Lack of staff training Essay Example | Topics and Well Written Essays - 2250 words

Lack of staff training - Essay Example The training and development of staff is predominantly based on the fact that staff skills bear direct relation with the growth of the organization and the requirement to grow the skill is to make the organization grow. Training is regarded as a systematic way of developing knowledge, attitudes and skills of employees to help them perform to the best of their abilities in their respective job roles. The new recruits in organizations have many different skills and may be specialised in a variety of specializations. However, the skills may not be as per the organizational needs and requirements. This is where the need for training and development finds importance in the organizational context. It helps the staff in taking the organization towards its goals and destinations. This project aims to address the issues which might arise due to the lack of staff training in organizations (Olaniyan & Ojo, 2008, p.326). Training, both socially, physically, mentally and intellectually are consid ered to be extremely important for facilitating the productivity of the organization and also for development of the personnel in the organization. ... The organization chosen for the purpose is the Royal Bank of Scotland (RBS) which has decided to make investments in the training and development of its staff (WHICH, 2011). The literature review brings forth the supportive and contradicting arguments for the topic. The study also makes a primary research on the topic. This is done by using the method of questionnaire. Finally the data collected is analysed and based on the analysis the project makes suitable recommendations for the same (Olaniyan & Ojo, 2008, p.326). Chapter 1: Literature Review The demand of the marketplace for quality, speed, customization, punctuality, and variety or services and products has been responsible for dramatically changing the landscape for conducting business across the world. Technology usage, the relentless speed with which technology has been changing and upgrading it, skills which the workplaces demand have completely changed the corporate scenario. The increased pressure which has been coming fr om these factors is acting as the driving force behind the constant search for improved and better performance. This is applicable for the smallest and simplest of tasks to the most complex corporate strategies in organizations today. The nature of this dynamic learning and performance of individuals especially at the management levels have been responsible for converting it into a rat race which does not have a finish line. The broader perspective shows that the individual learning and performance acts as the prime factor which keeps organizations ahead or behind their competitors (Kunneman, Key & Sleezer, 2000, p.40). In the year 1998, a study was conducted by the Training Magazine in US reported that organizations in the nation had been