ds on a number of factors, such as the organizationÆs structure and leadership, human capital development, employee relations, compensation, and the degree of the employeeÆs engagement. Taken together, both factors contribute to the organizationÆs ability to adapt to change, meet unforeseen challenges, and meet corporate goals and objectives.
With employee development and retention hinging in part on effective training, it behooves HR to explore the most effective ways to train employees. There are manifold training methods, but the most appropriate ones will be those that meet the needs of both the organization and the employees and that can be adapted to employeesÆ individual learning styles (Sims & Sims, 71). Training also needs to prepare employees to adapt to change, so it must be forward-thinking and proactive; the best time to train an employee to perform a new skill is before he needs to use that skill, not afterward, when he may be forced to muddle through without training for awhile. Having to perform a task they have not yet been trained for discourages employees, because they are most likely to fail at it, even if they expend an extraordinary amount of effort; therefore, forcing them to perform untrained mitigates against retention. This means that optimum timing is also a key element in effective training. In addition, a lack of training can make an employeeÆs future in a company limited, as change occurs rapidly in the globalized environment. The time invested to bring an employee up to speed initially is essentially wasted if the initial training is not augmented on an ongoing basis to keep the employee prepared for new assignments as they arise.
Components of Effective Retention and Career Development
Effective retention can be linked to a variety of issues that impact employee commitment and continued employability. Given the shift toward boundaryless organizations, a good change management program...