The essay title mentions two different types of organizations operating within the UAE. These organizations depend on their employees and their skills in order to satisfy the organizational roles and motives. The topic will also explain different comparatives between these two sectors and how they have been effective within employee training.
Hook Statement
The public sector has been dealing with different training modules but has lacked in comparison with private companies. These private companies provide off-job and on-job training facilities which leads to better work performances and fulfillment of organizational goals.
Introduction
The overall role of training is defined to be a diverse platform and a plethora of different techniques used for employee skill enhancement. This set of fields is done through different facets and methods, which ensure maximum benefits to the employee. Organizations depend on these training methods in order to increase organizational sustainability. Training plays an important part in enhancing the employee’s working capability within the different atmospheres. One of the major functions of both private and public sector organizations is the achievement of goals. These goals not only define the organization but also help to explain how the organization works in principle. The employees working within such companies are managed by special managers who are also trained for these purposes. The main essence and role of training is to provide skills mandatory for job completion. If the training is done in an effective manner, it leads towards the organizational success or else damages the entire motive. This essay helps to deal with drawing a significant amount of variation between methods. The essay will also deal with a comparative analysis of the private and public sectors. The dealing defines different causes and effects of these training methods on the employees and the organization. (Harley, 2015)
Thesis Statement
The roles of training are significant to different organizations and rely heavily on the employees and the managers. The managers ensure that they provide effective schemes in order for organizational goal fulfillment. In order to sustain and substantiate the overall essay, the thesis has been divided into different objectives. The first objective of the essay is to compare and contrast different types of training methods. These methods would be compared to Public and private sector companies working within the UAE. The second major objective is to provide evidence of how the public sector has lacked different training facilities. The third major objective dealt with within this essay is to provide reasoning and proof of employee behavior. The training acts as a major source of skill enhancement opportunities. The essay will also deal with how the employees are different in both of these organizations.
Main Body
One of the significant methods through which the training phases continue within the organizations is through managers. These managers are specially designated people who are in charge of providing proper facilitations to the employees. The managers are also responsible for making efforts to ensure that how these training measures can be done. The managers also ensure different mediums, which are known as training programs. The training within the organization has found different ways through which it can be implemented. These types are known as Off Job, On Job, and blended learning within the company. All of these methods are different and have their own advantages. The basic difference between these methods is their limitations and teachings to the employees.
The main course of action that is needed by both private and public sectors is to make sure that the organizational goals are being followed. Due to different reasons within the global world, there is a considerable difference in the public and private sectors. One of these differences deals with the resources available to the employees. The resources include financial and human capital which are needed for extensive training programs. The variation of these resources not only poses a hindrance within the organization but also fails the entire program. The training of employees is needed at different levels, which is implemented with the above three methods.
The Job training methods in the private sector have reached a broader approach as compared to the public sector.
The Job training measure refers to the type of module that is followed by different companies around the world. This type of training refers to the outsourcing of employees and sending them to external units. Many companies take the privilege of sending their employees apart from their jobs to different places. These places are also known as special institutes and other departments. These places also contain specialized experts who provide the employees with new skills and other relevant courses. The off-job training method is followed by both public and private sectors within the UAE. This method is usually done by either giving the employees a complete day off or sending them at different intervals. The intervals are different and are in the light of the job description for the employees. One of the major dissections that are found in such training measures is the difference between private and public sectors. There have been different researches that show that the private sector has adopted better to such methods. This can be seen in different companies, which often send their employees to other countries and places. This ensures that the employees receive the best possible amount of skills and knowledge which would benefit the organization as a whole. The second major difference lies in the total number of employees sent out by these organizations. The public sector has not paid much attention to such training measures because the employees are overqualified. This over-qualification of the employees within public sectors undermines the off-training methods. This has made sure that these methods are not frequent in such companies and are found abundant in private sectors. The methods followed in such modules include Self-computer learning, Sponsored Courses, and much more. (Elon, 2015)
Success and Limitations of off Job Training Methods
There are different advantages that can be found when such types of training measures are to be discussed. These advantages typically benefit the organization as well and provide better resources in the future. The advantages range from the employees having a shot at broader skills and globalization opportunities. This also results in the company expanding its business in different areas where penetration is difficult (Elon, 2015).
When comparing the advantages and disadvantages of these types, there are different limitations that can be observed. The first limitation of this method is the loss of time that the employee has within the parent company. The employee has been hired for special purposes which need to be fulfilled. When the employee leaves for such training, the work can be lacking and needs to be replaced. This leads to the burden falling on other employees left behind within the company. The second major limitation due to which this method is not followed by the public sector is the cost of the methods. This training measure involves costly measures such as travel plans, transportation for the employees and their accommodations. The public sector companies work on the basis of funds driven by the public. This method often limits them to following such expensive training measures for the employees. The last limitation of such type of methods is the loss of the employees. Many types of researches have shown that employees often find better jobs while they travel for such training facilities. While this seems unethical, the employees are free to make their own choices in the light of new opportunities (HEATHFIELD, 2016).
The on-the-job training methods are less costly and provide better fulfillment of organizational goals within the organizations.
One of the most crucial and widely followed training programs refers to the on-the-job training method. This method has been widely accepted in both public and private sectors of the world and provides new opportunities. The on-the-job training method refers to the type where the employees are not sent out of the company. These employees receive their training facilities during their job hours and within the organization. The main difference that separates public and private companies is the method and occurrence of these training methods. The methods that are followed commonly for such fields are abundant and include Intranet, Mentors, lectures, and manuals. These methods ensure that the employees are diffused with new skills and exceptional talents which benefit the organization. The comparative analysis of private and public sectors for these training methods is how these are followed. According to various research, private companies have been paying greater attention to such methods. This is mainly because the influx of employees is much greater in private organizations as compared to public ones. The companies provide special privileges to the employees in terms of new methods and techniques. This not only ensures better employee motivation but also cultivates a much more productive environment. The public sector do follow such training methods but has not reached depth as compared to private ones. The public sector mainly relies on the convenient method found within such types of employees. These methods include the usage of intranet or lectures from different experts. These methods are extremely cost-effective and provide little damage in terms of cost and time. (Carter, 2016)
Success and Limitations of the Job training methods
The success factors for the on-the-job training methods have been highly rated by different companies around the UAE. One of the major factors which provide success is the cost effective solution as compared with other expensive ones. The on the job facility provides the organization with benefits such as using their own resources. This saves the organization’s time and money for the employees and provides better results. The second major success is the quick learning that is obtained within such methods. The employees who are subjected to such methods show immediate responses to the training being provided. This assures the managers to assess if the methods being used are effective or not. The last major success factor lies within the employee confidence and the in terms of team development. The on-the-job methods provide the employees with an environment of team and group, which is the basic foundation of any company. (HEATHFIELD, 2016)
There are different limitations when it comes to such types of training modules within organizations. The first limitation is the dependency on technology and resources for such type of training. If the machinery being used for training purposes fails, it can result in the disturbance of the employees. This leads to the resources and the time of the employees being wasted and hence poses a serious threat. The second major limitation is the overall adoption capability of the employees. These types of methods are usually done in groups and often result in many employees not understanding the purpose. The third major limitation concerns the time frame of the training, which leads to a lack of concentration. The on-the-job training methods are usually done within a short period of time and hence provide employees with less time to manage. This leads to the people losing their focus and interest in the training programs and defeats the entire purpose.
Blended learning has provided a new medium for innovation for employees instead of conventional methods.
The last type of training measure which has been in discussion is the blended learning method. This method has not made its way entirely into public sector organizations because of awareness and the lack of facilities. The blended learning method is completely different as compared to the conventional on and off training methods. This type of module uses the convenience of the employees and innovation. The method improvises on mobile phones, e-commerce courses, and other methods to train the people. (Habeeb, 2016)
Success and Limitations of Blended Learning
The blended training method has provided different advantages to public and private companies around the UAE. One of the major success factors is that it eradicates the previous limitations of conventional methods. Blended learning is interactive and convenient for the employees. This assures that the employees can learn when they want to instead of being subjected to a special class every day. The blended learning method is also cost-effective and provides the organization with minimal usage of its resources.
The limitation of this method is that it provides a slow result as compared to on-and-off training methods. The second major limitation is that the company cannot assure the complete success of this training measure. This is mainly because the training is done on personal devices such as computers and mobile phones.
Conclusion
To conclude on how the Private and Public sectors are different within their training programs, it can be said that the private has surely taken the lead. There are different reasons which prove the lead and of the private sectors. One of these reasons is the investors and the resources owned by private companies. These resources allow the organizations to invest in their employees through on and off-training methods. The importance of these methods is that they provide skill enhancement to the employees. These skills are used by the employees for new job tactics and different job opportunities. The second major advantage of training modules is their effectiveness on the overall organization. These training measures vary in different aspects, such as times, resources, methods, and employee activities. The private sector has been investing in all three major types of training through external help and coaches.
Works Cited
Carter, J. (2016, 2 2). Advantages or Benefits of OJT:. Retrieved from content wise step: https://content.wisestep.com/advantages-disadvantages-job-training-methods/
Elon. (2015, 5 2). Off-the-job training methods. Retrieved from What is HRM: http://www.whatishumanresource.com/off-the-job-methods
Habeeb, A. (2016, 8 5). 3 Ways Blended Learning Benefits Classroom Training. Retrieved from E learning: https://elearningindustry.com/blended-learning-benefits-classroom-training-3-ways
Harley. (2015, 2 22). 5 Key Differences Between Organizations in the Public and Private Sectors. Retrieved from online mpad: https://onlinempadegree.usfca.edu/news-resources/news/5-key-differences-between-organizations-in-the-public-and-private-sectors/
HEATHFIELD, S. M. (2016, 2 2). How On-the-Job Training Brings You Value. Retrieved from The Balance: https://www.thebalance.com/how-on-the-job-training-brings-you-value-1917941
