Part -1

Importance of Training and Development

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 Somasundaram and Egan (2004), 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) 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 Vasanthi and Kumar, (2018), Cited from (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 effects which behavior has on the individual decision-maker and on the social structure of which is a part. The other one 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 (Oberle , Stowers and 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).

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].

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].

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.

Somasundaram and Egan (2004), Training and Development: An Examination of Definitions and Dependent Variables, Texas A & University, [Online], Available at <https://pdfs.semanticscholar.org/a73d/96a4b4aa110bc621293ea22b1b6ca77f8aaa.pdf>, [Accessed on 22 Sep, 2018].


Vasanthi and Kumar,(2018), Effectiveness of Training & Development in Piramal Enterprises, International Journal of Latest Engineering and Management Research (IJLEMR), [Online],Available at < http://www.ijlemr.com/papers/volume3-issue2/22-IJLEMR-33066.pdf>, [Accessed on 22^nd Sep 2018].

Oberle. W.H., Stowers. K.R & Darby, JP, (2014) A Definition of Development. Journal of the Community Development Society, 5(1), pp. 61-71.

Part – 2

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 program for young people entering into industry. Today the scheme is recognized as one of the best training programs in the country, a view substantiated in 1988 when the CBWT received a National Training Award for the scheme from central government (Wiley, 2018).

Reference

Arneson, J., Rothwell, W & Naughton, J. (2013) Training and development competencies redefined to create competitive advantage. Learning & Performance Systems, 67(1), pp. 42-47.

Morrow. T, (2001) Training and development in the Northern Ireland clothing industry. Journal of European Industrial Training, 25(2/3/4), pp. 80-89.

Khan, R.A.G., Khan, FA & Khan, DRMA. (2011) Impact of Training and Development on Organizational Performance. Global Journal of Management and Business Research, 11(7), p.68.

Wiley. (2018) COLOURATION TECHNOLOGY.[Online].Available at: <https://onlinelibrary.wiley.com/doi/pdf/10.1111/j.1478-4408.1991.tb01273>[Accessed on 24 September 2018].

Khan, R.A.G., Khan, FA & Khan, DRMA. (2011) Impact of Training and Development on Organizational Performance. Global Journal of Management and Business Research, 11(7), p. 67

Part – 3

The lack of Training affects the workplace

Your employees can contribute to the success of your company when they are trained to perform their jobs accordingly to the industry standards. The training which essential for management as well as staff is, typically consists of several classes on-site 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 the impact to reduce the efficiency level of the subordinates. Accordingly, this has a direct 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 proper time and action   (T&A).

3.      Communication issues- like wise back and forth mails / arguments.

4.      Sharing incomplete details to the production team and Quality issues.

5.     Failure to maintain committed deliveries was an influence to lose valuable customers.

6.      Looking for new employees.

7.      Customer Complains and claims on the 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 the 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 the 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, the company decided and provided suitable training.

Below is the existing situation in my workplace, after gaining 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 the 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 & on-time shipments) of the year award received from the customer, there are no such claims from customers. 

10. Each employee are encouraged based on performance and teamwork and Skill level commitments.

11.  Less cost more production.

Reference

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].

Source: Industrial Sewing Operator Training of CRP

This is a video about the Industrial Sewing Operator Training, one of the courses offered at the Vocational Training Institute at CRP. This Training starts with Trainee’s selection and discussion.  The Old training method, individual training for machine operators with the guidance of trainers at the training center. Industry visit to get the knowledge of bulk cutting, stitching each operation and difficulties and handling with hi-tech machinery, quality checking, measuring, pressing and finishing. After 4 months of training, these trainees are developed and trained well, they are qualified to work in a Garment manufacturing factory.

Part – 4

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.

Reference

Khan, R.A.G., Khan, FA & Khan, DRMA. (2011) Impact of Training and Development on Organizational Performance. Global Journal of Management and Business Research, 11(7), p.64.