The importance of Training
and Development for an organization
Definition of Training and
development
Learning and development helps an individual to gain
knowledge, skills, experience and confidence to work more efficiently and
effectively in an organization and advance their carrier developments
(Armstrong and Taylor,2014). Training and development is a systematical process
which helps to gain on the job training and off the job training which mainly
focus of an individual to improve work ethics (Swanson
& Holton, 2001). The process of learning is a difficult task. Change is an
essential tool for learning.
To adopt for a change & to be successful and to move forward as an
organization Learning and development is essential (Wilson, 2005).Training is a tool to educate the employees in
particular skills or helping them identify problems in their tasks abilities
and development is an effort to provide employees with the capacities the
company will require in future (Gomez-Mejia, Balkin & Cardy, 2001). Training is a process through which an individual gains knowledge and
skills which in turn the employer
achieves development of the employees that drives the workforce to reach
expected goals (Sahu R K., 2005).
Training
and development are learning curves that display the employees how to achieve
their day to day and prospective profession productively(Kleiman, 2000). Therefore
based on the above training and development is an integral part of any
organization to move forward and it is an essential tool for the continuity of
an organization which helps to enhance the knowledge , skills, attitude and
confidence level for them to succeed in their present position in an
organization and develop them for future jobs as well.
Process of Training and Development
Dessler’s 5
step training & development process
1. Needs Analysis
1. Needs Analysis
2. Instructional design
3. Validation
4. Implementation
5. Evaluation and follow up
The Five steps of
Training Gary Dessler39 is of the opinion that training consists of the five
steps and the steps is illustrated as follows:
1. Need Analysis
Identify the specific job needs and skills and analyse to ensure
whether the specific programme suit the organization.
Develop a research methodology to measure the increase performance.
Identify the activities, cases and exercise to be implemented in
an organization for training and development.
Ensure all the necessary materials / resources the activities
which are needed for specific training and development methods.
Handle each activity and programme and identify who / when/ where/
which are needed for difficult employees.
3. Validation
Prior to implementation of the programme carry out a research on
past similar training and development programme & validate the results for
the top management.
4. Implementation
With relevant resources and material implement the programme at
the correct time and fix the training date on a convenient time for the
employees as well as the organization.
5. Evaluation and Follow
up
Evaluation process should be pre/post evaluation to see whether the
implemented training programme has brought the necessary results which the
management as expected to increase the output of the employee and rise their
motivational levels to the next stage.
Application of Dessler’s 5 step
training process
I’m
working for one of the leading banks in Sri Lanka which is also improving so
many processes which aligns with digitalization. There are 251 branches along
with 4348 Staff working for the bank. An induction ceremony is held in the bank
as the preliminary step towards introducing the staff to the bank during the
recruitment process. This also becomes the initial procedure of absorbing the
new employees to the bank and providing insights about the culture.
Training
programs enhances skills to work with new technology, product awareness,
knowledge about the foreign competitors and markets and ensure that the
employees have the basic skills to work in a branch with the new procedures and
technological innovations.
An
abstract of different training programmes and developments provided by the bank
are given below.
- The recruitment process ensures that the
selected workers are with accurate and expected competencies and also suits the
culture of the bank so that they are motivated to achieve the goals and
objectives of the bank.
- The bank conducts training sessions for
the employees time to time in the area of work that they are performing. (A
minimum of 6 training programmes a year). For an example an employee who is
assigned to a branch may have to go through the work area which is related to operations. Therefore training
sessions such as clearing, operational guidelines, retaining customer
satisfaction, and cash operations will be conducted time to time to make sure
that the employees have gained the expected level of knowledge to perform
within the branch.
- Moreover competency exams which are
aligned with the training programmes are conducted time to time to make sure
that the employees are updated with the new regulations of the bank. Also this
ensues that the current procedures adhered by the employees are acceptable.
- The bank also conducts so many outbound
training programmes for the betterment of the employees.
- Training sessions are not merely based
on the internal procedures and regulations of the bank, but also training
sessions are carries out by the doctors and other professors with regard to
‘Managing mental stress’ and ‘How to balance the work life and the personal
life’ etc. Also so many leadership programmes are conducted time to time in
batches of not more than 50 to enhance the personality and leadership qualities
of the employees.
- To ensure that the employees has gained
knowledge from the training sessions, Human Resource department conducts
informal training sessions as well. These are mostly face to face interactions
with peers, knowledge sharing through emails and web technologies such as
wikis, social networks etc. This make sure that the knowledge sharing and
employees working with collaboration with each other delivering the desired
service to the customers.
- The bank has also created an intranet
within the employees which consists of so many advance features for them to
learn. Some of the features include:
Knowledge
hub-
All the information with related to the products of the bank, and the
guidelines are posted
FAQ
session- All the questions relevant to products and operations
are posted along with the answers by the employees.
Online
quizzers- Which is a mandatory thing for the employees to
take up quizzes time to time, where they will be rated according to the marks
earned
E
learning model- Also known as the talent space which
is accessible by the employees on the go. Apart from the bank’s operations,
general knowledge and all the recent advancements in the world with all the
important facts to expand the knowledge are freely available.
(Source : Annual Report
2017)
Suggestions
on improving the training and development procedures on selected
organization
By
analyzing the above facts, the bank’s staff should be equally updated with
technology to support the banks overall vision and that requires the correct
individuals with the appropriate skill set to serve the customers by communicating
the technological brand. Further, training sessions or awareness programmes
which are inline with the career progressions are limited within the bank. Therefore,
characteristics like being futuristic and succession planning have a negative
impact which is not good for the employees as well as the bank. There are two
main objectives that are met when moulding the employees in these training
sessions. They are keep the employees connected and aligned with the future of
the organization and guaranteeing that the organization has a set of skilled
employees who will provide the entity with a robust succession planning.
(Olenski,2015).
Following
are few strategies that will develop the employees of the bank.
- Conducting performance appraisals time
to time – Not only carrying out training and. development sessions the bank has
to monitor whether the employees have gained the necessary skills to perform
the task effectively. So that appraisals should be carried out by the immediate
supervisors.
- Assigning tasks for the employees
outside the job function – This will definitely help the supervisors to
understand how well the obstacles, challenges and other activities will be
managed by the employees. This provides a great exposure for them to learn in
handling work in the competitive world.
- Trainings to eliminate/reduce the
employees for resistance to change – While giving on the job training and other
planned training sessions, the employees can be assigned with new tasks which
they have not done before or an alternative procedure to do the tasks in an
effective manner. This will help them to step out from the paradigm culture of
traditional banking.
- Create more interactive sessions and
workshops – Since banks are based on service industry working efficiently, effectively
as teams are more important to maintain the level of customer satisfaction. The
financial industry is always competing for the best rates for deposits and
lending which is called “the interest rate war” which all banks fight for. But
currently banks mainly focus on the service and the value additions that they
provide for the customer at their convenience.
- Give the recognition to the ‘stars’ at
work – This fact will definitely motivate the employees and will help to strive
towards the goals of the bank. Without providing only the training sessions and
developing employees, it is a must to recognize the ‘stars’ at work by
providing them with the necessary rewards.
Benefits and the significance of Training and Development.
The main
purpose of Training and development is to achieve long term and short term goals
in which you can build up a happy workforce throughout the generations of an
organization Cole, G.A., (2002). Most
successful company’s in the world mainly concentrates of Training and
development of their own staff which in return will have motivational,
confident, competent, knowledgeable and happy work force (Khan, Khan and Khan,
2011). The success
of the organization through the continuous development and improving technical
aspects is highly depends on the skills of the employees, which in turn
requires continuous process of training and development (Beardwell, Holden and
Claydon, 2004). Better quality of work is a continuous
and sustainability growth of an organization which results in high performance
of the organization and creates more demands in the market (Alipour &
Shahnavaz, 2009).
Conclusion
Each
function of the bank plays a vital role in maintaining the effectiveness and
efficiency. It is a true fact that the bank has to invest heavily in the
technological innovations and high tech processes in order to compete in the
market. But also it is important for banks to keep the employees motivated and
updated in order to achieve the intended goals.
In conclusion, in any organization to thrive training and
development is very significant (Nischithaa & Narasimha Rao, 2014). Through
Training and development new information is gathered every day which in turn
will help the organization to adopt for specific change which occurs in the environment
(Jelena,2007).Worker performances and accomplishes are always directly
proportional to successful Training and development (Hlatywayo & Mpofu,
2015). For a sustainability Training and development programme to be adopted in
an organization the certain factors should be taken into account such as Cost,
Nature of Training, Strategies to be adopted, Should have a positive impact on
worker performance to increase efficiency and effectiveness (Long et al. 2016).
Listed of references
Armstrong,M
and Taylor, S. (2014). Armstrong's handbook of Human Resource Management
Practice. 13th ed. London: Koganpage.
Alipour, M.,&
Shahnavaz,A.(2009). A Study of on the Job Training Effectiveness : Empirical
Evidence of Iran. International Journal of Business Management, 4(11), 63– 68.
Bashir, N. A., &
Jehanzeb, K. (2016). Training and Development Program and Its Benefits to
Employee and Organization : An Conceptual Study Training and Development
Program and its Benefits to Employee and Organization : A Conceptual Study,
(April).
Beardwell,
I., Holden, L. and Claydon, T. (2004). Human Resource Management a
Contemporary Approach. 4th ed. Harlow, Prentice Hall.
Cole, G.A., (2002).
Personnel and human resource management. 5th Edn., Continuum London: York
Publishers.
Courtney, F. (2015). 6
Big Benefits Of Leadership Training - eLearning Industry.
Dessler, G
(2009). Human Resource Management. 11th ed. New Delhi: PHI Learning
Private Limited
Gʹomez-Mejʹia,
L, R., Balkin, D, B, and Cardy R, L. (2001). Managing Human Resources.
3rd ed. Great Britain: Upper Saddle River, N.J.; Prentice Hall.
Hlatywayo,
C.K., and Mpofu, M. (2015). Training and Development as a Tool for Improving
Basic Service Delivery; The Case of a Selected Municipality. Journal of
Economics, Finance and Administrative Science, 20,133-136.
Jelena, V.
(2007). Employees Training and Development and the learning organization. Economic
Organization, Vol. 4, No 2, pp. 209 -216.
Khan, R.,
Khan, F. and Khan, M. (2011). Impact of Training and Development on
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11(7), pp.79-84
Kleiman, L,
S. (2000). Human Resource Management: A Managerial Tool for Competitive
Advantage. 2nd ed. Cincinnati: South-Western College Publishing. Unknown.
Kumar, D.
and Siddika, H. (2017). Benefits of training and development program on
employees’ performance: a study with special reference to banking sector in
bangladesh. International Journal of Research - GRANTHAALAYAH, 15(12),
pp.77-87.
Long, C.S.,
Kowang,T.O., Chin, T.A., & Hee, O,C. (2016). Improving Organizational
Performance through Training Function: A Review. International Business
Management, 10 (4):475-478
Nischithaa,
P and Narasimha Rao M, V, A, L. (2014). The Importance of Training and
Development Programmes in Hotel Industry. Journal of Business and
Administration Research Review. 1 (5), P50-56.
Olenski, S. (2015). 8 Key Tactics International
for Developing Employees. Available: https://www.forbes.com/sites/steveolenski/2015/07/20/8-key-tactics-for-developing-employees/#cb5dd596373d. [Last accessed 01st April 2018].
Siddika, H. (2017).
BENEFITS OF TRAINING AND DEVELOPMENT PROGRAM ON EMPLOYEES ’ PERFORMANCE : A
STUDY WITH SPECIAL, 5. https://doi.org/10.5281/zenodo.1133603
Sahu R. K.,
(2005). Training for development all you need to know. 1st ed.New Delhi,
Excel Books.
Swanson, R,
A and Holton, E, F, III. (2001). Foundations of Human Resource Development.
San Francisco: Berrett-Koehler Publishers, Inc.
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P., (2005). Human Resource Development Learning and Training for Individuals
and Organizations. 2nd ed. London, Kogan Page.
Hi Renuka, Apart from what you have mentioned,Education and learning drive change in organisations, which is why organisations usually set up learning processes (Hannah & Lester, 2009). Education can be seen as ‘instruction or training by which people learn to develop and use their mental, moral and physical powers’
ReplyDeleteI agree with u . Education and learning is a most critical and important aspect of a modern day organization which can be achieved through continuous Training and development programme.
DeleteOakley (2002) stated when an organization has a proper learning process through training and development it continuously transform the organization
R. Brayton Bowen (2000) defined that creating learning environment also helps to build trust throughout the company and employees tend to feel more confident.
ReplyDeleteAn employee is confident when they are competent in their job. To be more competent the training and development is the key aspect. According to Wright and Geroy (2001), that through continuous effective training programs, employee competencies changes and which improves the overall performance of the employees to efficiently perform the present job and to improve the knowledge, skills an attitude of the workers needed for the future job, which in turn contributing to achieve firm objectives in a competitive manner.
DeleteHi Renuka,
ReplyDeleteFurther to what you have implied here, Employee development is associated with salient business outcomes such as employee retention and the creation of a nimble and brilliant management team and work force and often has its origins in the company’s mission, goals, and values (Lee and Bruvold, 2003). Development refers to formal education, job experiences, inter personal relationships, and assessments of personality and abilities (Greco, Charlier and Brown, 2018) that help employees perform effectively (Chih, Liu and Lee, 2008) in their current or future job and company.
Amidst the key function of human resource management, one of the critical functions is employee development through suitable training and development programs. Employee development can be define as the capacity and capability building on an employee, through which the whole organization achieve the quality performance (Elena P. 2000). Furthermore the developed employees are satisfied with their job, therefore the productivity and profitability of the organization will increase. (Champathes, 2006)
DeleteThe Human Resource Management operations play a vital role in the establishment of the learning policy in an organization, designing structures and modules/content for learning programs, delivery of training programs and retaining the records of training programs (Louise, 2013).
ReplyDeleteAccording to Leonard-Barton, (1992), an organisation that provides valuable knowledge to gain competitive advantage than competitors, should develop up a system that ensure continuous learning process, and on the effective way of doing so is training. . Training programs enabling the employees to complete the task with efficiency, therefore identified as a key element of managing the human resource performance strategically (Lawler, 1993; Delaney and Huselid, 1996).
DeleteHi Renuka,
ReplyDeleteIt is necessary for the organization to plan the training carefully (Michael Armstrong, 2000). The design of the training should be according to the needs of the employees and match with organizational goals (Ginsberg, 1997). Those organizations which develop a good training design according to the need of the employees as well as to the organization always get good results (Partlow, 1996; Tihanyi e t al . , 2000; Boudreau e t al . , 2001). Training design plays a vital role in the employee as well as organizational performance and a bad training is a loss of time and money (Tsaur and Lin, 2004).
Training should be designed with clear goals, specific needs and objectives while focusing on the particular needs of both individual and the firm.A good and an effective training program develops the employees through which benefit the organization to make best use of their humane resources in favour of gaining improvement. Therefore, it is mandatory for an organization to plan for such a good training programs for their employees to enhance their capability, competency and ability that are needed at the workplace, (Jie and Roger, 2005)
DeleteTraining and development consist of Self Development - Training helps to develop new skill Training helps to improve health & safety Training helps in improving working condition Training helps in proper work planning Training helps old people to refresh Training helps to get internal promotion and Organizational Commitment: Training motivates employee toward organization goals Training helps to know about working in organization Training helps in career development, Training reduces fatigue & struggle (Hazra., Ghosh. & Sengupta, 2017).
ReplyDeleteTraining is very vital which not only to increase output but also to inspire and encourage employees by allowing them to know how their jobs and providing all material for them to perform their jobs (Anonymous, 1998).
DeleteAdding on motivation to learn, People will learn more effectively if they are
ReplyDeletemotivated to learn. As Reynolds et al (2002: 34) commented: ‘The disposition and commitment of the learner – their motivation to learn – is one of the most critical factors affecting training effectiveness. Under the right conditions, a strong disposition to learn, enhanced by solid experience and a positive attitude, can lead to exceptional performance.’
Motivation is the force that energizes, directs and sustains behaviour. High performance is achieved by well-motivated people who are prepared to exercise discretionary effort, ie independently do more than is expected of them
DeleteAs described by Arnold et al (1991) the three components of motivation are: 1 Direction – what a person is trying to do. 2 Effort – how hard a person is trying. 3 Persistence – how long a person keeps on trying.
Adding more to your blog, training & development need to be done by assessing the employees. In an organization not all the employees may need training while other may need significantly more. Considering all the facts three steps have been introduced by Mary Carolan (1993) as Identify, Analyse & Research to conduct assessment of the employees
ReplyDeleteI do agree with your comment.
DeleteGuest (1987) highlighted that procedures are required to ensure that employee performance is appraised, which in turn ensures that the suitable training and development take place. With the support of the performance appraisal reports and outcomes, the organization can be in a position to identify development needs. Further in the modern context, the individuals themselves can come up with the areas needs further improvement as a result of the issues raised in the performance appraisal process and their career path necessities.
This comment has been removed by the author.
ReplyDeleteThis comment has been removed by the author.
DeleteIf the organization in line their training tools to the technology-based learning. According to Tarique, (2014) below advantages will received by the organization
ReplyDelete• Time to deliver training and costs of delivery are reduced.
• Coaches can reach any place even learners located in different places.
• There is flexibility in customizing instructional content to suit individual learner in terms of control, learning needs, and learning styles.
I agree with you. In the global context, the technology plays a vital role. Technology allows companies to conduct training to employees almost anywhere and at any time in today's fast changing business environment. We see many large corporate financial institutions that operate on globally, such as Citigroup, SCB and HSBC, rely largely on technology to conduct compliance training to their employees located in any countries (Sussman, 2006).
DeleteIt was identified by McGregor (2011) that the backbone of the company is the core staff. The Distinctive Human Resource practices would be able to identify the core competencies which would be able to determine the firm’s future (Cappelli and Crocker-Harfter, 1996, Cited in Armstrong, 2008). Therefore for the company to gain a competitive advantage the core resource which are the people should be considered unique, rare and inimitable (Barney et al., 2001). Therefore to develop the human resource factor through training and development would be advantages to the company in the long run.
ReplyDeleteEmployee is a blood stream of any organization. To develop their knowledge, skills, abilities and confidence level and to perform well on the job, they require effective training programs that may also enhance the employee motivation, competency and commitment (Meyer and Allen, 1991)
DeleteHi Renuka, thought of sharing few basic ideas regarding your topic. Stolovitch and Keeps (2011) differentiate 4 key words. They are:
ReplyDeleteTraining – Create a change in learners that they reproduce what is taught without variation.
Instructing – Help learners to generalize beyond the specifics of what is taught.
Educating – Build general mental models and value system over a period of time (long-term).
Learning – Change/transform learners in ways that are desirable both for them and for organization.
Developing people is like growing a plant. We cannot make the seeds grow, but what we could do is to provide the environment they need to flourish – water, good soil, the right amount of sun and shade, fertilizer and protection from weeds and pests. In the same way, an organization cannot make people develop, but it could provide the environment that staff need to flourish (ATG Educational,2008).
Human resource management is the method, where organizations manage their staff and help them to progress (McCourt & Eldridge 2003) in order to achieve organizations’ missions and objectives effectively.
DeleteAccording to Gordon (1992) Training is a type of activity which is a prearranged, systematic and it results in improved level of knowledge, skills and competency that are required to perform work effectively. Development is a broad on going multi combination of activities (training activities among them) intended at getting someone or an organization up to superior performance, often to perform better job or a new role in the future (McNamara 2008).
It is recognized that the Human Resource factor is the most important in an organization. (Cole, 2004) therefore considerable attention needs to be given. Development of the workforce would be an asset to the organization. Google is to fulfill the needs of the employees and to make them content (Google Inc, 2015).
ReplyDeleteAccording to Weil & Woodall (2005) that the training and development has been recognized as an important HRD function.
DeleteThe main purpose of training is to acquire and enhance knowledge, skills and attitudes towards work related tasks. It is one of the most significant potential motivators which can lead to both short-term and long-term benefits for individuals and organizations. As illustrated by Cole (2001) there are so many benefits associated with training and development.
Hi Renuka, after each training programme, the efficiency of the employee should be assessed in order to measure the effectiveness of the training programme, and only then the employer will be able to get a clear understanding on the employee's improvement by the training (Patro, 2018).
ReplyDeleteVery true Achintha, I totally agree with your statement. There should be a clear mechanism to evaluate the post training benefits the employee receives soon after the training. Otherwise the training given will be fruitless.
DeleteAccording to Stoner (1996) that the efficiency is the ability to produce the anticipated outcomes by using as least resources as possible while effectiveness is the ability of employees to fulfil the desired objectives or goal.
Training is the organized way in which organizations provide development and enhance quality of new and existing employees. Training is viewed as a systematic approach of learning and development that improve individual, group and organization (Goldstein& Ford, 2002) in Khawaja & Nadeem (2013). Thus it is the series of activities embarked upon by organization that leads to knowledge or skills acquisition for growing purposes. Thereby, contributing to the well being and performance of human capital, organization, as well as the society at large. According to Manju & Suresh (2011), training serves as an acts of intervention to improve organization’s goods and services quality in staff the competition by improvements in technical skills of employees.
ReplyDeleteAccording to Gordon (1992, 235) training as the planned and methodical behaviour through learning procedures, activities and programs which result in the participants enhancing the levels of knowledge, skills, abilities and competencies to perform their work effectively.
DeleteZahra et al.(2014) states, Training decisions are based on company’s business strategies and objectives; training strategy must always align with company’s strategy through which training needs can be identified. It can be identified through analysis of whole organization (current status of company and future targets), specific job characteristics and the needs of individual employee (whether they have abilities to perform required tasks or not).
ReplyDeleteThe company’s training needs should be align with company’s vision and mission. Accordingly Specialized and specified training should be given for selected jobs. According to Wognum (2001, 408), training and development needs may taken place in three organizational levels namely; (1) strategic level (2) tactical level (3) operational level.
DeleteAs Reynolds (2004) points out, training has a complementary role to play in accelerating learning: ‘It should be reserved for situations that justify a more directed, expert-led approach rather than viewing it as a comprehensive and all-pervasive people development solution.’ He also commented that the conventional training model has a tendency to ‘emphasize subject-specific knowledge, rather than trying to build core learning abilities’.
ReplyDeleteLearning is a very important component of Training and it helps employees to learn, improve their abilities and execute the task more efficiently.
DeleteLearning is an important process that is seen through enhancing the knowledge, improving the skills, behaviours and attitudes during training and generalization to the transfer context (Baldwin & Ford 1988)
According to Kenney & Reid (1986) prearranged training is the deliberate intervention aimed at reaching the learning needed for improved job performance.
Hi Renuka,
ReplyDeleteAs stated by Cappelli (2001) it was estimated that the cost of hiring an employee online (E-recruitment) is approximately one-twentieth opposed to hiring an employee through traditional methods. Hence, it saves costs whilst enabling organizations to provide more information to applicants, which could be updated without much difficulty (Armstrong, 2006).
If training costs exceed hiring costs, the organization will not conduct any training sessions. Wise versa, it will offer training if the training costs are lower than hiring costs, and if it expects to retain adequately high number of trainees. According to Stevens(1994) that the organizations have the possibility of reducing external hiring by training unskilled employees internally and retaining them after effective training.
DeleteHi,As mentioned by Moorhead and Griffin (1998) employees find difficulty in applying the learned details during the training sessions in the job they perform in the organization.due to that employees prefer using the same old skill continuously.this have resulted in a hike in the cost allocated in training and development. what do you think?
ReplyDeleteTo improve the desired knowledge, skills, competency and abilities of the employees, to perform well on their job, needs effective training programs that may also effect employee motivation and commitment (Meyer and Allen, 1991).
DeleteAccording to Drucker (1993) that knowledge and skill employees who have high levels of education and high-quality skills united with the ability to apply these skills to identify and resolve problems.
There are many ways that an association can meet its training and development needs. A few organizations centralize the function, regularly by finding it inside the HR division. In this mode, HR experts who have a specialty in training and development give all training to all organization employees. Different organizations centralize the training function, however they find it in a training department that does not answer to HR (Walters 2013)
ReplyDeleteGenerally Human Resource Management is responsibility for the effective training and development in an organization.
Delete(Beardwell & Holden, 1993), stated that Human Resource Management concept is the responsibility to the organization development and quality growth have driven senior management groups to understand the increased significance of training, employee development and long - term learning. A concept of this nature needs a careful planning and more emphasis on employee development.
Most of the companies now using learning software and programmed systems in order to identify and develop the profession capacities of employees with long term career path with in the organizations (Jehanzeb & Bashir, 2013)
ReplyDeleteAccording to G.P. Nunvi (2006), training programs are focused towards continuing and improving current job performance while progress needs to improve skills for future jobs. Considering the rapid progress in the technology, certain jobs become dismissed with the replacement of old models. Further continuity of new learning methods and competence becomes essential for the current job as well as to prepare for the future jobs.
DeleteAs identified by Burgoyne (2010) identified that the training activities plays vital role in the leadership development of the organization. As Burgoyne (2010: 42) himself declares: ‘The will to lead is largely innate but the ability to do it well is largely learnt.’
ReplyDeleteAccording to Leonard-Barton, (1992), an organisation that provides wealth to knowledge as a source of gaining competitive advantage than competitors, should build up process that make sure continuous learning, and on the effective way of doing so is training.
DeleteStrategy is one of the most important elements influencing training and development. The configuration of human resources practices with an organization's business strategy is known as strategic human resource management. (Michael and Haccoun, 2010).
ReplyDeleteThe entire model of HRM is based on the belief that HR strategies should be combined with corporate or business strategies. Vertical combination (strategic fit between business and HR strategies) may be required but it is not easy to achieve. Further he stated that business strategy planning and execution is a challenging job, interactive process and influenced by a variety of contextual and historical factors (Armstrong 2014).
DeleteIn adding to what you have mentioned ,A tool to enhance the employee performance is training and development. Individual performance is the most important and major factor which contributes to the overall performance of the organization (Khan,Khan and Khan,2011).Further Cross cultural training allows an employee to perform their job in a different culture and adjust psychologically to live with that culture (Bhawuk & Brilin ,2000).
ReplyDeleteAccording to Farooq. M, & Aslam. M. K (2011), Effective training helps to develop the employee’s capability, capacity and ultimately creating decent working environment within the organization.
DeleteIn order to maintain an effective training practice the purpose of the training should be clearly defined in terms of the behaviour required as a result of training. The focus of the training should be to develop transferable skills. The training should be evaluated on the basis of the extent to which it has achieved its purpose (Armstrong,2008).
ReplyDeleteEffective training is helpful for the firm in many ways, it plays a dynamic role in building and sustaining capabilities, both on individual and organisational level, and thus contributes in the process of organisational change (Valleet al., 2000).
DeleteTraining is an ongoing process involving the entire workforce (Ganesh, 2015).Scott Brum (2007) highlighted when employees get more trainings their dedication levels are high more than other employees and also keeping qualified employees is an important part of an organization's competitive advantage. Long-term employee performance improves organizational performance and improves organizational productivity. It also reduces the cost and time required to recruit and develop new employees (Anis et al.,2011).
ReplyDeleteThe developed employees are more satisfied and delight with their job, hence on a long term increasing the firm productivity and profitability. (Champathes, 2006).
DeleteFurther added,
ReplyDeleteAs stated by Ariely (2002), periodical evaluation is very important to identify that the given training has been properly absorbed by the employee.
Employees who receive continuous and suitable training sessions are more capable to perform well on the job by increasing the excellence of work, hence achieving organizational objectives and gaining competitive benefit. (Wei-Tai, 2004).
DeleteHi, Mel Kleiman (2000) described that the essentials parts of a worthy employee training program are constructed on orientation, management skills, and operational skills of employees. These theories are the groundwork of any employee development program. Janet Kottke (1999) described that employee development programs must be comprises with core proficiencies, appropriate structure through which organisations develop their businesses at corporate level.
ReplyDeleteNadler (1984:1.16) stated that the training and development activities are focused to improve performance on the current job of the individual, train new methods for new position or new job in the future and overall progress for both individuals and organization thereby to achieve organization’s current and future goals.
DeleteThere are mostly two different approaches that organizations may choose for training and developing skills of its employees. These are on-the job training and off-the-job training methods.
Agreed Renuka, Organizations training is the key that unlocks potential growth and development opportunities to achieve a significant advantage( Rama V). Nagurvali Shaik, 2012). Organizations train and develop their workers to the fullest extent possible to help improve their efficiency.
ReplyDeleteEffective training programs benefits in developing a more beneficial learning environment for the employees and train them to cope with the forthcoming challenges more easily and in time (Wei-Tai, 2006).
DeleteAccording to Robert (2006) that the effective training programs benefits employees to get acquaintance with the desired new hi-tech advancement and gaining expertise on the competencies and skills required to execute at s particular job and to void on the job errors and mistakes.
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