Human Resouce Management In a minimum of 650 words, please discuss the following

Question

Human Resouce Management

In a minimum of 650 words, please discuss the following using Scholarly journal articles as a reference. Please do not use Wikipedia, Blogs, etc.

What is the difference between training and career development? Of these two concepts, which is more likely to increase retention in an organization? Why?

Note: Be sure to be clear and concise and describe the characteristics of training and characteristics of career development. Discuss why the two concepts are different and provide examples to support your response. Be sure to also discuss which concept will more than likely keep employees within an organization and why.

Explanation / Answer

What is the difference between training and career development? Of these two concepts, which is more likely to increase retention in an organization? Why?

            Human resources are vitally important to the functions of the organization. Research has shown a direct correlation between the amount of investment in an organization’s human capital through their employee training and career development programs and the overall performance of the organization (Srimannarayana, 2011).While being very similar, there are distinct differences between training and development that cause them to stand apart from one another.

Training

            According to Gomez-Mejia, Balkin, and Cardy (2016), training is designed to provide employees with specific skills in order to prepare them for their job but training can also be used in order to correct problems in employee performance in order to better the overall organizational performance. Training is a tool used for immediate effectiveness and to fix a major deficit in an employee’s skills and performance in the current job within which they work or are beginning to work. Training is seen as such a valuable asset to an organization that some countries are actually investing considerably to fund various programs used for training to increase productivity, an organization’s competitive advantage, along with the already stated value of increasing organizational performance (Kotey&Folker, 2007). Adequate training is shown to immediately affect job performance in employees but is not as useful when thinking through the

Career Development

            In contrast to training, career development is utilized within an organization to equip employees with skills and knowledge that are not only valuable to their current jobs but also have a distinct focus on preparing employees for their future in the organization (Gomez-Mejia, et. al, 2016). Career development is vital for future expansion of an organization because it focuses on preparing employees for future job opportunities within the organization as it grows and expands. One of the major purposes of career development is to teach how to set goals and encourages employees to achieve their stated goals (Presbitero, 2015). Career development challenges employees to grow and commit to achieving their goals, which instills a sense of purpose and value in the hearts and minds of employees that helps them to persevere to advance their employment opportunities.

Conclusion

Training and development are both valuable to an organization, but in different way and they each have distinct purposes in order to make the organization better. In Hebrews 5:11-12 (New International Version) the author writes,

We have much to say about this, but it is hard to make it clear to you because you no longer try to understand. In fact, though by this time you ought to be teachers, you need someone to teach you the elementary truths of God’s word all over again. You need milk, not solid food!

Training and development is important in order to mature as an employee and to understand an organization even further. Without proper training, an employee will never be as productive as he or she could be, in the same way a Christian will never have as solid of a relationship with the Lord if he or she does not train in the Word of God. Furthermore, while very similar, there are distinct differences between training and career development and the effects they each have on an organization’s workforce, I believe that career development is ultimately more likely to increase retention in an organization.Career development would be more likely to increase employee retention because it creates more avenues for employees to develop and it opens new possibilities for new jobs in the future, which would give employees more incentive to continue working in an organization.

References

Gomez-Mejia, L. R., Balkin, D. B., & Cardy, R. L. (2016). Managing human resources (8th ed.). Pearson Education.

Kotey, B., & Folker, C. (2007). Employee training in SMEs: Effect of size and firm type-family and nonfamily. Journal of Small Business Management, 45(2), 214.

Presbitero, A. (2015). Proactivity in career development of employees: The roles of proactive personality and cognitive complexity. Career Development International, 20(5), 525-538.

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