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Training and its Impact on Financial Growth and Performance

Question:

Discuss about the Issues of Internees at Biometrix.

The significance of HR relies in the stage at which it direct to competitive advantages as per Freundlich, Lee and Brenner (2012). In the human investment capital, the training is considered an essential part. This is known as education or training provided to workers for purpose of enhancing and boosting skills and competencies as it significantly contributes in the financial growth of nation. It is said by the Manti. Et, al (2015) that human resource enhances the financial performance of a nation as it implements essential strategies and policies. The team with diverse capabilities, experiences, knowledge and expertise enhance the effectiveness of decision making process and technique of issue handling as compared to single person. On the other hand, the technological development also enhances and boosts significantly. In this situation, the career growth in a company also enhances due to effective training. In this report, the issues faced by internees during internship in Briometrix will be highlighted in detail. The importance of training will be discussed in detail. Recommendations and concluding remarks are discussed in the last part of the report.

According to the opinions of Websky et al. (2012), it is said that workers comprehends excellently from their companies. This training enhances their capabilities as well as chances of official development. In this era of globalization, the process of E-learning has become significant tool for boosting performance and development. Minor concentration is provided on the workers associated with the companies. Current discoveries pay more attention on attributes of workforce as well as parts and importance of training. The process of training and development significantly impacts the greater administration of personnel, containing the higher managers, assistance of job, and assistance of company. Through training, the workers are capable to utilize their skills and competencies more effectively.

It is mentioned by the Weissbein, H. Ford and Schmidt (2011) that trainees effectively participate in the growth and development of their future. The managers and administrators are required to use better technique and make best technique for workers learning when the employees face difficulties in making decisions and doing workers. It is stated by Noe, Wilk, Mullen and Wanek (2014) that the main motive training is to enhance the skills and competencies of workers by motivation and inspiration. Various complex tasks are accepted by the workers and significant results are provided by the employees when they think that their skills and competencies are essential and significant. The workers provide risks and dangers when they do not believe on their competencies and skills. This effect and impact the performance of company and workers. Through training, the workers learn and comprehend new skills and capabilities.

The everlasting process and procedure of learning will be learnt from training. The learners should be provided with effective environment in which they are provided with significant skills and competencies. It is discovered by the Hee Kim and Callahan (2013) that main motive of learning and training is to enhance the inspiration of workers as well as enhance their competencies and skills. Various complex tasks are accepted by the workers and significant results are provided by the employees when they think that their skills and competencies are essential and significant.

Significance of HR Training for Internees

According to viewpoint of Sookhai and Budworth (2010), it is discovered that workers pay more attention on their competencies and capabilities when they believe on their jobs and capabilities. The management also gets effective results from this type of motivation and inspiration. It is mentioned by the Dysvik, Kuvaas and Buch (2010) that techniques and program of company training are designed to attain various objectives but the core objective is to get information about new things and capabilities. The goals and objectives are achieved through training and learning. Not only new and innovative skills are learnt by the workers, but they also get improved personality and individuality. This collection of two aspects enhance the financial growth and performance. Not only productivity of company enhances but the performance of overall company also improves. It is stated by the Anderfuhren-Biget, Varone, Giauque and Ritz (2010) that the level of motivation and inspiration enhances through effective learning and motivation techniques. The workers get maximum results and outcomes through this motivation and inspiration. The level of flexibility also boosts which enhances the capabilities to manage complex tasks and responsibilities. In this 1st stage of training, the workers complete their tasks without any hesitation and difficulty.

This internship has enhanced my learning capabilities and competencies. I worked in different department with diverse workforce. I learned how to cope with unexpected challenges and situations. The manager of company has assigned me diverse tasks and responsibilities. He checked and evaluated my performance on daily basis. He checked various incorrectness and errors and guided me accordingly. I was assigned to work with workforce of accounting and finance department. I learned how to make financial statements effectively in reality. I performed duties with diverse task forces which enhanced my learning and knowledge regarding actual world.

It is mentioned by the Choi and Jacobs (2011) that diversity in company can cause diverse negative impacts on internees. As a training, I faced diverse issues and difficulties in the training, I faced issue regarding different behavior of workers with internees because of different age, color, values, status and belief. This significantly enhance the level of discrimination. In all stages of a job, this divergence can be discovered in everywhere. It is also discovered by the Websky et al. (2012) that level of motivation of workers decrease when they are treated differently in a company. I also faced this issue during training. Different behaviors of workers and managers with me impact my level of performance and interest. This different treatment and behavior of workers enhanced various cultural and environmental issues in Biometrix. Due to which, the performance of workers decline. This behavior impacted my sense of motivation negatively. The performance and interests also impacted negatively.

According to viewpoint of Khan, Khan and Khan (2011), it is discovered that non effective working situation impact the level of communication among managers and internees. This negatively impacts the performance of workers as well as level of productivity of the company. Favoritism is considered most essential aspect according to views of managers of Biometrix. They did not make just and fair decisions. This factors impacts my performance and interest badly. For instance, the female training are provided with diverse opportunities and benefits. This influences the performance of males training. In this situation, this factors impacts my performance and level of profitability.

Issues Faced by Internees during Internship in Biometrix

As per the analysis of Van Vianen, Dalhoeven and De Pater (2011), it has been identified that the top managers lost in their designations, hardly feel to talk to trainees and discuss their issues and resolve them, same at Biometrix. This creates a gap between me and managers. The power distance limits the trainees to retain their problems being not discussed, creating a sense of being ignored .they are ignited and at times adopt unfair means to resolve their queries. I do not share their grievances and the stories of their side remain untold. This feeling of being unheard creates a sense of low self-esteem and inferiority complex among the trainees. I feel as the least important part of the firm and have ill feelings against the employees. These feeling reduce their productivity and make them work for their cause and benefit.it leads to further affecting the goals of firms. The communication gap atlas grieves the grievances between trainees and employers, resulting in resignations or low performances. Yet their problems remain unsolved. This leads to demotivation.

It is discovered by the Obisi (2011) that corporation did not provide promise advantages and benefits to internees. I experienced this issue effectively. I acted excellently in the company to provide best and quality results. However, the manager of Biometrix claimed that I did not work best and demanded more benefits as compared to the quality I provided. The factor of lobbyism is experienced by the internees in Biometrix. The managers of Biometrix generally favor females or their relative trainees. It is discovered by Chen, Sun and McQueen (2010) that internees are not provided particular results according to their performance and level of presentation. This is true in the Biometrix. I did not get appropriate results according to my performance and work. My level of negotiation and communication impacted as well. I raised one question and get enough penalty for this. This impacted my performance and level of gratification.

According to Weissbein, Huang, Ford and Schmidt (2011), it has been analyzed that managers being in executive designations do not welcome the trainees open heartedly. I am given space in the offices but I am not welcomed to take part in decision making. I at Biometrix am considered inexperienced with little knowledge of the product and market.So their managers do not acknowledge the skills or abilities the new trainees can possess. In the views of Duncan et al. (2012), it has been found that managers assume it their duty to take part in important decisions of firms and consider themselves the most eligible to decide best in the interest of a company. Though, certain times I makes the decision on my past which needs to be amended with a contrast of present circumstances. My Managers do not give an opportunity to the new trainees to share their views or ideas in neither problem solving nor any improvements. My bullying behavior makes the trainees uncomfortable and least interested in the organization. I become more self-centered.

It is stated by the Choi and Jacobs (2011) that internee feel a sense of insecurity as well as anxiety in an atmosphere in which the severe rules and regulations are implemented and followed with restrict conditions. In Biometrix, I experienced this issue. In Biometrix, severe rules and regulations are implemented. The workers are required to comply with laws in any case. During working in the company, I felt a pressure and anxiety of being fired at any time. Due to this fear, my performance and presentation impacted negatively. I did not concentrated on the quality. Instead, I just focused on the quantity. The company pays more attention on quantity as compared to quality. During this training, I just struggled to remain in the company. Due to fear of being fired at any time, I did not learnt innovative and creative things. This significantly impacted my level of gratification and improvement. The requirement of survival in an international company is essential as compared to provide quality of products. So, I just focused on survival. This restricts my level of diversification as well as competencies. I could not utilize my all competencies to provide effective and creative results. For purpose of being survival, I am required to learn various courses of training which enhances the costs and decrease the profitability of the company. 

  • Indulge trainees by assigning them projects to complete successfully. This can create a sense of confidence, pleasure, and willingness to work more diligently and they will learn to achieve.
  • Managers should give special attention to internees problems and solve them to retain their interest and make them feel worthy by having frequent feedbacks.
  • Managers should involve trainees in few nominal decisions making to create feelings of trust and importance.
  • They should hire few talented ones to motivate them in internship programs for better performance.

Conclusion:

Internship contains diverse issues and positive factors. I did internship in Biometrix. I experienced various positive and negative aspects. During internship, I learnt various innovative concepts along with diverse issues. It is concluded that level of performance enhances when workers are provided excellent environmental culture. Their level of interest enhanced which in turn enhances the performance and proficiency of the company.

References:

Anderfuhren-Biget, S., Varone, F., Giauque, D., & Ritz, A. (2010). Motivating employees of the public sector: does public service motivation matter?. International public management journal, 13(3), 213-246.

Brown, K. G., & Sitzmann, T. (2011). Training and employee development for improved performance.

Choi, W., & Jacobs, R. L. (2011). Influences of formal learning, personal learning orientation, and supportive learning environment for informal learning. Human Resource Development Quarterly, 22(3), 239-257.

Chen, J., Sun, P.Y. & McQueen, R.J., (2010). The impact of national cultures on structured knowledge transfer. Journal of knowledge management, 14(2), pp.228-242.

Duncan, E. M., Francis, J. J., Johnston, M., Davey, P., Maxwell, S., McKay, G. A., ... & Bond, C. (2012). Learning curves, taking instructions, and patient safety: using a theoretical domains framework in an interview study to investigate prescribing errors among trainee doctors. Implementation Science, 7(1), 86

Dysvik, A., Kuvaas, B., & Buch, R. (2010). Trainee program reactions and work performance: the moderating role of intrinsic motivation. Human Resource Development International, 13(4), 409-423

Hee Kim, J., & Callahan, J. L. (2013). Finding the intersection of the learning organization and learning transfer: The significance of leadership. European Journal of Training and Development, 37(2), 183-200.

Kerman, B., Freundlich, M., Lee, J. M., & Brenner, E. (2012). Learning while doing in the human services: Becoming a learning organization through organizational change. Administration in Social Work, 36(3), 234-257.

Khan, R. A. G., Khan, F. A., & Khan, M. A. (2011). The impact of training and development on organizational performance. Global Journal of Management and Business Research, 11(7).

Manuti, A., Pastore, S., Scardigno, A. F., Giancaspro, M. L., & Morciano, D. (2015). Formal and informal learning in the workplace: a research review. International Journal of Training and Development, 19(1), 1-17.

Noe, R. A., Wilk, S. L., Mullen, E. J., & Wanek, J. E. (2014). Employee Development: Issues in Construct Definition and Investigation ofAntecedents. Improving Training Effectiveness in WorkOrganizations, ed. JK Ford, SWJ Kozlowski, K. Kraiger, E. Salas, and MS Teachout (Mahwah, NJ: Lawrence Erlbaum, 1997), 153-189.

Sookhai, F., & Budworth, M. H. (2010). The trainee in context: Examining the relationship between self?efficacy and transfer climate for transfer of training. Human Resource Development Quarterly, 21(3), 257-272.

Websky, M. W., Oberkofler, C. E., Rufibach, K., Raptis, D. A., Lehmann, K., Hahnloser, D., & Clavien, P. A. (2012). Trainee satisfaction in surgery residency programs: modern management tools ensure trainee motivation and success. Surgery, 152(5), 794-801.

Weissbein, D. A., Huang, J. L., Ford, J. K., & Schmidt, A. M. (2011). Influencing learning states to enhance trainee motivation and improve training transfer. Journal of Business and Psychology, 26(4), 423-435.

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