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
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)
Mohan, 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).
ReplyDeleteExert 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.
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. Training improves the skills of the employees. This improvement is directly connected to the outcome of the organization. Spending money on training and development is not a waste at all for the organization.
ReplyDeleteHi 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)
ReplyDeleteHi 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.
ReplyDeleteHi 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).
ReplyDeleteTraining 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
ReplyDeleteFrom udeni
ReplyDeleteMohan, you have well explained the importance of Training and development and also it is interesting to read.
The 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.
Hi 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!
Dear Mohan, it is true that ineffective training programs are costly and it will be a disadvantage to many areas in an organization. This is purely because of not evaluating the training program in a sufficient manner. According to Kirkpatrick & Kirkpatrick (2009) by evaluating how the training program contributes to the organization, how to improve the program or how to continue it or to discontinue it by getting the feedbacks can enhance the productivity of training.
ReplyDeleteAgree with your points given in the article. It is important to have training and development or each and every company to grow. In developing the organization, need to identity the need of training according to each employee. Training needs can be vary from person to person and need to identity the required area in prior of giving the training. Goldstein I. L. & Ford K. (2002)
ReplyDelete