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).
Result
With the industry expertise in the textile manufacturing
sector lack of training is impact to reduce the efficiency level of the
subordinates. Accordingly this has directly influence to the readiness level of
the team and individual performance.
Below are some issues arises before the training.
1.
Duplication of work.
2. Not holding a proper time and action (T&A).
3.
Communication issues- like wise
back and forth mails / arguments.
4.
Sharing incomplete details to
production team and Quality issue.
5. Fail to maintain the committed
deliveries were influence to loosing valuable customers.
6.
Looking for new employees.
7.
Customer Complains and claims on
product, for example
Received a claim of USD15000 for garments packed and shipped out with uncut long thread ends, poor
stitching and finishing. This claim was not negotiable with customer and said
above amount was deducted from our existing payments. Here very clear how much
importance of Training for production line leaders and finishing department leaders this claim would have been avoided, if company would have trained these
leaders timely manner based on the customer’s product requirements which
includes quality standard/cost/on time deliveries.
8.
Promotion and additional
facilities put on hold.
9.
More cost and less production outcome.
After the above endanger issues, company decided and
provided suitable training.
Below are existing situation in my work place, after gained
the training.
1. A few errors in employees’
respective job role.
2. Maintaining a stranded time and
action as a procedure for each product.
3. Cut down the back and forth mail
communication and arguments.
4. Conducting production meeting and
sharing complete details.
5. More focus and improved the
quality standard as per customer’s requirement.
6. On time deliveries.
7. More styles landed and more order
placements received to full fill the production capacity.
8. Existing employees are promoted
and training arranged as per skill level requirements.
9. Best Vendor(best quality & ontime shipments) of
the year award received form customer, there are no such claims from
customers.
10. Each employees are encouraged
based on performance and team work and Skill level commitments.
11.
Less cost more production.
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:-
Alder, BC. (2014) International Development: Ideas,
Experience, and Prospects. [Online].Available at: <http://www.oxfordscholarship.com/view/10.1093/acprof:oso/9780199671656.001.0001/acprof-9780199671656>. [Accessed on 14 September 2018].
Amo, T.
(2018) the Negative Effects of a Lack of Training in the Workplace.
[Online].Available at : <https://smallbusiness.chron.com/negative-effects-lack-training-workplace-45171.html>.[Accessed
on 5 September 2018].
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:
<https://economictimes.indiatimes.com/small-biz/hr-leadership/people/importance-of-training-and-development-in-an-organization/articleshow/48739569.cms>.
[Accessed on 1 September 2018].
Khan, RAG., Khan, FA & Khan, DRMA. (2011) Impact of
Training and Development on Organizational Performance. Global Journal of
Management and Business Research, 11(7), p.68.
Khan, RAG., Khan, FA & Khan, DRMA. (2011) Impact of
Training and Development on Organizational Performance. Global Journal of
Management and Business Research, 11(7), p. 67.
Khan, RAG., Khan, FA & Khan, DRMA. (2011) Impact of
Training and Development on Organizational Performance. Global Journal of
Management and Business Research, 11(7), p.64.
MCcombs, BL. (2009) Processes and skills underlying continuing
intrinsic motivation to learn: Toward a definition of motivational skills
training interventions. Educational Psychologist,19 (4), pp.199-218.
Morrow, T. (2001) Training and development in the Northern
Ireland clothing industry. Journal of European Industrial
Training, 25(2/3/4), pp. 80-89.
Oberle, WH., Stowers, KR & Darby,
JP. (2014) A Definition of Development. Journal of the Community
Development Society, 5(1), pp. 61-71.
Qureshi, H. (2016) Benefits of Training & Development in
an Organization.[Online].Available at: <https://kashmirobserver.net/2016/opinions/benefits-training-development-organization-3983>. [Accessed on 1 September 2018].
Somasundaeam, UV. (2004) Training and Development: An Examination
of Definitions and Dependent Variables.[Online].Available at:<https://files.eric.ed.gov/fulltext/ED492440.pdf>.
[Accessed on 22 September 2018].
Wiley. (2018) COLOURATION TECHNOLOGY.[Online].Available
at: <https://onlinelibrary.wiley.com/doi/pdf/10.1111/j.1478-4408.1991.tb01273.x>.
[Accessed on 24 September 2018].
This comment has been removed by the author.
ReplyDeleteTraining and development is really important for the performance of the organization. In your blog the importance of the training and development is explained really well. According to Nassazi (2013), the employee training plays a huge role in increasing the employee performance and the productivity.
ReplyDeleteThis comment has been removed by the author.
DeleteAs I agreed and mentioned in my blog, Traning and development is is essential for an organization.According to Frost (2018) Training and development provides both the company as a whole and the individual employees with benfits that make the costand time a worthwhile investment.
DeleteAs your Blog brings the necessary attention as to how it is Important for every organization to Train and Develop staff.As Luecke (2006)states that it is important for the employee training need identification and it should be done in the beginning of the year.
ReplyDeleteThis comment has been removed by the author.
DeleteTraining should provide based on employees skill level and their performanceand there is no timeframe for a training.
DeleteAccording to Buker (2013)Look ahead. When you do annual reviews, do you recognize what training and credentials an employee completed in this year? Make sure you discuss what additional training they would like to complete.
Mohan, the contents of your blog highlights the importance of training and development towards organizational performance, however (Druker, 1994; Barney, 1995) stated that the hard work of employees will decide the achievement and continued existence of an organization (Boadu, et al, 2014).
ReplyDeleteEffective training and development programms are targeted on employees’ performance; however the past researches have given evidence regarding the positive affect of training programmes on both employees and organizational performance (Elnaga and Imran, 2013).
This comment has been removed by the author.
DeleteAS i Agreed with you Bernadine, Tanveer(2015), highlightes that the productivity is no doubt move up due to enhanced performance of the workers attending a variety of training sessions. So there is no question that Training and Development improve both the employee wirk performance and orgaizational productivity but jointly with this while designing training and development sessions, it must be kept in the strategic purposes of training to generate creative thinking and innovative.
DeleteMohan you have explained very well the effectiveness of training and development which more often than not seems to be discussed way out of context. The example taken by you illustrates how meaningful it is to conduct trainings and developing people, not simply doing it as a practice without relevance to your current job or what you may be doing in 10years time but one that would enable the company to increase its productivity continuously without exerting too much of pressure on the workers when called up to perform. “Effective learning needs to achieve transference of knowledge from the artificiality of a training course, to practical application where the trainee adapts acquired knowledge to the perceived needs of a particular problem or situation” (2003, Robotham)
DeleteSaliya,Training without knowledge is meaningless because you are memorizing what to do and are unable to adapt because you haven’t fully internalized that knowledge to make it work for you. In order to become the best employee or client facing person you want to be, you will need to gain knowledge, but the training on how to apply that knowledge in the right situation will allow you to become a more valuable resource to your clients and prospects.Help in development of preformance management process that focus on the development and sharing knowledge Armstrong (2014).
DeleteIt is well described importance of T & D with contemporary comments made by several authors in your blog. According to Tsaur and Lin (2004) training design plays a major role in performance of employees as well as organization. Hence it is very important to plan training requirements according to the knowledge gaps which finally helps to achieve organizational vision.
ReplyDeleteAlso Given Evidences are help in determine what training is needed and how often the training is required. .According to Leonard (2018), Every company needs to identify own internal needs to develop an effective training strategy.
DeleteThe importance of T & D is properly described in your Blog Mohan. Interesting read.According to Zahara et al.(2014,p.61)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).
ReplyDeleteAs I agreed with you Akila, according to Boudreau and Ramstad (2005) argued that to maintain a competitive advantage, organizations must succeed in three domains: finance, products or markets, and human capital (or their workforce).
DeleteExert effectiveness in an organisation is critical. Thus it leads to gain positive energy to manage tasks effectively when quick decision making is vital. Therefore (Isyaku, 2000) further highlight the process of training and development is a continuous one and an avenue to gain more and new knowledge and develop further the skills and techniques to function effectively. Thus the information you provide through this blog highlights the progress of being committed to work will lead the organisation to success in this competitive world.
ReplyDeleteI agreed with you Lasitha. According to Harrison (2000)v‘Learning experiences of any kind, whereby individuals and groups acquire enhanced knowledge, skills, values or behaviors. Its outcomes unfold through time, rather than immediately, and they tend to be long-lasting.
DeleteMohan, You had properly describe T & D in your blog. There is direct relationship between employee training and development to employee performance. That significant relationship indicated exists between training and development and job satisfaction. The complains of employee in regard to inadequate time assigned for various training and development programs. Also Management complains inadequate funds availability for training and development( Boadu et al.,2014).
ReplyDeleteI agreed with you Gayanee. In an organisation performance management is vital element that defines an employee commitment to achieve set goals and objectives in an organisation with a given period of time.
DeleteThus Swanson emphasized the increasing demand for HRD-related theory that can expand the
current horizons of scholarship and practice, and that can prevent practitioners and scholars from wallowing in a theoretical explanations and practice. From this point of view, refinement and exploration of HRD-related definitions, like training and development, can make important contributions to the field (Swanson, 2001).
Training and development is a continuing process in an organization to retain a strong position in its industry. and the blog describes a comprehensive reasoning for practice of the topic to any organization.
ReplyDeletefurther, in current context organizations have been moved to have concern of learning and development strategy which has even been vitally included in their human resource management strategy. where learning cultures' are been formed to make individuals adopt in to learning habits. this transformation ensures the training process more effective on the individual by learning attitudes which are cultivated within the culture.(Armstrong M, 2009,p.175-182)
Appreciate your comment Chaminda. According to Aguinis and Kraiger (2009) cited multiple studies in European countries that link training practices and policies to measures of organizational effectiveness. Studies like these show that training is a key component in building and maintaining an effective employee workforce, which in turn drives various metrics of corporate well-being.
DeleteHi Mohan, I agree with your content in your blog and Training and Development is beneficial not only to the employees as individuals but also to the teams, organization and society as a whole (Aguinis and Kraiger 2009). Aragon-Sanchez et al. (2003) investigated the relationship between training and organizational performance and results indicated that some types of training activities, including on-the-job training and training inside the organization using in-house trainers, positively contribute to most dimensions of effectiveness and profitability of the organizations.
ReplyDeleteThank you very much Dinuka. Organisation sustainability depends on the levels of commitment that employees had towards achieving set goals and objectives efficiently. In addition, training is also a key component in leadership development (Collins & Holton, 2004), another factor integral to corporate success. Finally, at the societal level, investments in workforce development through training are often seen as a primary mechanism for national economic development. Indeed, Aguinis and Kraiger (2009) presented several case studies of the role of training in promoting economic development within nations.
DeleteMohan, you have well explained the importance of Training and development to an organization. According to (Chandrasekhar , 2011), he further explains that training is divided into 2 category as ‘On the Training and Off the Job Training. On the Job training allows a person to learn a job by actually doing/performing it, while off the Job training is methods require trainees to leave their workplace and concentrate their entire time towards the training objectives. These days off-the-job training methods have become more popular due to limitations of the on-the-job training methods.
ReplyDeleteI apprciate your comment of this blog Ruwini. Although learning and training are related, they are not the same. Some training fails to produce any learning, and a great deal of learning occurs outside of training. Learning is a desired outcome of training—a process of acquiring new knowledge and behaviors as a result of practice, study, or experience.
DeleteAgree with your points given in the article. I is important t have training and development or each and every company to grow. In developing the organization, need t identity the need f training according t each employee. Training needs can be vary from person t person and need t identity the required area in prior of giving the training. Goldstein I. L. & Ford K. (2002)
ReplyDeleteI appreciate your comment on this blog Dharshika. As 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’.
DeleteThis comment has been removed by the author.
ReplyDeleteMohan , You have clearly explained the importance of Training and Development to the Organization and also the employee.Thus , Having a strong and successful training strategy helps to develop your employer brand and make your company a prime consideration for graduates and mid-career changes. Training also makes a company more attractive to potential new recruits who seek to improve their skills and the opportunities associated with those new skills.Training can be of any kind relevant to the work or responsibilities of the individual, and can be delivered by any appropriate method (McKinsey, 2006).
ReplyDeleteI appreciate your comment on this blog Ajantha. in adition 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).
DeleteHi Mohan, Your debate is Very interesting. Many organizations consider T&D is only for short term performance but This will indirectly help to employee retention and ultimately long run performances as well. Several organizations have revealed that one of the characteristic that help to retain employee is to offer them opportunities for improving their learning (Logan 2000). Further Rosenwald (2000) confirmed that there is strong relationship between employee training and development, and employee retention. Therefore Companies should realize that experienced employees are important assets and companies have to suffer the challenge for retaining them (Garger 1999).
ReplyDeleteI agreed with you Suresh. Employee retention is their commitment towards the work. In the 1970s organization development became more popular and most talked about training technique or practice. Introduction to competency based learning came into popular use in the last half of the 1970s (Miller, 1987).
DeleteDear Mohan, very structured demonstration about the Training and Development methods. Out of the points were raised most practical and effective arear you highlighted is the benefits of T&D and effect to the organization when T&D is lacking. Most of the employees have the privilege of develop them self with their own mistakes and search solutions for such incidence within the organization frame work.Effective Training plays a role to motivate individuals for better results and bonds them to the organization as source of personal growth and development (Dale Carnegie Associates, 2012).
ReplyDeleteI appreciate your comment Shiran. Training is vital in today's context. It is essential to identify employees level of commitment for a effective In the 1970s organization development became more popular and most talked about training technique or practice. Introduction to competency based learning came into popular use in the last half of the 1970s (Miller, 1987).
DeleteHi Mohan, you have done it superbly! most of employers concern the cost of T&D but less employers think that it is an investment.
ReplyDeleteI got a nice citation regarding the T&D budget as training and development budget is often the first to go and the last to come back” (Young, 2008).
All the very best!
Hi Ruwanga thanks for your comment on my blog.Well-trained employees are essential to the success of any company. Unfortunately, in a bad economy, a lot of businesses consider employee development to be an unnecessary expense. But while cutting your training budget can seem like the logicalthing to do, stop and think about its long-term implications, as they can far outweigh the immediate costs saved(Andriotis 2017).
DeleteHi Mohan, you had clearly reasoned out well on Training and development however a study on the productivity of the garment sector shows that there are a number of issues pertaining to low labour productivity in the garment industry and that there is substantial room for improvement how could we over come this situation? (Kelegama and Epaarachchi, 2002).
ReplyDeleteThe response of training assesses at first whether the objective of the training was met by identifying the: knowledge gained after training or how much of learning has actually occurred, how adequately the knowledge is being utilized after a training programme, back support for utilization of knowledge, pertinent substance of the training, participant’s desire from training programme, outcome of overall programme. This level of training assessment of Kirkpatrick paradigm is carried out after three months of training (Rafiq 2015).
DeleteHi ,Mohan . Well explained Blog on Importance of Training and Development . I believe that Effective training practices should establish to gain the expected outcome ,benefits from particular training or training programs .As a bank employee,I have been experiencing ineffective training programs through out last 10 years in my banking career ,where the main intention of the HR department [of the particular organization] would be to meet minimum No. of training programs for the particular year,which lacks the effectiveness .Effective training uses the systematic approach with an emphasis on skills analysis. The purpose of the training should be clearly defined in terms of the behavior 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 and Taylor , 2014) .
ReplyDeleteTransferable skills (e.g. communication skills and problem-solving abilities) can help researchers operate more effectively in different work environments. While researchers acquire some of these skills in the course of studies and work, attention is turning to the role of formal training(Oecd 2013, P-148),
DeleteMohan, you have well explained the importance of Training and development and also it is interesting to read.
ReplyDeleteThe effect of training is determined by several factors, including pre-training motivation. pre-training motivation includes personal expectations and attitudes which might be influencers for the readiness to learn and be trained (Aguinis & Kraiger, 2009). Colquitt et. (2000, cited in Tharenou, 2010) and Noe (1986, cited in Tharenou, 2010) expand this statement and relate the extent of motivation before training to learning transfer. Training design is also plays a crucial role in the outcome of transfer of training, as relevant content is a prerequisite for effectiveness. If the content of training is in line with tasks on the job, the possibility of training success will be enhanced.
Thanks for your valuable comments on by blog.According to (Jamie Lawrence 2013) Motivation can also falter when employees feel lost, directionless or develop a sense of futility. Having clearly-set goals that result in notable accomplishment (ties in with gamification doesn't it?) and follow up to ensure that nobody is left behind or stranded will garner significant increases in motivation among employees in their work or in training as well.
DeleteTraining and development plays a vital role in any business firm as it is the major tool which increases the value of human assets.As per Dunlop,During training or development, employees should update the firm’s manuals and policies if and when outdated information is discovered. Employers should recognize trainees who take the time to do so.
ReplyDeleteHi Maheshika,
DeleteTraining and development describes the formal, ongoing efforts that are made within organizations to improve the performance and self-fulfillment of their employees through a variety of educational methods and programs. In the modern workplace, these efforts have taken on a broad range of applications—from instruction in highly specific job skills to long-term professional development.
This comment has been removed by the author.
ReplyDeleteMohan you have explained very well the effectiveness of training and development which more often than not seems to be discussed way out of context. The example taken by you illustrates how meaningful it is to conduct trainings and developing people, not simply doing it as a practice without relevance to your current job or what you may be doing in 10years time but one that would enable the company to increase its productivity continuously without exerting too much of pressure on the workers when called up to perform. “Effective learning needs to achieve transference of knowledge from the artificiality of a training course, to practical application where the trainee adapts acquired knowledge to the perceived needs of a particular problem or situation” (2003, Robotham)
ReplyDeleteHi Saliya, According to the 2012 Learning Survey by Niace, the adult learning organisation, there’s a strong correlation between learning and sustained employment. Staff who undertake learning activities are more able to adapt to the changing requirements of an organisation and gain a competitive edge in the job market. Candidates who demonstrate that they’re conscientious about their personal development are likely to be seen as highly motivated and engaged. Their openness to learning also suggests they’re flexible, adaptable and will bring a continuous improvement ethos to the workplace – all of which is appealing to an employer.
DeleteSo, with this in mind, here are some ways to start thinking about your own learning and development (The Guardian 2013),
Dear Mohan
ReplyDeleteWell presented Blog. By extending development in job training will optimize the objective s and strengthening the firm This definition supported with Olakunle & Ehi (2008), who see training as the methodical development of the knowledge, skill and attitude required by an individual employee to perform effectively on a given task or job
Hi Shatha,
DeleteThe training creates a supportive workplace. Employees may gain access to training they wouldn't have otherwise known about or sought out themselves. Employees who feel appreciated and challenged through training opportunities may feel more satisfaction toward their jobs(Frost 2018).
I would like to pursue on key aspects that could be contingent on effectiveness of ‘on the job training’ Mohan, which we tend to forget more often. Not only the pros but we may have to have a contemplation on cons as well whilst ensuring proper mechanism is in place to measure the effectiveness of OTJ. Durham (2017) identified, in order to succeed with T & D programs;
ReplyDelete- Whether the person passing on their skills and knowledge is proficient enough in what they do.
- Teaching, worker training or mentoring is a ‘skill’ in itself for which people need to be trained
- Bringing in an external trainer possesses technical knowledge and skills but may be completely unfamiliar with the company’s working practices.
If these are well taken care of, will ultimately contribute to the illustrated theoretical framework favorably.
Also Amal, Increased internationalization in the economic, political, and social arenas has led to greater interpersonal cross‐cultural contact. Because much of this contact has not been successful, cross‐cultural training has been proposed by many scholars as a means of facilitating more effective interaction. However, most firms do not utilize cross‐cultural training. The cross‐cultural training framework proposed in this article is based on both theory and a review of the cross‐cultural training literature. The contingency framework proposed provides a practical guide for determining the method and rigor of cross‐cultural training most effective in various circumstances(Black,Menedenhall 1989).
DeleteTraining and development in an organization is an educational process whereby employees can learn new information as well as re-learn and reinforce existing knowledge and skills (Long, Kowang, Chin & Hee, 2016)
ReplyDeleteTraining and development is a important human resource management practice for any organization that aimed at a competitive advantage in the contemporary business management. Training and development enables the organization to cope with technological changes and challenges and effectively adopting new rules in the business context.
Hi Dilshani,according to (Pineda 2010) Training is a key strategy for human resources development and in achieving organisational objectives. Organisations and public authorities invest large amounts of resources in training, but rarely have the data to show the results of that investment. Only a few organisations evaluate training in depth due to the difficulty involved and the lack of valid instruments and viable models. The purpose of this paper is to present an evaluation model that has been successfully applied in the Spanish context that integrates all training dimensions and effects, to act as a global tool for organisations. The model analyses satisfaction, learning, pedagogical aspects, transfer, impact and profitability of training, and is therefore a global model.
Delete@Mohan Thanapalan Training & Development is a key aspect in conflict management in work place as an employer is bound to increase the proficiencies of an employee in order to met the burden of tasks, which have been placed. In an absence of a systematic training and development program for the employees can significantly increase the risk of demotivated and disengaged employees as well incompetent workforce who are unable to meet the performance standards (Truitt,2011).
ReplyDeleteHi kasun, Armstrong (2009) clearly stated in his book that organizations could benefit from training and development through winning the “heart and minds of” their employees
Deleteto get them to identify with the organization, to exert themselves more on its behalf and to remain with
the organization.
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 (Goldstein & Ford, 2002). Ongoing employee development is critical to the short and long term success of every business profit or non-profit (Becker, 1962; Pittam, 1987).
ReplyDeleteHi Tharindhu,According to (Root 2018) Organizational development is the use of organizational resources to improve efficiency and expand productivity. It can be used to solve problems within the organization or as a way to analyze a process and find a more efficient way of doing it. Implementing organizational development requires an investment of time and money. But when you understand its importance, you can justify the costs.
DeleteHi Mohan,You have mentioned what importance of Training and development of employees to the organization and employeess as well. So Training has the distinct role in the achievement of an organizational goal by incorporating the interests of organization and the workforce (Stone R J. Human Resource Management, 2002). Now a days training is the most important factor in the business world because training increases the efficiency and the effectiveness of both employees and the organization. The employee performance depends on various factors. But the most important factor of employee performance is training. Training is important to enhance the capabilities of employees. The employees who have more on the job experience have better performance because there is an increase in the both skills & competencies because of more on the job experience (Fakhar U , Anwar Khan , 2014)
ReplyDeleteNice post on training and development
ReplyDeletecan i ask who is the author of this?
ReplyDelete