Employee training is an integral part of the work of any organization. This aspect especially concerns working with stress in the workplace. There may be a decrease in productivity and key performance indicators in connection with this problem. In extreme cases, professional burnout and dismissal of staff occur. Thus, successful risk management in the company implies constant training of employees. This scientific work aims to consider the critical aspects of personnel training in risk management and puts forward a case study as the most effective method.
If managers omit the aspect of the impact of stress management on employees on the profitability and productivity of the company, then staff training on this topic is precious for humane reasons. Human resource managers should pay special attention to ensuring that each employee is comfortable and pleasant to work with (Bratton et al., 2017). Because not all organizations have an idea about stress management, it is necessary to conduct constant research and provide information to the heads of organizations.
Managing stress in the workplace and training requires high costs in terms of involving all departments of the company in this process. Changing external and internal conditions force organizations to constantly adapt, which is one of the sources of discomfort (Dipboye, 2018). Moreover, people constantly encounter stress and tense situations in their personal lives. As a result, the consequences directly affect an employee’s productivity in the workplace and depend on what happens to everyone both at work and outside it.
One of the proven methods of tracking employee attendance and their work is written marking. In other words, there is a method when the staff on arrival at the workplace are marked in a special form. However, this method only works in small companies, as it will be difficult for managers to keep track of a large amount of paper. New technologies have brought changes to this system, and there are already specialized cards that people use to mark themselves at work. The same method can be used for training staff and those who do not attend work or classes.
The choice of the most effective method of training plays a significant role in the training of personnel. One of these methods, which could be the most successful, is a case study. It consists of presenting students with descriptive situations that will allow them to make decisions to solve them. The purpose of this method is to force employees to apply their existing knowledge and experience to develop new ideas for managing a stressful situation or solving a problem. Moreover, the case study increases the motivation of students. However, if employees have access to the resources necessary to complete the case study during the training, or if the project becomes a difficult task, their motivation may decrease. An essential condition in such a situation becomes basic knowledge. In addition, this method has lower costs, which makes it especially popular. The main criterion for a vendor to use in stress training for staff should be a high level of professionalism. Without knowledge of this topic, a specialist can only worsen the situation. Moreover, it is crucial to have personal experience in solving stressful situations, which may be needed when using a case study in training.
Therefore, this scientific paper examined the importance of stress training in organizations. The main topics that should be included in the staff training program are controlling information overload and maintaining calm and concentration. In addition, time management and stress reduction through the acquisition of specific skills are essential. The primary purpose of staff training is to apply the acquired knowledge in practice, which includes training tools for stress management.
References
Bratton, J., Gold, J., Bratton, A., & Steele, L. (2021). Human resource management. Bloomsbury Publishing.
Dipboye, R. L. (2018). Employee training and development. The Emerald Review of Industrial and Organizational Psychology, 581-624. Web.