Sally Fitzgibbons Foundation

Beginning the Academic Essay

Introduction
Human resources management employs various tools for training and development to build the capacities of employee within an organization. Training activities are designs to improve the performance of employee at the workplace and make them better positioned to deliver to the projected milestones of the organization (Abdulraheem Sal, 2016). Staff development is understood as programs and activities which assist staff members to learn about their duties and responsibilities develop competences and skills that are relevant to achieve divisional and institutional purposes and goals. Ray (2017) states that in order to achieve effective staff development there must be also a continuous collaboration between managers and their staff. Institution supervisors are accountable for supporting and guiding the professional development of their own staff through identifying or offering both professional and learning development opportunities and also providing feedback and coaching. Staff development is important for the future of any institution, besides an effective staff development is associated with the school development plan. This staff development includes both non-teaching and teaching staff with goals such as to improve knowledge and skills to boost the level of work performance, to provide staff with new knowledge and skills which will prepare them for fresh responsibilities among others.
Overview about Staff Development
Staff development is defined as improvement of skills and knowledge of employees in an organization through providing training and education (Ray, 2017). Staff development can also be defined as a continuous development and training program which allows an institution to locate and address staff weakness and assist them to be better skilled and also be all rounded in every aspect of their job.
Employee needs fall within various categories at the workplace. Providing staff development is not only beneficial for an organization but also for those individuals receiving the training. Therefore, Ray (2017), argues that staff training and development helps to ensure that the organization as well as the staff enhance and retain skills and knowledge required to offer professional services to the community, customers and colleagues. Besides, staff development also helps to ensure that all the staff retains steady level of knowledge and experience which prepare them to address new responsibilities. Importantly, staff development also helps to address weaknesses among staff which they encounter at their workplace. A review by Frost (2016), argues that continuous development and training permits one to find out challenges that staff are encountering while on their duties helps providing them with an opportunity to handle such challenges and work better.
Staff development is linked with human resources in that, the human resources professionals have an important role in staff development activities. Abdulraheem Sal (2016), demonstrates that the human resources professional helps in developing a certain culture in organization where employees have to take professional development trainings and activities seriously. Human resources have the duty to invite all the institution staff on a shared platform and explain the importance of such training and development. Furthermore, by managing the job description process and the employee hierarchical structures, staff development helps in setting up a professional environment for organizations through building team spirit and reactivating the commitment to better performance at the workplace. According to the research conducted by Khan, Perveen, & Shujat (2017) staff productivity remains is linked towards staff satisfaction where human resource coaching and motivational programs should be taken into consideration.
Latest Research about Staff Development
Staff development is rapidly gaining acceptance and implementations in organizations, firms which did not have staff development are now integrating in their firms while those that had staff development are seeking means to improve. Employee training and development systems have become a significant standpoint in managing job related flaws in the digital workplace while contributing to a culture where significant focus is place in attainment the overall objectives of the organization (Abdulraheem Sal, 2016). Investing in staff development through various elements like training and motivation systems helps to occasion significant progress of the work processes within an organization. Abdulraheem Sal (2016) asserts that training and development of the staff improves the quality in the work systems and streamlines the processes of meeting the global competition and social change structures. Ray, (2017) illustrates that the concept of staff development within an organization enhances the skills and knowledge of employees that advantages them to undertake responsibilities at their workplace.
Khan, Perveen, & Shujat (2017) posit that training and development has a significant impact of the structural performance of an organization. Given the staff productivity is the basis objective of every company since it has positive correlations with the overall organizational performance, training and development plays an essential role. Khan, Perveen, & Shujat (2017) illustration that training improves staff productivity is supported by Abdulraheem Sal (2016) who demonstrates that training and staff development approaches bring about new perspectives for employee at the works and consequently leads to improved motivation levels.
Concerning improve staff development and training, Ferrazzi (2016) argues that staff development programs can be improved through ensuring that staff are taught owning their career development. According to the author individuals must to have self-direction and also be able to control their learning prospects. However, according to Hassel (2018) apart from teaching work skills and knowledge, staff should be taught soft skills such as emotional intelligence and non-violent communication for them to have a healthy relationship with their colleagues at work. The two researchers Ferazzi and Hassel agree on the improvement of staff development, whereby they agree that effective training development should also focus on individual career development. The authors therefore, believe that the training that employees get should not just be based to boost the organization but also assist staffs in owning their career and giving them an opportunity to also grow.
Ferrazi emphasize that in order to improve training and development, employees should be taught to embrace their career and also manage their learning future. On this latest research of improving staff development the author also argues that when implementing training and development the growth of employee’s talent is also very important to the firm ongoing success, overall productivity and ability to innovate. On the other side, Hassel argues that training and development programs should also focus on personal development. However, unlike Ferrazi who focuses mainly on career growth and development, Hassel focus on the aspects of personal development which are, emotional balance, physical growth and intellectual development.
Application of Staff Development in the UAE
Top organizations in the UAE are very informed on the best training and development methods that are used by their counterparts in foreign countries. According to Suliman (2016), most of the leading organizations in the United Arab Emirates are trying to adopt similar strategies and methods for training and development practices which are being used by foreign nations. Additionally, the author also states that in UAE there is a growing demand for training and development which organizations are striving to have. Consequently, the training and development in UAE are unique because it enhances all the employees to experience and improve their skills and build on their prior knowledge about the expectations of workplace. Abdulraheem Sal (2016) points that human resource managers should design effective and expanded programs for training and development goes inline to cover the gaps in the knowledge systems and thus reduce workplace frustrations. He explains that training and development of the employees have a significant correlation on output of employee performance. To illustrate the situations of the UAE, majority of professional are expatriate and thus creates the needs for training and development for the workers in various industry discipline so as to create efficiency and growth within the organization. Employee in the UAE have varied training needs in line with the changes in the technological frameworks at the workplace and thus, straining should be scheduled to address them. It is therefore, important that HR in UAE manage respond to employee development needs so as to deliver a balanced workplace where efficiency, growth and motivated employee are envisaged.
Conclusion
Various researchers on the global platform have studied the field of employee development. This study has established the importance of training and development which includes, enhancing organization production, maintaining consistency and providing career development for employees. However, it has been found that the recent study is focusing on improving training and development where emphasizing training to promote individual development is being encouraged. Employee are the main aspect in any organization so providing effective training for individuals will help to success in all the fields.

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