clubs and programs that Brantley County had to offer. I was a member of the FFA, Health Occupations Students of America (HOSA), Beta Club, National Honors Society (NHS), and the Work Based Learning program. In the time I participated in these clubs and programs, I was a part of many community service projects. In order to be a member of the National Honors Society and the Beta Club, I was required to maintain an “A” average all 4 years of school to be an active member. With the NHS and the Beta Club, I traveled to our local Head Start (Child Care and Learning Center) to play with the children and pass out Christmas presents to each one. After leaving Head Start, we then traveled to Bayview Nursing and Rehabilitation to visit with the

On the contrary, if the employees being trained are not provided with resources, for instance, not enough software’s or computers were available for all the employees to train properly then the result might not be achieved as

Discovering ‘what drives learning’ and the ‘different forms of on-the-job and off-the-job learning’ has provided me with improved context on how our team-learning fits into the wider organisation (Managing and managing people,

As the Education trainer, I have been able to fine tune my training technique and provide support and knowledge to the new hires. Once a new hire has been trained on all processes of the product, I continue to offer guidance and support by inviting team members to continue their training after hours.

Similarly, Longenecker and Fink (2005) assert that the benefits derived from training are manifold, and these include; exposure to new and better practices and ideas for application, leads to reflection, self-appraisal and retrospection, motivates employees to improve performance, encourages career development planning, helps identify specific performance problems and challenges an employee to think differently, to name a few. Other benefits are a more flexible workforce, improved performance of existing employees, decreased supervision, higher skill levels and reduced learning time, thus reducing learning costs, improved organisation morale, and to ensure for succession (Molander 1989).

·     Training - Employees want to increase their skills, knowledge, and abilities to remain marketable. It gives them a sense of job security. In today's workplace, the more training employees get, the more likely the employer will retain them. "According to a 1999 Emerging Workforce Study conducted by Interim Services and Louis Harris and Associates: Among employees who say their company offers poor training, 41 percent plan to leave within a year, versus only 12 percent of those who rate training opportunities as excellent. (Business Week, March 1, 1999)"

A learning organization, although similar to organizational learning, differs in the sense that it embodies the characteristics of the latter and modifies itself accordingly. To elaborate, it is a form of an organization that is “skilled at creating, acquiring, and transferring knowledge, and at modifying its behavior to reflect new knowledge and insights” (Garvin, 1993, p.80). Core to this definition is the need for change in the processes and behaviors of the workplace in the interest of enhancing performance. As a result, it is no surprise that the majority of this literature is targeted at practitioners and consultants as opposed to academics (Örtenblad, 2001).

There is a high importance in implementing commonly successful training procedures such as audiovisual methods, E-learning portal, and on the job experience. Remember, the main purpose of employee training is to develop the employee's skill which will eventually make the organization more profitable (Ameeq-ul-Ameeq, & Hanif, 2013).

Although training and education may not be the number one key to job satisfaction, it is definitely a very important factor in it. A company that fosters personal and professional development at every level has a greater edge in building and keeping great staff. Making learning opportunities available to every employee who seeks to take advantage of them is essential to a company’s success. This is because training and education not only increase knowledge and skills of the employees who are actually doing the job, but they also increase motivation and loyalty among those employees. Education improves the chances of advancement, improves morale and pride in performance and increases quality and productivity within a company. All of these attributes combined contribute to increased job satisfaction within the work environment.