Training And Development

Running Head: TRAINING AND DEVELOPMENT 1

Training and Development

Name

Institution

TRAINING AND DEVELOPMENT 2

Training and Development

Introduction

The performance and success of a firm are significantly determined by the manner in which

the organization plans and executes various aspects in the workplace. Due to the dynamic changes

in the business environment, for instance, the great recession of 2008, many firms have been forced

to redesign their operating aspects to remain competitive in the marketplace. Offering training as

well as developing the skills of the employees has been one of the approaches that have been used

by business organizations to equip employees with skills to deal with emerging issues in the

business environment (Salas et al., 2016).

Competency Models, Case-based Decision Making, and Systems Thinking

Competency can be defined as the ability to use abilities, skills as well as knowledge to

successfully carry out particular activities or even dealing with emerging issues in the right

manner. Competency models refer to a group of competencies which are organized and structured

together so that they can be utilized in formulating an efficient framework that can be used in

determining business success (Sanghi, 2016). Some of the competencies entailed in the

consistency models include communication, strategic thinking, conflict resolution, teamwork as

well as problem-solving.

The aspect of case-based decision involves making decisions by evaluating the

performance of a similar circumstance that occurred in the past. Using the past occurrences as the

basis of coming up with choices enhances the performance of the action that is taken, since the

cases that are reviewed act as guidelines hence there is a higher probability that a well-informed

decision will be made.

TRAINING AND DEVELOPMENT 3

System thinking involves a critical analysis of the relationship existing between the

different parts of a system to aid in the understanding of a situation for purposes of decision

making. System thinking tends to relate the organization to the surrounding environment and

therefore assists in reviewing the structure of an organization so at to promote the interaction

between the different parts (Arneson, Rothwell, and Naughton, 2013).

Non-compatibility of Past and Future Competencies for the Global Organization

It is an undoubted fact that the competencies of the past are incompatible with those of the

future since the rapid change of the global business environment necessitates the need for

competencies to include elements which enable a firm to thrive in the complicated environment.

The future competencies are comprised of components such as innovation, learning agility as well

as ambiguity and complexity management which are not contained in the past competencies and

hence the two are non-compatible for the future firm. Competencies of the past focus on solving

issues affecting the business at present whereas those of the future aim at laying mechanisms for

enhancing leadership skills which assist in addressing both the present problems and predict future

challenges hence prevent them in advance.

Competency-based and the Traditional Approach to Training

Competency-based training is a mode of training that primarily targets determining skill

gaps in an employee and therefore find ways of bridging those gaps (Arneson, Rothwell, and

Naughton, 2013). The traditional approach to training involves the employees being taught a

highlighted set of objectives but in most cases, this type of training ends up in equipping the

employee with skills that do not lead to job improvement. For this reason, the competency-based

approach is preferred to traditional mode. Training models in an organization include technology-

TRAINING AND DEVELOPMENT 4

based learning as well as the use of simulators (Salas et al., 2012). Technology-based learning

involves using channels such as interactive multimedia and video and is effective since it enables

the employees to learn at their own pace. However, it presents challenges such as lack of well-

skilled personnel within the organization as using this programs requires people with high

experience. Simulators are utilized in imitating the experiences that occur in the workplace and

therefore are effective as they teach employees how to deal with challenges that arise in the

workplace. However, most of the simulators are expensive, and this acts as a challenge to the

organization.

TRAINING AND DEVELOPMENT 5

References

Arneson, J., Rothwell, W., & Naughton, J. (2013). Training and development competencies

Redefined to create competitive advantage. Training & Development, 67(1), 42-47.

Sanghi, S. (2016). The handbook of competency mapping: understanding, designing and

Implementing competency models in organizations. SAGE Publications India.

Salas, E., Tannenbaum, S. I., Kraiger, K., & Smith-Jentsch, K. A. (2012). The science of training

And development in organizations: What matters in practice. Psychological science in the

public interest, 13(2), 74-101.

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