Developing the capabilities of technical personnel

There is no doubt that training is considered one of the most important methods resorted to by those in charge of managing work organizations for the purpose of improving the level of performance of human resources in them, especially technicians. In this context, the terms and concepts that refer to the training and development of human resources are many and varied, and despite this great diversity of these concepts, their contents are very similar and similar.

We see that most human resources management and development experts view training as indicating change, improvement or development. They also believe that training expresses a continuous process centered on the working individual, whose purpose is to bring about specific behavioral, technical and mental changes, in order to meet specific needs (current or future), required by the two parties to the basic equation, namely the working individual on the one hand - the work on the other hand the organization or the company on the third hand & society on the fourth hand.

Researchers and scholars in the field of human resources management and development have provided multiple and diverse definitions of training. We find those who viewed training as :

“creating the conditions for effective learning.”

There are those who defined training as :

“an exchange process for teaching a set of knowledge and methods related to work.”

Training is also viewed as an activity to transfer knowledge to a group or groups of individuals who believe it is useful to them. Or in short, it is the transfer of knowledge and the development of skills. In another context, training is defined as a process whose goal is to provide the knowledge and experience that a person needs, and to obtain the information that he lacks, and suitable attitudes for work, and behavioral patterns and appropriate skills and habits necessary in order to raise the level of efficiency of performance and increase productivity. He defined training. It is also an attempt to change the behavior of individuals to make them use better ways and methods in performing their work and various tasks so that their behavior is more Training is different than it was before training. Training has also been viewed by some researchers as an organized, continuous, individual-centered process that aims to bring about specific changes to meet specific current and future needs required by the individual, the work he performs, the organization in which he works, as well as the societal environment in which the organization competes.

Recently, training has been defined as a planned activity that aims to bring about a change in the individual and the group in terms of information, experiences, skills, performance rates, work methods, behavior and trends, in a way that makes this individual or group fit to carry out their work with high efficiency and productivity. In the same context, training is defined as a dynamic process that aims to bring about changes in the information, experiences, performance methods, behaviors and attitudes of individuals, in order to enable them to exploit their potential and latent energies in a way that helps raise their efficiency in carrying out their work in a better and more productive manner.

In summary, we can extract the three basic pillars of training, which are:

1. Training is an activity to transfer knowledge for the purpose of developing thinking models and behavior patterns in individuals.

2. Training is an attempt to change the behavior of individuals to bridge the gap between actual performance and the desired and targeted level of performance.

3. Training is a means to raise the level of effectiveness and efficiency of individuals in the organization now and in the future. Through these foundations and based on the previous definitions, we can give a comprehensive definition that expresses training as follows: Training is a planned, organized, and continuous effort that aims to bring about a change in the behaviors and performance of human resources in the organization by providing them with the skills, knowledge, capabilities, and attitudes that lead to raising the level of effectiveness. . And the efficiency of individual and organizational performance in accordance with modern performance standards.

Attributes of Training

Training aims to raise individual capabilities and reach the standards required to achieve outstanding performance for human resources and the organization. From this standpoint, training is considered a vital activity that is influential in determining the level of efficiency and effectiveness in any organization. Among the most prominent advantages of training are:

A- improving the performance of human resources; Continuous training of working individuals helps increase their level of performance in the work assigned to them, which ultimately leads to increased production, whether quantitatively or qualitatively, due to increased skill and knowledge about the work.

B- Forming attitudes, as one of the general objectives of the organization’s training programs is to form a certain attitude among human resources about the organization to achieve support for its activities and policies and obtain broader cooperation and loyalty towards it.

C- Assist in solving problems resulting from operating operations; Training, whether for supervisors or production workers, can help reduce the rate of work turnover, absenteeism, dissatisfaction with work, accidents and complaints. Among the operational problems that training contributes to solving are: Low morale, outdated work methods...etc.

D - Providing the needs of workers, An organization may face the problem of difficulty in providing workers with a certain degree of skill, so we find it easy to solve this labor problem through training, especially in the long term, by creating its own vocational training program. Training contributes to increasing organizational flexibility and achieving stability at work. Thus, achieving interconnection between the interests of individuals on the one hand and the interests of business owners on the other hand, and ruling out the existence of conflict between them because of the benefits that training achieves.

Objectives of human resources training and development

Every training activity tries to achieve its objectives, which we can divide into resource-level objectives humanity and others at the organizational level.

At the organization level:

-In light of the above reference to the objectives of training at the level of human resources, it shows us how important this activity is to the organization, regardless of the nature and type of its work. If we want to shed more light on training as one of the most important activities practiced by human resources management, we must look at the training objectives. At the organization level, the most important of which lie in Achieving a competitive advantage plus Training plays an influential role in achieving a competitive advantage for the organization. Increasing the organization’s investments in the field of training increases the ability of its human resources to stand up to multiple and successive challenges. Successful organizations in the United States have confirmed that training plays a major role in increasing productivity and enhancing competitiveness. It has also helped many organizations that suffered from intense competition to regain their competitive positions. Training then works to keep pace with the various transformations, and this is by giving a new impetus to the organization’s human resources, and working to refine distinguished talents.

- Improving economic indicators. The organization aims to achieve organizational and productivity goals through the training process, as attention when designing programs focuses on improving and raising productive and organizational work indicators; Among the most prominent indicators that the organization seeks to develop through training activity are the following: Increasing productivity: Improving and refining the skills and capabilities of employees will lead to improving their performance and increasing their productivity, and thus the organization will continue to grow and achieve its goals. Reducing costs: By improving and increasing the skill of the individual, the mistakes that he can make are reduced and the waste of materials and machines is also reduced.

- Reducing the intensity of supervision: A highly skilled and well-trained employee makes fewer mistakes and can exercise self-monitoring over his work. The organization works to reduce the intensity of supervision because of the dissatisfaction and confusion it causes among employees, and this is reflected in their performance, and thus the performance of the organization.

- Occupational safety for human resources: Repeated training courses contribute greatly to protecting workers from the dangers of the work they do, by reducing the work injuries that often occur due to poor efficiency.

At the individual level:

Training aims to provide human resources with a set of information and skills that lead to increasing their performance rates in their work. These objectives can be divided into three main objectives: development Knowledge, skill development, changing attitudes.

- Knowledge development: The obsolescence of knowledge or the emergence of a new body of knowledge and sciences justifies resorting to training programs aimed at presenting the latest scientific advances, and this is in order to expand the awareness of employees and help them expand the way they approach their work, as informing human resources of topics such as Leadership, work groups, communication, and other topics related to their fields of work, mainly benefit them in increasing their knowledge and enabling them to be informed of the latest findings. Training programs aimed at helping the human resource to acquire knowledge, certain scientific and theoretical foundations, and specific skills are not intended. It does not go beyond the fact that it aims to increase the academic achievement of participants in these programs in a way that will benefit them in the future.

- Skills development: Trainees may need specific skills in order to help them develop their performance or solve their problems. Those responsible for the process design training programs aimed at raising skills and expanding the field of capabilities and initiatives to enable the beneficiaries of the process to have a good understanding of various tasks, as well as confront work problems. Training programs that aim to raise skills focus on clarifying the steps of action, in some detail. They also focus on what should be done and what should not be done, and alerting to different situations and the nature of behavior in each situation in detail. This is in addition to enabling the beneficiaries of these programs to Creating ways to carry out their jobs also falls within the scope of skills development, increasing the human resource’s ability to express and manage meetings, as well as developing his leadership capabilities and the ability to make decisions and analyze the problems that he may encounter, and how to deal with them.

- ((CRITICAL ONE)) Changing attitudes: This indicates the desire to change the direction of human resources to prefer working for the organization and supporting its policies and goals. Officials seek through training programs to develop the behavior of employees and free them from unwanted work habits, frequent absences, lack of care for appointments...). In addition to developing their sense of the importance of excellence and distinction at work because of its benefit to them and their organization. One of the most important goals of training is to develop the tendency to cooperate with superiors and colleagues, stimulating the collective spirit of work, and this is what gives human resources greater impetus towards providing their best, in addition to preparing them to accept new opinions and different working conditions dictated by major transformations in the organization’s environment

Importance of Training

-It is no longer an option for work organizations to train or stop training workers under the pretext of the lack of need for training or the simplicity and ease of the tasks performed. Rather, many factors have emerged with the challenges of reaching the level of distinguished performance and high performance of the organization, indicating the importance of training and developing human resources, and we can mention the most important of these factors. Which indicates the importance and necessity of training and development as follows: General economic conditions: In a state of economic prosperity, organizations must develop the performance of their employees through training in a way that leads to achieving the expansion and growth required for the organization among its competitors. In recessionary conditions, for example, those in charge of human resources management must direct training in a way that leads organizations to possess human resources that properly deal with the conditions of the prevailing economic stage to prevent waste of resources and lead towards efficiency in use. Globalization: The organization can no longer neglect the impact of globalization on workers and the ability to inform them of everything new in terms of the work they perform. For us, human resources training and development appears as an appropriate solution to lead human resources towards interacting in a correct manner with the challenge of globalization. The increasing importance of intangible assets in the organization, especially intellectual capital, as we see today more and more companies interested in intangible assets and human capital apart from gaining an advantage over competitors. Training and development can help the company’s competitiveness by directly increasing the company’s value. By contributing intangible assets, the value of the company includes three types of assets that are necessary for the company to provide goods and services: financial assets (cash and securities), tangible assets (property, plant, and equipment) and intangible assets such as human and intellectual capital and the reputation of the organization in the market. Work and quickly meet the needs of customers and the services provided by the organization.

-Focusing on the necessity of greater connection and coordination with the organization’s strategy: All the challenges faced by modern work organizations lead them to the necessity of thinking in a strategic manner and thus the necessity of continuous readiness in terms of the human resources that they possess in terms of quantity and quality to confront these challenges.

-Demographic change and diversity: This creates a challenge for current human resources managers to ensure reconciliation between the interests of the organization and the interests of this great diversity existing in human resources (diversity in gender, age, origin, etc.)

-Rapid change in consumer tastes: This leads to the necessity of possessing talent, knowledge, and skills that can properly respond to these changing consumer requirements. This will only be achieved through effective training of the organization's human resources.

-Continuous development of the work tools and techniques used: It is no secret that the worker must adapt to the technology used is carried out through training programs prepared for this purpose. High-performance work systems and outstanding performance as These systems have appeared recently, considering that traditional work systems are no longer useful in leading the organization towards achieving the required competitive advantages. This requires those in charge of managing organizations to take measures that would possess human resources that guarantee high and distinguished performance. This cannot happen without properly managed human resources training and development programmes.

In the end, on the ground, the main boss, as the director of the relevant department, such as maintenance or other departments, is the one most able to sense the strengths and weaknesses of his subordinates, and determine the response that needs a strong one, including enough of their capabilities, as this works responsibly to the extent of the need. People are referred to training programs and this is through his effective ideas for their performance and thus they respond to their shortcomings, and in this they rely on preparing the necessary reports through which the people who must be provided with modification and development programs are identified, and the type of these programs with specific topics, then he undertakes to achieve what It matters that it is chosen, followed up, supervised, accomplished, and then evaluated.

M.Hamdi