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).
Courtney (2015) conducted a
study and found out that minimum supervision and low retention rate contributes
towards the success of an organization as when retention rate is low, the
organization can considerably reduce its cost. A study conducted by Siddika
(2017), it was observed that trained employees will become more efficient and
productive and handle the resources very carefully. It would help the
organization to develop and enhance the quality of the employees by providing
sufficient training and development. The effective training provides, employees
to adapt quickly in to new ways and technologies or to new situations (Kumar
and Siddika, 2017). The effective training sessions to employees
indirectly benefits the head of departments as when the employees are happy and
motivated they work towards the targets and goal of the organization
which benefits the head of departments to achieve their overall department
targets on time (Bashir &Jehanzeb, 2016).
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).
List of references
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.
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 Organizational
Performance. Global Journal of Management and Business Research, 11(7),
pp.79-84
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.
Siddika, H. (2017). BENEFITS OF
TRAINING AND DEVELOPMENT PROGRAM ON EMPLOYEES ’ PERFORMANCE : A STUDY WITH
SPECIAL, 5. https://doi.org/10.5281/zenodo.1133603
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.
DeleteAgreed 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.
ReplyDelete"Effective 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"
Hi 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)
DeleteHoyle (2013) emphasis, Complete training actualises the brilliance of creating a workforce. Accordingly, workplace training enables employees to do things differently and do a different thing.
ReplyDeleteEmployees 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).
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).
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).
Delete"Adding 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."