INTRODUCTION TO TRAINING AND DEVELOPMENT
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 one of the methods used
to improve the overall work performance of an employee, which will directly
enhance the productivity and profitability of an organization (Elanga &
Imran, 2013). In the interim, employees' aptitudes and proactive thinking are
legitimately relative to the dimension at which an association can contend with
others. Thus, these traits of the employees can be enhanced through training
and development (Elanga & Imran, 2013).
Armstrong (2009) stated that training and development
is an important activity that increases the performance of employees in an
organization and is a building block that enhances the growth and success of an
organization. And, the organizations could benefit from training and development
through winning the "heart and minds of" their employees to get them
to identify with the organization, exert themselves more on its behalf, and
remain with the organization (Armstrong, 2009). Training and development are
processes of investing in people so that they are equipped to perform well and
are part of an overall human resource management approach that hopefully will
result in people being motivated to perform (McDowall & Saunders 2010). The
following key terms are defined for better elaboration:
Training
According to Ahmad and Bakar (2003), training can be
described as a planned and systematic effort of an employee to achieve
effective performance in an activity or range of activities.
Development
Lamba & Choudhary (2013) state that development is
a practical exercise of study and development by which managerial staff acquires
and employee knowledge, skills, attitudes, and insights to handle their work
efficiently and effectively.
Types of Training and Development
Training and development are essential vital
instruments for successful individual and association execution (Elanga &
Imran, 2013). Thus, associations are investing in training and development for
employees as it will provide them an upper hand in the realm of business.
Training and development techniques are characterized into two types, which are
on-the-job training and off-the-job training (Armstrong & Taylor, 2014). On-the-job training consists of job orientation, coaching, internship, and work
technique training (Armstrong & Taylor, 2014). On the other hand, off-job
training is comprised of lecture-based training, software-based training, and
simulation-based training. Thus, these trainings are designed to enhance the
overall work performance of an employee and the output of an organization
(Armstrong & Taylor, 2014).
Findings the importance of Training and Development
There have been many different studies conducted in
analyzing the importance of training and development for an organization.
· Sung
& Choi (2014) analyzed the impacts of training and development on
hierarchical advancement and found that training and development have expanded the imaginative execution of the financial association.
· Asfaw
et al. (2015) investigated the effect of training and development on the
workers' exhibition and adequacy in an organization office and found that
training and development had a noteworthy association with representative
execution and viability.
· Hanaysha
(2016) evaluated the impacts of training and development on hierarchical
responsibility in an advanced education setting and found that representative
training and development had a hugely beneficial outcome on employee's work
performance and work commitment.
Conclusion
This study analyzes the effects of training on
employee performance within organizations. The results of this work have
shown that training and development have a positive effect on the
employee's performance, as they are the main assets for the organization.
Thus, by providing training and development, it will help the employees
increase their work performance and will lead to the success of the
organization itself. The outcome of this work has shown the importance of
the training and development of employees and the organization. Therefore,
it is concluded that comprehensive training has a tremendous impact on
employees’ performance and, consequently, on the organization’s success.
List of References
Ahmad, K.Z. and Bakar, R.A. (2003). The Association
between Training and Organizational Commitment among White Collar Workers in
Malaysia. International Journal of Training and Development, 7(3), pp. 166-185.
Armstrong, M. (2009). Armstrong’s Handbook of Human
Resource Management Practice. 11th Edition, Kogan Page Limited, London.
Armstrong, M. and Taylor, S. (2014). Armstrong’s
handbook of human resource management practice. 13th Edition, Kogan Page
Publishers.
Asfaw, A.M., Argaw, M.D. and Bayissa, L. (2015). The
impact of training and development on employee performance and effectiveness: A
case study of District Five Administration Office, Bole Sub-City, Addis Ababa,
Ethiopia. Journal of Human Resource and Sustainability Studies, 3, 04, 188.
Elnaga, A. and Imran, A. (2013). The effect of
training on employee performance. European Journal of Business and Management,
5, 4, pp. 137-147
Hanaysha, J. (2016). Examining the effects of employee
empowerment, teamwork, and employee training on organizational commitment.
Procedia-Social and Behavioral Sciences, 229, 298-306.
Lamba, S. and Choudhary, N. (2013). Impact of HRM
Practices on Organizational Commitment of Employees. International Journal of
Advancements in Research & Technology, 2(4), pp. 407-423.
McDowall, A. and Saunders, M.N.K. (2010). UK Manager’s
Conceptions of Training and Development. Journal of European Industrial
Training, 34, pp. 609-630.
Mwema, N.W. & Gachunga, H.G. (2014). The influence
of performance appraisal on employee productivity in organizations: A case
study of selected WHO offices in East Africa. International Journal of Social
Sciences and Entrepreneurship, 1(11), pp. 324-337.
Sung, S.Y. and Choi, J.N. (2014). Do organizations
spend wisely on employees? Effects of training and development investments on
learning and innovation in organizations. Journal of organizational behavior,
35, 3, pp. 393-412.
This comment has been removed by the author.
ReplyDeleteEmployee performance impacts on an organization, Employee training and development will assists the organization and employees in achieving diverse goals (Rodriguez,2017). With training and development opportunities and effective employee performance assessment approaches, employees should be able to assist the organization in achieving its competitive advantage in today’s global market(Jehanzeb & Bashir, 2013).
ReplyDeleteTotally agree with your statement Mr. Fahad. When conducting suitable training and development program for the employees are an advantage for the organization. Because conducting training can build up the skills and work performance within the employees. Employee assessments can make a difference in the performance of an organization. Nassazi (2013) provided six different approaches for assessing employee performance in the workplace:
Delete(1) Supervisory assessment is completed by the employee’s supervisor and reviewed by the senior manager.
(2) Selfassessment is achieved by the employee prior to the performance interview session.
(3) Subordinate assessment is when a team member assesses the leader in order to develop the employee rather than for administrative reasons.
(4) Peer assessment is accomplished by colleagues and data is collected into a single profile so the supervisor can use it during the interview session.
(5) Team assessment is focused on team accomplishments rather than individual performance.
(6) Customer assessment is performed by both internal and external customers.
Employee development can manifest itself in many forms of training, evaluation, educational programs, and even feedback. If executed correctly, the effects of training on employee performance can often encourage growth within the worker and the organization itself (Katcher and Snyder, 2003).
ReplyDeleteI agreed with your statement. Improved talent's capabilities, knowledge, and skills have proven to be a significant source of competitive advantage in a global market (McKinsey, 2006). Developing the desired knowledge, skills, and abilities of the employees to perform well on the job requires effective training programs that may also affect employee motivation and commitment (Meyer and Allen, 1991). Alavi and Leidner (2001) The companies aimed at gaining a competitive advantage realized the importance of training in improving the employees' performance. Past research provides evidence regarding the positive effects of training programs on both employee and organizational performance. On one hand, previous work in the field proved that effective training programs lead to superior return on investment, while other research mentioned the positive role of training in attaining supreme levels of employee retention (Colarelli & Montei, 1996; Becker, 1993).
Delete