INTRODUCTION TO TRAINING AND DEVELOPMENT

TNA is an important step (which occurs at the initial planning stage) in the training and development process (Carlisle et al., 2011; Khan & Masrek, 2017; Tao et al., 2006). TNA is a strategic process that involves identifying the organizational goals, competency gathering and analyzing the information, and determining the gaps between the current situation and the future requirements (Carlisle et al., 2011; Denby, 2010; Horng & Lin, 2013; Khan & Masrek, 2017; Priyadarshini & Dave, 2013). TNA is indeed a useful tool for managers to properly design training programs as it focuses on the actual needs of the employees. TNA helps explain where, when, how, and what types of training activities are given to the employees (Khan & Masrek, 2017). Conducting a thorough needs assessment before training is designed and delivered helps set appropriate goals for training and ensures that trainees are ready to participate (Blanchard & Thacker 2007). Organizations have to emp...

Research on moderators of the training transfer relationship has focused primarily on workgroup factors supervisory and peer support as well as on organizational level aspects. Holton et al. (2003) used the Learning Transfer System Inventory (Holton et al. 2001) to examine differences in transfer characteristics across eight organizations, three organization types, and three training types. Figure  01: Learning Transfer System Inventory (Source: Holton et al., 2001) According to Holton et al. (2003), the Learning Transfer System Inventory includes four major groups: trainee characteristics (learner readiness and self-efficacy), trainee motivation (motivation to transfer, transfer effort to performance expectations, and performance to outcome expectations), work environment (performance coaching, supervisor support, supervisor sanctions, peer support, resistance to change, positive personal outcomes, and negative personal outcomes), and ability (perceived content validity, personal ...

Training is the organized way in which organizations provide development and enhance the quality of new and existing employees. Training is viewed as a systematic approach to learning and development that improves individuals, groups, and organizations (Goldstein & Ford, 2002) Khawaja & Nadeem (2013). Thus, it is the series of activities embarked upon by an organization that leads to knowledge or skills acquisition for growth purposes. Therefore, contributing to the well-being and performance of human capital, organizations, and society at large. According to Manju & Suresh (2011), training serves as an act of intervention to improve an organization's quality of goods and services in stiff competition by improving the technical skills of employees. Development refers to activities leading to the acquisition of new knowledge or skills for the purposes of growth. Organizations provide employees with development programs in order to enhance their capabilities (Abdul Hameed...

The training and development function is mainly responsible for employee performance (Asim, 2013). It has an effect on employee behavior and working skills, resulting in improved employee performance and additional constructive changes (Satterfield and Hughes 2007) that serve to improve employee performance (Kraiger 2002). It is demonstrated in the improvement of production, the ease of utilizing new technology or being a highly motivated individual (Nassazi, 2013). For example, Arthur et al. (2003) developed an analysis of 1152 samples from 165 resources and revealed that in distinction to no-training or pre-training conditions, training had a commonly positive effect on job-related performance. However, dissimilarities in effect sizes were not considerable, and the efficiency of training varied regarding the training transfer technique and the skill being trained. The benefits of a training program are also related to the technical skills of the employees (Arthur et al., 2003). Accor...

Cole (2002) mentioned that the main purpose of training is to acquire and improve knowledge, skills, and attitudes towards work-related tasks. It is one of the most important potential motivators that can lead to both short-term and long-term benefits for individuals and organizations (Cole, 2002). There are so many benefits associated with training. Cole (2002) summarizes these common benefits as below: High morale—employees who receive training have increased confidence and motivation; ·          Lower cost of production – training eliminates risks because trained personnel are able to make better and economic use of material and equipment thereby reducing and avoiding waste. ·          Lower turnover – training brings a sense of security at the workplace which in turn reduces labor turnover and absenteeism is avoided. ·          Change management – training ...

Employee training and development is one of the most significant motivators used to help both individuals and organizations achieve their short-term and long-term goals and objectives. Training and development not only enhance knowledge, skills, and attitudes but also offer several other benefits. The following are common benefits of employee training and development, according to Nassazi (2013): 1.       It increases employees’ morale, confidence, and motivation. 2.       It lowers production costs because individuals are able to reduce waste. 3.       It fosters a sense of security, which lowers turnover and absenteeism. 4.       It increases employees’ involvement in the change process by providing the competencies necessary to adjust to new and challenging situations. 5.       It provides opportunities for recognition, higher pay, and advancement. ...

Employees are the most significant resource of each organization, where the companies’ performance and profitability are dependent on the employees (Delery & Gupta, 2016). All organizations have the aim of satisfying their customers, and the employees represent a major factor in organizations’ progress towards achieving this aim (Kumar & Pansari, 2015). The survival of any association in the aggressive business world lies in its capacity to prepare its human assets to be imaginative, creative, and innovative, as well as those who will be able to perform and enhance the competitive nature of the company (Kumar & Pansari, 2015). Training and Development Needs According to Wognum (2001), the needs for employee training and development may occur at any level of the organization, such as strategic, tactical, or operational. Wognum (2001), mentioned that needs that occur at the strategic level are identified by senior leaders based on organizational goals, mission, and st...

Training is the formal and systematic modification of behavior through learning which occurs as a result of education, instruction, development and planned experience. Development is improving individual performance in their present Roles and preparing them for greater responsibilities in the future (Armstrong, 2001). Employees are the backbone of the organization. The accomplishments or issues experienced by the organization are contingent on the performance of its employees (Mwema & Gachunga, 2014). Therefore, it is vital for organizational leaders to recognize the importance of training and development in employee performance and evaluation. Training and development are part of organizational practices that assist in upgrading employees' aptitudes, information, and mental fitness to improve workers' capacity to perform all tasks in an efficient manner (Elanga & Imran, 2013). Training and development assume a crucial role in the viability of an association. It is ...