Introduction
How the
employees training and development of HRM will influence the performance of an
organization. Herewith some evidences, provide prose reviews and author’s
defines to introduce how much importance of training and development in an
organizational performance.
Training
Training allows
employees to acquire new skills, sharpen existing ones, perform better,
increase productivity and be better leaders, since a company is the sum total
of what employees achieve individually, organizations should do everything in
their power to ensure that employees perform at their work (Chopra, 2015). In the view of (Goldstein & Ford, 2002) of numerous organizational adages
suggest that people are the key to any successful business operation. This
emphasis is not empty as it is becoming increasingly clear that no human
enterprise can succeed without properly skilled and knowledgeable human
resource development professionals.
According to McCombs (2009: 199) continuing intrinsic motivation to
learn is the result of actively generating and implementing a variety of
metacognitive, cognitive, and effective process and skills. An understanding of
these process, skills and their interrelationships forms a basis for the design
of an effective motivational skills training program. It is further defined by
(Becker, 1962; Pittam, 1987) ongoing employee development is critical to the
short and long term success of every business profit or non-profit.
Development
One is that is aids a focus on
the immediate and subsequent effect(s) which behaviour has on the individual
decision-maker and on the social structure of which he is a part. The other is
that it provides basis for an orientation which encourages the identification of
individual behavior and structural conditions that simultaneously advance the
private and public welfare (Darby, 2014). Thinking on the
development-and its applications in practice-can be properly understood only
within its particular historical, political, and institutional contexts. This
volume traces the history of thinking in various segments of development, maps
the range of approaches to each, and set out options and possibilities for the
future. (Alder, 2014).
Benefits of Training and Development
Particular Value of
training and development professionals who recognize the need to update their
skills, Knowledge, abilities and behaviors to help lead their organization into
the future. First, it offers a broad inventory of topics that training and development
professionals need to know to be successful in today’s rapidly changing
business enviorment.Second, The model provides key, specific action these
professionals must take-what they must to-do succeed. Further, its offers a
well-researched benchmarking tool that training and development professional
can use to identify their own skill gaps (Arneson, 2013).
According to (Morrow, 2001) the article focuses on one area of the personnel function, which
it was considered would be dramatically changed by the implementation of a new
approach to managing people, namely, training and development. The article
presents a positive view of human resource interventions in the surveyed
industry and of the progress specialists within the industry have made.
Figure No: 1 –Theoretical framework
(Source: Khan, 2011).
As per above illustration,
According to (Kahn, 2011) training and development has positive effect on
Organization performance, Discussion of all the results proves the hypotheses;
H1: Training design has significant effect on the organizational performance,
H2: On the Job training has significant effect on the organizational
performance, H3; Delivery style has significant effect on the organizational
performance and H4; Training and development has significant effect on the
organizational performance. Accordingly these have positive effects on the
organization performance. It improves the organizational performance. On the
job training is very effective and it also saves time and cost. Training and
development, on the job training, training design and delivery style have
significant effect on organizational performance and all these have positive
affect the Organizational performance. It means it increase the overall
organizational performance.
For an example, The Career Structure scheme,
instigated by companies within the wool textile industry and administered by
the confederation of British Wool Textile (CBWT), was introduces during the
late 70s as an attempt to establish a comprehensive and cohesive training
programme for young people entering into industry. Today the scheme is
recognized as one of the best training programmes in the country, a view
substantiated in 1988 when the CBWT received a National Training Award for the
scheme from central government (Wiley, 2018).
The lack of Training effect the work place
Your employees can
contribute to the success of your company when they are trained to perform
their jobs accordingly to the industry standards. Training which essential for
management as well as staff is, typically consists of several classes onsite or
at a different location during orientation. Some companies consider in the
depth training an unnecessary expense and expect new employees to learn on the
job from supervisors and older employees. However, this type of training is
often inadequate and creates problems for the business (Amo, 2018).
Conclusion and Recommendation
In the light of all this research and all the materials which
is being used to conduct this research and all the literature review we came to
the decision that there should be Training and Development in every
organization. Although we have review some disadvantages like its costly to
give training to the employees, but the advantage of training are much than its
disadvantages. We recommend that all organizations should provide training to their impact of Training and Development on Organizational performance, already
discussed that training and development have advantages not only employee but
the ultimate benefits is for the organization itself (Kahn, 2011).
All above
mentioned evidences are much clear, how much importance of Training and
Development in an organization, also shared experience how an organization
effected due to lack of training and development. Finally the
application of training and development for a Garment factory is quite useful.
Running a Garment factory necessity of strong, efficient, Skilled and talented and a
loyal work force, who also to be satisfied with their job and employees need to
do their job in the way the organization this is the main reason the concept of
training and development originated. All organizations give emphasize on having
a trained and developed workforce so that they can compete strongly in both
inside and outside the national boundary. Therefore it’s very identical the
training and development is essential in Sri Lankan garment industry to expose
and become a major garment exporter in the global garment industry. Therefore all
above mentioned evidences are much clear, how much importance of Training and
Development in an organization, also shared experience shows how an
organization effected due to lack of training and development. Therefore
Training and development is essential for an organization.
References:-
Arneson, J., Rothwell, W & Naughton, J. (2013) Training
and development competencies redefined to create competitive advantage.
Learning & Performance Systems, 67(1), pp. 42-47.
Chopra, BC. (2015) Importance of training and development in an
organization.[Online]. Available at:
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Khan, RAG., Khan, FA & Khan, DRMA. (2011) Impact of
Training and Development on Organizational Performance. Global Journal of
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Khan, RAG., Khan, FA & Khan, DRMA. (2011) Impact of
Training and Development on Organizational Performance. Global Journal of
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Khan, RAG., Khan, FA & Khan, DRMA. (2011) Impact of
Training and Development on Organizational Performance. Global Journal of
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MCcombs, BL. (2009) Processes and skills underlying continuing
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training interventions. Educational Psychologist,19 (4), pp.199-218.
Morrow, T. (2001) Training and development in the Northern
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Training, 25(2/3/4), pp. 80-89.
Oberle, WH., Stowers, KR & Darby,
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