Educating and Retraining the Employees

Running head: BACKGROUND REVIEW PAPER

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Educating and Retraining the Employees Introduction The performance of the employees is very critical to the success of the organization, which makes the recruitment and development of the human resource an important element in successful management. A highly competent workforce is required to enable an organization to realize its goals. The company may have good strategic plans and resources, but without good human resource, all of these can go to waste (Verma & Singh, 2015). Knowledge and skills needed can be acquired through recruiting the qualified persons based on the demands of various sectors, but this is not enough to make the labor force more competent because of the changes in the business world as well as education sector.

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Innovations call for new approaches to particular issues, hence the need to upgrade the employees' knowledge and skills. According to Riddell and Song (2017), when an organization acquires new technology for use, it must train its staffs on how to use it for efficiency. Education and retraining of the employees contribute to employee motivation, retention, performance improvement, and client satisfaction.

Employee Motivation/Satisfaction Hopper (2018) argued that retraining helps in motivating of the employees, which boosts their performance. Retraining helps the staffs to grow their careers, become more effective and reliable in their respective areas of occupation. In the long run, this brings about a sense of fulfillment and being content. The organization can improve the skills of its current staffs instead of replacing them hence promoting their competency. Rashmi and Kadakol (2016) concurred that employees are more motivated to work for organizations that have a habit of upgrading them to cope with the new demands and changes rather than those that replace them. The education and training program is often viewed as a sign that the company values and would like to maintain the employees for a longer period, hence a motivation for better performance.

Education and training of the employees create a sense of appreciation and being valued, which are linked to satisfaction. As Rashmi and Kadakol (2016) observed, there are various ways in which an organization can demonstrate to the employees that it values them, one of which is education and training that helps them not only to perform better but also to grow in the respective careers. Employees tend to be happy and content to work for an employer who contributes to their development rather than those that exploit their knowledge and skills without

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giving them a chance to grow. The training session can be used to bond the employees with the firm and help them to appreciate the goals of the company and its work environment. Therefore, training and education can be explored to improve and maintain employee satisfaction.

Retention The retention of employees if one of the tasks of human resource management, which is linked to the continuity and stability of the labor force. Without proper management of the workforce, the organization will suffer the perennial loss of employees to rivals. Education and restraining can be used as a tool to keep the employees in the firm because it contributes to their Organizations that do not improve their human resource through education and training are more likely to lose their staffs than those that retrain them. When there is no improvement of the human resource, the career development of the employee become stunted, which impact negatively on those who wish to grow up in the respective professions (Verma & Singh, 2015). It is for this reason that employers allow and sometimes facilitate their employees to go for further or extra studies as a way of allowing them to grow in their careers. Promotions and salary increase are more effective when an employee has managed to attain more education while working for an organization because it benefits the employer. Consequently, this fosters the retention of employees in the company.

Performance Improvement Education and retraining of the employees help to improve the performance of the employees, contributing to the success of the firm. The reliability of the employee is anchored on the skills and knowledge he or she has, which the firm exploits to attain its set objectives. When the performance of the employees dwindles, the human resource management must take action to improve it through interventional frameworks. According to Hopper (2018), education and

BACKGROUND REVIEW PAPER training are some of the activities that organizations employ to improve the performance of the labor force. With retraining, the staffs are reminded of what they learned before and may have forgotten, helping them to refresh and attain the much-needed sharpness in performing their duties.

Law, Hills, and Hau (2017) opined that retraining employees help them in gaining the much-needed awareness in various areas. For instance, in the modern era where climate change is a big issue, training employees in how to conserve the environment can be useful, deepening on the type of activities that an entity engages in at the time. Successful training should lead to the acquisition of the requisite skills and expertise needed to serve the organization better than before (Verma & Singh, 2015). Consequently, the performance of the employees is improved to the benefit of the company.

The retraining of the staffs can be tailored to suit the areas on improvement that the human resource needs. Before a retraining plan is implemented, there is an assessment of the employees' performance to establish the areas that need retraining (Pena, 2015). In this respect, the whole program is focused on improving the performance of the human resource by empowering the staffs in the areas that they manifest weaknesses. The trainers must be highly qualified and must take into account the diversity of the labor force regarding careers.

The old employees may lack knowledge about new ideas in their respective professions because they were trained earlier but this does not mean that they are valueless, they can be helped to catch up with the current market demands. Pena (2015) established that education and retraining are useful in helping them to upgrade their skills and knowledge for better performance in the respective area of occupation. Knowledge and skills require continuous development to march the emerging challenges and trends in the job market. Consequently, this

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can be attained through education and retraining programs that focus on specific areas that exhibit the need for improvement to boost the human resource performance.

Improving Client Satisfaction The performance of employees influences clients’ satisfaction, underscoring the importance of employee training and education program. According to Stavrinoudis and Psimoulis (2017), when the staffs are well trained and knowledgeable in their respective areas of employment, they tend to perform above average, which implies that the customers receive better services. As a result, in the long run, this contributes to the satisfaction of the customers.

The employee education and retraining and education contribute to high workplace morale among the employees, which is reflected in how they serve the clients. For instance, in the hospitality industry, a motivated staff will attend to the client with professionalism and happiness, giving the customer the best services in the best environment (Verma & Singh, 2015).

However, if the workplace environment dissatisfies the employee, she or he may respond to the clients' needs with rudeness, negligence, and laxity, leaving the dissatisfied by the services offered. In essence, training and education can be used to boost the employees work morale and in turn enhance client satisfaction.

Conclusion The company can implement education and retraining of the employee program as a strategy to improve their performance, retention, job satisfaction, and enhance client satisfaction.

The program will help the staffs refresh their knowledge and skills, upgrade themselves on various changes in their areas of employment, and improve their general capability to perform various roles. The education and retraining of the human resource will contribute to enhancing the efficiency or the organization as well as its ability to compete with the rival firms. The

BACKGROUND REVIEW PAPER excellence of the company is greatly connected to the performance of the labor force it has, which underscores the need to continuously develop and maintain employees.

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Hopper, A.M. (2018). Continuous improvement strategies: How to manage, motivate and retain staff. New York, NY: Taylor & Francis.

Law, M.M.S., Hills, P., & Hau, B.C.H. (2017). Engaging employees in sustainable development - a case study of environmental education and awareness training in Hong Kong.

Business Strategy & the Environment (John Wiley & Sons, Inc.), 26(1), 84–97.

Pena, A.A. (2015). The effect of continuing education participation on outcomes of male and female agricultural workers in the USA. Education Economics, 23(6), 751–776. https://doi.org/10.1080/09645292.2014.948387.

Rashmi S.B., & Kadakol, A.M. (2016). A study on employees perspective towards training program. International Journal of Research in Commerce & Management, 7(2), 24–25.

Riddell, W.C., & Song, X. (2017). The role of education in technology use and adoption: evidence from the Canadian workplace and employee survey. ILR Review, 70(5), 1219– 1253.

Stavrinoudis, T., & Psimoulis, M. (2017). How do education and training policies determine customer satisfaction and hotels’ performance? European Journal of Tourism Research, 17, 177–190.

Verma, S., & Singh, M.C. (2015). Enhancing employee competencies for effective delivery in insurance sector. Amity Global Business Review, 10, 88–94.