THE
IMPORTANCE OF TRAINING AND DEVELOPMENT
FOR
AN ORGANIZATION
Training
and development in an organization
It
is being one of the oldest debates in the corporate world, does invest in
training and development payoff? (Tsui et. al., 1997). There are many different
approaches to this fundamental question and perhaps Richard Benson’s, the
founder of the Virgin Group, famous quote may give an answer, “Train people
well enough so they can leave, treat them well enough, so they don’t want to” (Larry ,
et.al 2018, p. 85). This will answer two, not one fundamental question
and concerns in Human Resource Management, the importance of training and the
importance of retaining staff. Further, training and development will enhance
the one of the main intangible assets of an organization, Human Capital, which
will increase the competitiveness of the organization (Neo , 2010)
Training and development is an opportunity given to the
employees by expecting a continuous development throughout their work scope. A
well trained workforce is an asset to an organization (Jacobs, 2003). Training
leads to the company’s performances and goals. Further provides a better
working environment for the employees. According to the Armstrong (2001, p125),
“Training is systematic development of the knowledge, skills and attitudes
required by an individual to perform adequately a given task or job”.
The term ‘Training’ indicates the process involved in improving
the aptitudes, skills and abilities of the employees to perform specific jobs.
Training helps in updating old talents and developing new ones. Neo et. al (2016) defined Training as
consists of an organization’s planned efforts to help employees acquire
job-related knowledge, skills, abilities, and behaviors, with the goal of
applying these on the job (Neo et. al
., 2016, p. 201). The main objective of training is to make sure the work force
of the organization to be skilled in every other way. In addition to that there
are four other objectives as well. Those are Individual , Organizational, Functional
and social objectives (Janev, et.al 2018).
- Individual Objectives – These objectives help the employees to achieve their personal goals, which will increase the contribution towards the organization.
- Organsational Objectives- These objectives contributes the origination with its primary objective by bringing individual effectiveness.
- Functional Objectives – Functional objectives are maintaining the departmental level contribution at a given time which contributes the organization needs.
- Social Objectives – These ensures that the organisation is ethically and socially responsible for meeting the needs and of the society.
Employee development is going hand in hand with the
training. Employee development is the combination of formal education, job
experiences, relationships, and assessment of personality and abilities to help
employees prepare for the future of their careers (Neo et. al., 2016, p. 237). Employee development
often has its roots in the company’s mission, goals, and values and is related
to important business outcomes such as employee retention and the creation of
an agile and talented management team and work force (Neo, 2010).
The definition of development indicates that it is future
oriented. Development implies learning that is not necessarily related to the
employee’s current job. Instead, it prepares employees for other jobs or
positions in the organization and increases their ability to move into jobs
that may not yet exist. Development also may help employees prepare for changes
in responsibilities and requirements in their current jobs, such as changes
resulting from new technology, work designs, or customers (Neo et. al 2016).
The Training Process
Dessler ( 2008), explained the training
process is aimed at improving the performances of individuals and groups of
employees in the organization. It is an organized activity for increasing the
knowledge and skills of the employees. It comprises of a systematic method for
transferring technical and management skills to the employees. This training
process is an important activity for both organization as well as the
employees. Developed skills of employees via training will secure the employee
job as well and from organization aspect the skills gain through the trainings
by the employees an asset for the organization.
In the process of Training and development
following steps are being considered (Dessler, 2008).
Step 01. The first is
need analysis – in this step identifying the specific job performance skills
required to assess the prospective trainee’s skills. And then develop a
specific measurable knowledge and performance objectives (SMART objectives)
based on what lacking behind.
Example: In Sri Lanka Telecom PLC use the PERFORMANCE APPRAISAL
sheet add the required trainings by the employees. Employees has to mention
what they expect to get trained during the next business year.
Step 02. In the second
step it will be the designing of the training program content including work
books , exercises and activities. Here the organization use the techniques like
on the job trainings and computer assisted learning’s
Example :Training and Development team will gather the
information of training requirements of employees from the PE sheet and then
analyses the requirements. Sri Lanka Telecom has in house certified trainers
for various areas. And if the employee requirements are to be catered via
external parties then the resources will
be looked at with the recommendations of registered institutes.
Step 03. Then comes the
Validation step, here the designed training program will be presented to a
small audience to check wheatear it is according to the requirements.
Example: The selected samples of external resource personnel’s
have to present a sample session to the Training and Development team on their
contents of the delivery. Then a panel of judges will select the best .
Step 04. Fourth step is to implement the program to
the targeted group of employees.
Example:
Once selected, the training program will be make available at the training
center of Sri Lanka Telecom and the employees will be notified via internal
email.
Step 05. At last it
will be the evaluation step in which the management asses the program success
or the failure.
Example :A test will be conducted to the participants of the
selected training program. An evaluation sheet will be given to all the
participants to evaluate the tearing program
Approaches to Employee Development
The many
approaches to employee development fall into four broad categories: formal education,
assessment, job experiences, and interpersonal relationships. Many
organizations combine these approaches (Neo
et. al 2016).
Figure 1.0: Four Approaches to Employee
Development
 |
(Source: Neo et. al
2016.)
a) Formal
Education: Organizations may support employee development through a variety
of formal educational programs, either at the workplace or off-site. These may
include workshops designed specifically for the organization’s employees, short
courses offered by consultants or universities (Jacobs and Washington,2010).
b) Assessments:
Collecting information and providing feedback to employees about their
behavior, communication style, or skills.
c) Job
Experience: The combination of relationships, problems, demands, tasks, and
other features of an employee’s jobs.
d) Interpersonal
Relationship: Employees can also develop skills and increase their
knowledge about the organization and its customers by interacting with a more
experienced organization member.
Training and development methods
On
the job training
On the job training helps employees to get the knowledge
of their job in a better way Coaching – One to one training
based of exiting experiences (Deming, 1982). People learn from their practical experience much better
as compare to bookish knowledge. On the job training reduces cost and saves
time (Flynn et. al., 1995; Kaynak,
2003; Heras, 2006).
Types
of On the job trainings;
- Mentoring – Use to develop attitude, mostly used in manager level employees
- Job Rotation – Employees get the training of different departments by rotating their jobs
- Job Instruction Technology – Step by step structured training method
- Apprenticeship –use to train younger generation specially when they pass out from universities and this take longer period
Off
the job training
- Lectures and Conferences – This refers to verbal presentations where the lectures have to be motivating in order to create interest among the trainees and retain their attention.
- Vestibule Training – This method creates a working condition similar to the actual workplace conditions.
- Simulation Exercises - Basic four exercises in any artificial environment exactly similar to actual situation.
- Sensitivity Training - Create an ability of an individual to sense what others feel and think from their own point of view.
- Transactional Training - Analyze the motivation reaction relationship between two persons to understand the behavior.
Impact of Training and development
In case of learning organizations, training has been
linked to both corporate strategy and organizational performance: training must
be aligned to organizational strategy in order to result in high performance (Delery
& Doty 1996). The strategic formalization of training facilitates
organizations to analyze and carry out effective internal and external scanning
of their work environments (Lyles et.al., 1993).
Figure 2.0:
Effectiveness of training and development
(Source: Niazi, 2011)
According to Stone (2002) training has the distinct role
in the achievement of an organizational goal by incorporating the interests of
organization and the workforce. Now a days training is one of the most
important factor in the business world because training increases the
efficiency and the effectiveness of both employees and the organization, as
illustrated in figure 2.0. The employee performance depends on various factors.
But the most important factor of employee performance is training. Training is
important to enhance the capabilities of employees(Khan, Khan & Khan 2011).
Benefits
from Training and Development (Ganesh &
Indradevi, 2015; Taylor et. al.,
2004).
- Increased job satisfaction and morale among employees
- Increased employee motivation
- Increased efficiencies in processes, resulting in financial gain
- Increased capacity to adopt new technologies and methods
- Increased innovation in strategies and products
- Reduced employee turnover
- Enhanced company image
- Risk management
Conclusion.
As per the
studies Training and development is an opportunity given to the employees by
expecting a continuous development throughout their work scope. Also a well
trained workforce is an asset to an organization. However Employee development
with training will lead to accomplish the company vision mission and goals. Training
comprises of a systematic method for transferring technical and management
skills to the employees. The training process is comprise of several steps. The
first is need analysis, the second step it will be the designing of the
training program content, after the second step then comes the Validation step,
Fourth step is to implement the program and finally management asses the
program success or the failure. Employee development fall into four broad
categories: formal education, assessment, job experiences, and interpersonal
relationships. Many organizations combine these approaches. In training and
development there are main two methods as On the job training and Off the job
training and most of the companies practice the on the job training methods
since its provides more opportunity to the employees to get to know about the
company working patterns.
In learning
organizations, training has been linked to both corporate strategy and
organizational performance in order to get the high performances training must
be aligned to organizational strategy .
Recommendation
In order to
achieve the organizational goals the organization need to incorporate the interests of organization and
the workforce. The training increases the efficiency and the effectiveness of
both employees and the organization
An
organization must apply On the job training or Off the job training by
carefully analysis of the training process. The training and development
department must handle the training process very effectively and the final
assessment of the effectiveness of the training deployed need to be evaluate
and should address the results with a continuous changes,
List
of reference
Armstrong, M. (2001) A Handbook Of Human Resource Management
Practice, Kogan Page, London
Deming, W E (1982) Quality, Productivity and Competitive Position, MIT
Center for Advanced Engineering, Cambridge, MA.
Delery, J.E., and Doty, H.D. (1996) Modes of Theorizing in Strategic Human
Resource Management: Types of Universalistic, Contingency, and Configurational
Performance Predictions. Academy of
Management Journal, 39 (4), pp.
802–835.
Dessler, G.( 2008) Human Resource
Management , Prentice – Hall, New Delhi
Fauver,
L, McDonald, M, B, and Taboada A, G. (2018)Does it Pay to Treat
Employees Well? International Evidence on the Value of Employee Friendly
Culture, Journal of Corporate Finance, 50, pp. 84 – 108, [Online] available at
<https://papers.ssrn.com/sol3/papers.cfm?abstract_id=2957245> [Accessed
on 15th November 2018].
Flynn, B B, Schroeder, R G, Sakakibara, S. (1995) The impact of quality
management practices on performance and competitive advantage. Decision Sciences, 26, pp.659-91
Ganesh,M and
Indradevi R.(2015), Importance and
Effectiveness of Training and Development, Mediterranean Journal of Social
Sciences, [online]<
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Jacobs, R, L.(2003)
Structured On-the-Job Training, Berrett –Koehler, Califonia
Jacobs, R
& Washington, C. (2003)
Employee development and organizational performance: a
review of literature and directions for future research, Human Resource
Development International, 6(3), pp.343-354 [online] <
https://www.tandfonline.com/doi/abs/10.1080/13678860110096211> [Accessed on 15th October 2018].
Janev, I, Hadzi-Vasileva,
G, Sofijanova, E. (2018) Benefits of Training and Development for Individuals, Teams
and Organizations. Journal of
Economics, 3( 1), pp. 12-18
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http://www.hermanaguinis.com/Annual09.pdf> [Accessed
on 15th October 2018].
Khanα, R A G, Khan, F A, Khan, M A. (2011) Impact of Training and Development on Organizational
Performance. Global Journal of Management
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Lyles, M., Baird, I., Orris,
B., and Kuratko, D. (1993) Formalized Planning in Small Business Increasing Strategic
Choices. Journal of Small Business Management, 31 (2), pp.38–48. [online]
<https://digitalcommons.butler.edu/cgi/viewcontent.cgi?article=1020&context=cob_papers>
[Accessed on 15th October 2018].
Neo, R, A.
(2010) Employee Training And Development,
The McGraw-Hill Company, New York
Neo, R, A,
Hollenbeck, J,R, Gerhart, B , Wright , P, M. (2016) fundamentals of human
resource management, The McGraw-Hill Company, New York
Niazi, A, S. (2011) Training and Development Strategy and Its Role in
Organizational Performance, Journal of Public Administration and Governance, 1
(2) [online] <
http://www.macrothink.org/journal/index.php/jpag/article/view/862/656>
[Accessed on 15th October 2018].
Stone, R J (2002) Human Resource
Management, John Wiley & Sons, New Delhi
Taylor, R, Davies, D. (2004) Aspects Of Training And Remuneration In The
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Tsui, A, S, Pearce, J, L, Porter, L, W and Tripoli, A, M.(1997) Alternative Approaches to the Employee-Organization Relationship: Does Investment in Employees Pay off?. The Academy of Management Journal, 40 ( 5) ,pp. 1089-1121 [Online] available at < https://www.jstor.org/stable/256928?seq=1#metadata_info_tab_contents> [Accessed on 15th November 2018].
By
Amali Kumarasinghe
Dear Amali, as per your topic, Improved capabilities, knowledge and skills of the talented workforce proved to be a major source of competitive advantage in a global market (McKinsey,2006).Therefore, as per Meyer and Allen in 1991 states, that to develop the desired knowledge, skills and abilities of the employees, to perform well on the job, requires effective training programs that may also effect employee motivation and commitment . In order to prepare their workers to do their job as desired, organizations provides training as to optimize their employee’s potential. The training increases the efficiency and the effectiveness of both employees and the organization`s productivity increases.
ReplyDeleteagreed and that is why Jacobs, 2003 stated "A well trained workforce is an asset to an organization" . Training leads to the company’s performances and goals. Further provides a better working environment for the employees. According to the Armstrong (2001, p125), “Training is systematic development of the knowledge, skills and attitudes required by an individual to perform adequately a given task or job
DeleteDear Amali,Training and Development is a life blood of the organization.According to Tsai et al.(2007), employees who are committed to learning showed a higher level of job satisfaction that has a positive effect on their performance.Cheng and Ho (2001) indicate that adequate training produces marked improvements in employee communication and proficiency of performances as well as extending retention time.
ReplyDeleteYes Shameer its a valued point and its agreed that training must be aligned to organizational strategy in order to result in high performance (Delery & Doty 1996). The strategic formalization of training facilitates organizations to analyze and carry out effective internal and external scanning of their work environments (Lyles et.al., 1993).
DeleteAmali, Martin et al. (2014) state that there are 13 training methods that have been identified by scholars. They are namely case study, game based training, internship, job rotation, job shadowing, lecture, mentoring and apprenticeship, programmed instruction, role-modeling, role play and simulation. However, they have found that most of these methods are not interactive, off the job and involve doing. In todays context technology also considered to be an important factor that affect these training methods (Tyler,2007). An organization should analyze and select the most suitable methods to their culture. Training methods that found to be more effective in manufacturing companies in Malaysia are classroom based, outdoor based and on the job interaction (Abdullah, undated).
ReplyDeleteAgreed with your point Chathurika there are many training methods adding to your point Learning by doing is aligned with the educational philosophy referred to as experiential education, which asserts that learning comes by way of the transformation of experience (Kolb & Kolb, 2005). Lujan DiCarlo (2006) stated that the importance of identifying “the learners’ preferred mode of learning in terms of the sensory modality by which they prefer to take in new information” (p. 13) when considering instructional approach. They identify the following sensory modalities: visual, auditory, and kinesthetic. Similarly, characterize the training methods by their sensorial approach and instead use the terms learning by seeing to refer to cases where the trainees acquire the training content by watching the task being performed, and learning by hearing for the acquisition of training content by hearing.
DeleteAmali, Training effects on behavior of employees and their working skills which results in enhanced employee performance which will eventually benefit the organization (Satterfield and Hughes 2007). Furthermore organizations which are providing, training and development programs for their employees are achieving high level of employee satisfaction and low level of employee turnover (Wagner 2000).
ReplyDeleteYes Rochana agreed with your point . Cheng and Ho (2001) indicate that adequate training produces marked improvements in employee communication and proficiency of performances as well as extending retention time.Also, training and education have been shown to have a significant positive effect on job involvement, job satisfaction, and organizational commitment (Karia & Asaari, 2006). Ahmad and Karia (n.d.) have emphasized the relationship between training and attitude as it relates to working with others. Employees with positive attitudes become stakeholders in the process and job accomplishment is of a higher priority. Furthermore, successful organizations achieve a partnership between workers and management.
ReplyDeleteIn Bramley’s (2003) words, training involves learning and educating employee to do something to result in things being done differently. He explains that training is a process that is planned to facilitate learning so that people can become more effective in carrying out aspects of their work. According to the CIPD, Training is expected to equip employees to help them become ‘strategically unique, in addition to the provision of skills, knowledge and attitudes needed to achieve operational efficiency. ‘Training is a planned process to modify attitude, knowledge or skill behavior through learning experience to achieve effective performance’ (Wilson, 2006). ‘Employee Development is a process for preparing employees for future job responsibilities. This may include formal and informal training, education, mentoring, coaching’ (Armstrong, 2008).
ReplyDeleteValue your points Jancy , Training, as defined in present studies “is the planned intervention that is designed to enhance the determinants of individual job performance” (Chiaburu &Teklab, 2005). Nisha (2009) notes the need for, and appreciation of employee training and development and contends that it ensures that the organisation functions according to promulgated government reg-ulations and has skilled competent staff, this is supported by Marquardt et al. (2000) who highlight that employee training and development are playing an increasingly important and strategicrole in the economic success of the organization. Armstrong and Baron ( 2008) commented that nowadays most performance management systems had shifted importance towards continuous staff development and self evaluation
DeleteDear Amali. Also Training and development facilitate businesses to adapt new technology by increasing efficiency of employees (Kennedy, 2009). Naris & Ukpere (2009) pointed out that Training and Development is a process of increasing performance of employee and correcting behavior of an employee. Organizations should center on the features which improve the performance of employee as an employee performance is major component of organizational performance (Abbas & Yaqoob, 2009). Employees are the crucial component of firms and indeed the firm’s success and failure depends on performance of employee (Hameed & Waheed, 2011).
ReplyDeleteYes Prashanth,,agree with your comments..According to Cole (2002) it is a well-known fact that training enhances skills, knowledge, abilities and competencies and ultimately employee performance in organizations. Krietner (1995) says development is “a systematic process of training and growth by which individuals gain and apply knowledge, skills and attitude to manage work organizations effectively”. Development perspective examines the current environment, the present state, and helps people on a team, in a department and as part of an institution identify effective strategies for improving performance. In some situations, there may not be anything “wrong” at the present time; the group or manager may simply be seeking ways to continue to develop and enhance existing relationships and job performance.
DeleteAmali, as you have mentioned above, the final purpose of every training and development program is to add value to human resource. Thus, organizations should make training and development of their employees as a sustainable and continuous activity. But there are major reasons why training fails in an organization.
ReplyDelete The top management is not given a clear understanding of the benefits of training.
The top management barely rewards supervisors for carrying out effective training.
Poor planning and budgeting for training by the top management.
The middle management, without proper incentives from top management, does not account for training in production organization
Training external to the employing unit sometimes teaches techniques on method contrary to practice of the participants scheduling.
Trainers provide limited counseling and consulting services to the rest of the organization.
(Burak, Elmer and Smith Robert, 1977; Chris 2011)
Nipuni you have highlighted a valid point .Eisenberger et al. (1986) proposed that employees are more likely to become committed to an organization, if they believe that the organization is committed to them and management should make efforts to create a positive work environment. Managers, also have the responsibility, to ascertain which factors inhibit effectiveness and make the appropriate decisions, to ameliorate the situation (Swart et al. , 2005)Training is related to the skills deemed necessary by the management of an organization, that must be acquired by the members of that organization, in order to improve the probability of achievement of its goals. Training offered to employees, may help them reduce their anxiety or frustration, brought on by work demands, that they are not familiar with, and they are lacking the skills to handle effectively (Chen et al. , 2004). Employees feeling less than competent to do a task, are more likely to leave the field (Chen et al. , 2004), or if they choose to stay, their productivity would be suboptimal (Kanelopoulos and Akrivos, 2006). The larger the gap between the skills required and those possessed by the employees, the greater the lack of job satisfaction of the employees and the turnover intentions.
DeleteAs you rightly mentioned Amali, Training and Development allow to enhance the performance of the employees.
ReplyDeleteIt is important that Training should be designed to improve the knowledge, skills and abilities of employees which allow employees to achieve the organization’s strategic plan (Gusdorf,2009). Training is beneficial to both employers and employees of an organization wherein it allows to revamp the performance of the workforce in ensuring the organizational growth and success. Comprehensive training and development programs not only allow to motivate and inspire workers by letting them know how important their jobs are but also to enhance the efficiency and productivity of the employees by giving them all the information they need to perform those jobs. This eventually allow to increase their job satisfaction and morale, capacity to adopt new technologies and methods, innovation in strategies and products, employee motivation and to reduce employee turnover (Elnaga and Imran, 2013). Further, enterprises to be productive would not be sufficient to survive in the world of competitive economies. The survival and growth depend on the level of development of their human resource while adapting to new technologies (Kriemadis and Kourtesopoulou, 2008).
Nilmini Rowden (2002) and Rowden and Conine (2005), propose that training may be used as a tool to increase job satisfaction. Rowden and Conine (2005), argues that trained employees will better satisfy the needs of their customers. Tsai et al. (2007), found that employees committed to learning showed a higher level of job satisfaction with a positive effect on their performance. Job satisfaction has been defined as “pleasurable or positive emotional state resulting from an appraisal of one’s job or job experiences” (Locke, 1976, p. 1300)
DeleteDear Ama ,Evaluation of the effectiveness of training plays a vital role in effective training and development.There should be a proper check and balance on training programs and training need should be examined on Organizational, individual and task level. It has been found that the size of the firm also affects training practices. Bigger organizations are usually more organized and have tendency to take more risk in organization development and in employee investment and thus can offer more frequent training sessions for its employees whereas small firms might not have resources to offer training to its employees on regular basis (Bartel, 1994). But it depends on business sector and type of training as well.In this environment two trends are increasing rapidly and can become source of trouble for corporate management. First is the increasing age of workforce and second is rapid change in technologies (Tai, 2004). In theory, training is most important factor that increases individual performance but in reality evidence for such claim is scant. As in Ahmad and Bakar (2003) findings there was no relationship between training and organizational commitment however in their findings various aspects of training had impact on the three types of commitment i.e. affective, normative and continuance. So, training has indirect impact on commitment. Lang (1992) suggests that training programs should be designed to achieve organizational commitment. Employees can only show commitment to organization only when they have feeling that organization is taking interest in their career prospects (Ahmad,Mustabsar and Omer,2016).
ReplyDeleteYes Nadee It is not easy to monitor the impact of the training of employee since usually not going to implement behavioral change directly after the training is done. It is getting more difficult if the company does not have a record of what is the current condition of the participant that later should be changed after training program Ensuring whether the training program is successfully got to the objective, an evaluation is needed. Kirkpatrick (in National Weather Service Training Center, 2007), stated that training evaluation is the process of information and data collecting systematically. The evaluation is meant to obtain information about the training program results. Training evaluation later will results in feedback, including the reaction of the participants, learning. result of the participants, behavioral changes of the participants in the workplace, and result obtained (Kirkpatrick, 1998).
DeleteDear Amali, furthermore, according to dougle and Beattie(1998) Mainly organizations go for training programs to improve productivity and quality, to increase organizational and employee morale, to motivate employees, to achieve financial gains, for prevention from industrial accidents, to provide wider awareness to employees that leads them to enhance their personal growth, to reduce employees’ turnover intentions, for enhancement of company’s image through conducting ethics training and for updating employees skills to align them with company’s goals and objectives. In most of the instances training is viewed for new employees only, it is suitable to make investments greater on development of their competencies so that they can increase their productivity. But ongoing training method of current employees is as vital as of new employees; it helps them to adapt their day by day activities work in accordance to rapidly altering job requirements and to enhance their overall performance on cutting-edge job and prepares them for an intended job. And it also helps reducing resistance to exchange among employees
ReplyDeleteDear Niroshini According to Cole (2002) it is a well-known fact that training enhances skills, knowledge, abilities and competencies and ultimately employee performance in organizations. Krietner (1995) says development is “a systematic process of training and growth by which individuals gain and apply knowledge, skills and attitude to manage work organizations effectively”. Development perspective examines the current environment, the present state, and helps people on a team, in a department and as part of an institution identify effective strategies for improving performance. In some situations, there may not be anything “wrong” at the present time; the group or manager may simply be seeking ways to continue to develop and enhance existing relationships and job performance.
DeleteThis comment has been removed by the author.
ReplyDeleteThis comment has been removed by the author.
ReplyDeleteHi Ama, For employees to be flexible and effective in their job, they need to acquire and develop knowledge and skill, and for them to believe that they are valued by the organization they work for, then they need to see valuable signs of management commitments to their training needs. Each new employee must be properly trained not only to develop technical skills, but to make them an integral part of the organization. Training and development is an aspect that must be faced by every organization, and its major aim is to improve the employees’ competencies such that the organization can maximize effectiveness and efficiency of their human resources. It can be an advantage for an organization if they win the “hearts and minds” of their workers, getting them to identify with the organization (Armstrong, 2009).
ReplyDeleteDear Ama, as you correctly said training has the distinct role in the achievement of an organizational goal by incorporating the interests of organization and the workforce (Stone R J. Human Resource Management, 2002). Now a days training is the most important factor in the business world because training increases the efficiency and the effectiveness of both employees and the organization. The employee performance depends on various factors. But the most important factor of employee performance is training.Training is important to enhance the capabilities of employees. The employees who have more on the job experience have better performance because there is an increase in the both skills & competencies because of more on the job experience (Fakhar Ul Afaq, Anwar Khan).Training also has impact on the return on investment (Richard Chang Associates, INC.) The organizational performance depends on the employee performance because human resource capital of organization plays an important role in the growth and the organizational performance. So to improve the organizational performance and the employee performance, training is given to the employee of the organization(Raja,Furqan and Muhammad,2011)
ReplyDeleteHi Amali,
ReplyDeleteAs you are aware, training and development has been priceless in increasing productivity of organizations. It does not only improve employees resourcefully, but also provides them with an opportunity to practically learn their jobs and perform more knowledgeably. Thus, increasing not only employees productivity but also organizations’ productivity. Numerous investigations show the positive effect of training and development on employees’ productivity. Training as a process is one of the most universal methods to improve the productivity of persons and communicating organizational goals and objectives to individual (Ekaterini & Constantinos-Vasilios, 2009). Rohan & Madhumita (2012) also reinforced that investing in training employees on decision making, teamwork, problem-solving and interpersonal relations has valuable impact on the organizations’ level of growth, as well as impacting on employees’ performance. Training affects employees’ behavior and their working skills which results into employees greater performance as well as positive changes (Satterfield & Hughes, 2007). Training is most effective way of inspiring and retaining high quality in human resources within an organization (Kate Hutchings, Cherrie J.Zhu, Brain K, Cooper, Yiming Zhang & Sijun Shao, 2009). Also added by Lowry, Simon & Kimberley (2002), training is a way of enhancing employee commitment and exploiting employee potential. According to Konings & Vanormelingen (2009),Colombo & Stanca (2008) and Sepulveda (2005) training is an tool that primarily affects the successful achievement of organizations’ goals and objectives. However, the finest goal of every organization is to produce high income and maximize profit and a vigorous tool to realize this is an efficient and effective workforce. Thus, a workforce is only efficient and effective if the suitable training and development is provided for such and therefore leading to productivity.