Today, both external conditions (economic policy of the state, legislation) and internal conditions of the organization (restructuring of enterprises, appearance of new jobs) are changing rapidly. It makes most companies need to prepare personnel to work in the new environment. Personnel training is the most important means of achieving the organization’s strategic goals, standards of increase of the value of human resources. Without timely staff training, the implementation of organizational changes is complicated or becomes impossible. The paper will consider the importance of personnel training, its impact on productivity, and proposals for the most effective training to solve production problems at the United States Postal Service.
Clarification of the Concept of Training and Its Importance in Business
Personnel training is a continuous process of getting new knowledge, learning new skills, and employees’ work methods. To train employees means developing their professional knowledge, skills, and abilities that will help the company achieve its goals. According to Dias and Silva, training has been identified as an example of human resource management practices that contribute to competitive advantage (2016). Today, to be successful, one needs to be sufficiently knowledgeable in both specific and general issues related to general management, financial management, logistics, marketing, etc. Lack of employee’s knowledge and skills to successfully perform their assigned tasks leads to inefficient work and reduces their job satisfaction. According to Khan and Abdullah, it is familiar that Training and Development improve knowledge, skills, and conduct towards our work (2019). Management training is of particular importance to any organization; the manager’s position has a decisive influence on the results of his subordinates.
The Impact of Training on Workforce Productivity
The transition to a market economy means a high dynamic of changes in the requirements for the quality parameters of the workforce. A convincing example is the place of the education factor in the overall qualitative characteristics of an aggregate worker. Nowadays, the situation is such that education, and not so much general as vocational, is becoming a determining element shaping the qualitative characteristics of the workforce. A workforce development program contributes to developing a more capable and strongly motivated workforce to carry out the organization’s tasks. Naturally, this leads to an increase in productivity and the value of the organization’s human resources. Staff development activities should be seen as an investment in the intangible assets of the organization. Improving knowledge, working out how to deal with emergencies, or practicing teamwork is ultimately beneficial to both the employer and the employees. It is easier to manage a well-trained team, and the employee improves his or her competitiveness within the company and on the labor market in general.
Personnel training in a crisis improves work efficiency and reduces workflow costs. High USPS productivity is crucial to prevent further losses for the company. One of the most successful ways of improving performance, in this case, will be through training. This method impacts the organization’s bottom line as it increases the employee’s knowledge, speed, and competence. Thus, staff training will improve the delivery and quality of services in the USPS.
Personnel Training Methods and Their Effectiveness
More and more companies are now looking at training costs as a long-term investment in human capital. The formation of an effective personnel training system is usually a joint task of the company’s management and HR department. An adequately structured personnel training and development system benefits both the employee and the organization. The USPS currently has many opportunities that can ensure effective service delivery. However, it is not the machines or tools that make a company profitable, but its employees, so training staff is one of every organization’s priorities.
The main types of training are staff training, retraining, and further training. Nowadays, there is an excellent variety of methods for staff training (Matson, 2017). They can be divided into active and passive. Passive training methods include lectures and seminars: they do not imply a response from the learner, so the perception of information largely depends on the willingness and motivation of the employee himself. The active training method requires the active participation of each employee. Different methods allow for in-service or on-the-job training, either at the workplace or outside it. The most popular today is distance training for employees, which takes place in the workplace. On-the-job training most often helps to reinforce the material practically. Off-the-job training takes thinking outside the box and teaches how to act in non-standard situations. In USPS, to choose the right training strategy, the management needs to consult with the staff and examine their needs and wishes. None of the methods will work if the employees are not willing to do it themselves. Training should not only provide new knowledge and skills but also interest the trainees themselves.
Assessing the performance of organizations is critical because it defines future strategies and the capacity to reach goals. Personnel is one of the essential resources of every organization. Well-trained employees can significantly improve the profitability of an organization, which is why every human resource manager strives to have only professionals on their team. USPS needs to review strategies and policies to improve efficiency. Increased performance can be achieved by implementing a training program for the company’s employees.
Dias, Á., & Silva, R. (2016). Organizational training and organizational commitment: A literature review and conceptual development. International Journal of Innovative Science, Engineering & Technology, 3(1), 387-399.
Khan, S., & Abdullah, N. N. (2019). The impact of staff training and development on teachers’ productivity. Economics, Management and Sustainability, 4(1), 37-45.
Matson, J. L. (Ed.). (2017). Handbook of treatments for autism spectrum disorder. Springer International Publishing.