Video 3 : Importance of T & D
(Source : Expand learning solutions 2017)
Performance is the significant element to achieve the goals of the organization and for its performance will increase the effectiveness and efficiency so the organization can achieve its goals (Mwita, 2000).The question is how to increase productivity in the organization. It can be involved flexible working hours, T & D programs. It’s important to design successful T & D sessions to the organization also T and D has to design according to employees requirements (Ginsberg, 1997). Similarly need for T & D arises due to technology enhancement in the environment. Benefits of T and D are intangible and investing on training benefits both employee and the organization for a long period.Also as a banker in a leading commercial bank, the bank has invested 72 million for T & D in order to increase employee performance, retention and also loyalty towards the bank. As a result:
-
Profit per employee has increase by 11 million
-
Return to work after parental leave rate 84%
-
Employee retention rate has increased up to 87% in the year of
2017/2018.
Further few of the advantages of T & D can be
viewed as below:
-
Leads to greater efficiency and productivity.
-
Facilitates the employees to deal with the changing jobs and roles.
-
Increases the loyalty and adaptability of staffs. It improves
staff’s moral.
-
Training and development improves knowledge, skill and attitude for
handling jobs most efficiently and effectively.
- Training
connects the gap between the present level of employee KSA (Knowledge,
Skill, Attitudes) and the required level of KSA to handle the job
efficiently.
-
Training is job related and need based.
-
Training helps as a monitoring factor for employees in an
organization.
-
Training and development also provides organization, multi skill
employees.
Also according to Ganesh & Indradevi (2015) further stated advantages of effective T & D, such as
- Training is an effective investment necessary in any organization. There is need for technical training & behavioral training among our staff members. These training make our employee feel confident and good.
- Training is more important in situations where an employee is introduced to a new system and expected to cop up with the changes that a new system introduces. Needs of the workplace are changing, work environment changes, which demands a balance between input and output.
- Training is a continuous process that spans across the entire work period of the employees. When employees attend the training with dedication and carry with them the skills learnt and put into practice at their job, it produces excellent results.
- Training is an integral part of employees in academic institutions that requires large investment. When this huge investment is properly planned and executed, it leads to a successful training program.
Conclusion
T & D plays a vital role in the organization by achieving objectives of the employees as well as objectives of the organization. Also a proper training and development plan will enhance the skill of the employees and it helps to reduce the cost and time of the organization. Necessity for training ascends due to improvement in technology, need for improving performance or as part of professional development. By training the organization can overcome the weakness of the employees also it helps to achieve organizations goals.
Reference
Ganesh, M. and Indradevi, R. (2015). Importance and Effectiveness of Training and Development. Importance and Effectiveness of Training and Development, [online] Vol 6 No 1(ISSN 2039-2117 (online).Available at:https://pdfs.semanticscholar.org/e0ef/abef5d28888435ac780d6da98f66ca67048e.pdf [Accessed 17 Nov. 2019].
Ginsberg, L.(1997). “Training for the long haul”: Computer
Shopper. Vol: 17, p: 4.
Mwita J I, (2000) "Performance management model: A
systems‐based approach to
public service quality", International
Journal of Public Sector Management, Vol. 13 Issue: 1, pp.19-37.
Hi,
ReplyDeleteAdding on to your blog, due to evolving of technology and continuous upgrading of operational standards of an organizations, training and development should be a continuous process (Joseph, 2015). Further, training is distinguished from learning as follows; Learning is where a person creates fresh knowledge, skills and capabilities whilst training is diverse answers that an organization could embark on promoting learning (Reynolds et al, 2002)
The current global technological advancements and their impact on information provision must be taken into consideration, Mambo (2000) emphasizes that the current trend of staff training and development in developing countries should cope with the current trend in technology.These changes are due to the combination of globalization and technology, which is transforming the way the global economy works (Barber, Donnelly and Rizvi 2013).
DeleteHi Anne, adding more under the topic, 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). employee performance is important for the performance of the organization and the and the training & and development is beneficial for the employee to improve its performance (Chris Amisano,2010).
ReplyDeleteHi, At the same time ; Employee performance is the important factor and the building block which increases the performance of overall organization(Qaiser Abbas and Sara Yaqoob).Employee performance depends on many factors like job satisfaction, knowledge and management but there is relationship between training and performance (Chris Amisano,2010).This shows that employee performance is important for the performance of the organization and the and the training & and development is beneficial for the employee to improve.
DeleteHi Anne,
ReplyDeleteI would add some points that are relevant to your topic.
Companies that use innovative training and development practices are likely to report better financial performance than their competitors and also helps a company to meet competitive challenges (Aguinis and Kraiger, 2009). Businesses today must compete in the global marketplace, and highly skilled workforce with high adaptability to situations and technology are in demand, increasing the prospects for continuous learning (Bell et al., 2017). New technologies such as Web-based training, distance learning, e-learning, iPods, simulations, virtual worlds, and blended learning reduce the costs associated with bringing employees to a central location for training (Weinhardt and Sitzmann, 2018). Therefore, technology based methods play a paramount role in designing training and development programs in 21st century.
Hi Tharika, in addition to your statement provided, ‘resistance to e-learning’ question, Reeves, Hedberg (2003) propose that most e-learning environments remain mired in outmoded educational methods. They feel that the effectiveness of technology in any learning environment depends upon the degree that it supports appropriate “pedagogical” dimensions. Another problem is that although many educationalists re expert in their subject area, they are as yet relative-ly inexperienced in methods for online teaching and learning (McPherson et al. 2003). Additionally, many individuals are, as yet, ill-equipped for the demands of e-learning (Nunes et al. 2000). This being the case, the question must be asked whether e-learning can be successful. Another perspective on e-learning resist-ance is offered by Noe (2005) who suggests that vari-ous factors limit the use of e-learning. These factors include: cost; lack of motivation among employees to learn online; lack of management buy-in; lack of em-ployee intranet access; lack of proof concerning return on investment; lack of high-quality content.
DeleteTraining and development are learning aspects that demonstrates the employees how to achieve their day to day prospective profession effectively (Kleiman, 2000). Based on which the training and development is an primary part of any organization to move forward and it is an essential tool for the continuity of an organization which helps to enhance the knowledge , skills, attitude and confidence level for them to succeed in their present position in an organization and develop them for future jobs as well.
ReplyDeleteAccording to G.P. Nunvi (2006), training programs are directed towards maintaining and improving current job performance while development seeks to improve skills for future jobs. Considering the progress in the technology, certain jobs become redundant with the replacement of machines in present
Deletedays. Further education and competence becomes necessary for those in current positions and those wishing to be promoted in the future.
Further more today, most Companies have developed new training and development programs for their current employees. Companies generally offer their employees a tuition reimbursement package to strengthen their knowledge and training. The Corporate University has found that almost 10% of employees have the right to this benefit( Rosenwald 2000).
ReplyDelete"Hi Aravindth, Organizations have set up their employee development programs in a variety of ways. Also Rosenwald (2000) indicated that the demands of work and
Deletefamily life make it difficult for employees to invest extra time outside of the job for such
opportunities . Additionally, it is primarily senior management and
those people who place a high value on an advanced degree who take advantage of
tuition reimbursement. As a result, many organizations find in-house
programs more beneficial and many are going the route of corporate universities."
In recent times many organizations have realized the importance of training and development as it increases the organization staff effiency, skills, and productivity (Engetou, 2017, 22). It is very much necessary for an organization to conduct training programs but it has to be very carefully designed (Armstrong, 2000). Organizations which develope a good training design according to the need of the employee have seen positive results, and a bad design resulted in loss of time and money (Tsaur and Lin, 2004). And also organizations should be very particular when selecting the the trainer, that may also spoil the whole program if he or she is not capable of (Griffin et al., 2000)
ReplyDeleteHi Nimalai, Agreed on the given point. also would like to add statements of (Beardwell & Holden, 1993), viewed that Human Resource Management concept for example, responsibility to the organization and the growth in the quality development have driven senior management groups to understand the increased importance of training, employee development and long - term education. A concept of this nature requires not only careful planning, but a more emphasis on employee development. To Krietner (1995), no matter how carefully employees are screened, typically, a gap remains between what the employee does know and how they should know it. An organization therefore, desiring to gain the competitive edge in its departments, will need extensive labor and effective training of its human resource.
DeleteThis comment has been removed by a blog administrator.
ReplyDeleteScott Brum (2007) mentioned that keeping skilled employees in an organization is a competitive advantage as well as the employees who are performing well and obtain lack of training than others.
ReplyDeleteHi, On the contray Wright and Geroy (2001) claimed that effective training programs are important to increase employee competencies, it also contributes to enhancing knowledge, skills and necessary information for future jobs thereby achieving desirable organizational performance Pigors and Myers (1989) stated that effective training contributed to increased employee satisfaction and reduced absenteeism and turnover thereby increasing the feeling of comfort amongst employees leading to a sense of achievement for employees to develop their inherent abilities. Early planned training by trainers for trainees will help achieve desired benefits easily. Therefore, Kenney and Reid (1986) stated that the aim of training is to improve job performance, and planned training contributes in enhancing effective performance for employees.
DeleteTraining ensures the specific employee is supplied with required knowledge and skills to execute the existing job effectively on the other hand Development will prepare the human capital for future need of the job role (Thanos & Anna, 2008).
ReplyDelete"Agreed, Training and development are often used to close the gap between
Deletecurrent performance and expected future performance. Training and development falls under HRD function which has been argued to be an important function of HRM (Weil & Woodall 2005). Among the functions activities of this function is the Identification of the needs for training and development and selecting methods and programmer suitable for these needs, plan how to implement them and finally evaluating their outcome results (McCourt & Eldridge 2003)"
In addition to what you have mentioned,training refers to a planned involvement aimed at enhancing the elements of employee job performance (Chiaburu and Tekleab, 2005). It is about cultivating the skills that seems to be essential for the attainment of organizational goals. Training programs, may also help the workforce to reduce their nervousness or hindrance, created by the work on job (Chenet al., 2004). Those workers who feel themselves to be incapable to achieve a task with the anticipated level of performance often decide to leave the firm (Chen et al., 2004), otherwise their stay at frim will not to productivity (Kanelopoulos and Akrivos, 2006). The gap between the services necessary and those possessed by the workforce, the higher the job disappointment of the employees. Training may also be an efficient tool for improving ones job satisfaction, as employee better performance leads to gratitude by the top management, hence employee feel more familiar with his job (Rowden 2002).Also,trained employees are more able to satisfy the customers (Rowden and Conine 2005) .Employees who learn as a result of training program shows a greater level of job satisfaction along with higher performance. (Tsai et al., 2007).
ReplyDelete"Training programs not only develops employees but also help an organization to make best use of their human resources in favour of gaining competitive advantage. Therefore, it seems mandatory by the firm to plan for such a
Deletetraining programs for its employees to enhance their abilities and competencies that are needed at the workplace, (Jie and Roger, 2005). Training develops self efficacy and results in superior performance on job (Svenja, 2007), by replacing the traditional weak practices by efficient and effective work related practices (Kathiravan, Devadason and Zakkeer, 2006)."
As stated by Nda and Fard (2013) Training and development at last upgrade the productivity of employee as well as of the organization. It has appropriately been stated, employee development is the way to imposing maintainable improvement organization must have employees who can rapidly adjust to a regularly changing world market. Organizations need to put resources into on-going employee training and development so as to both keep employees and be successful.
ReplyDeleteOatey (1970), states training perks up a person’s skill at a task. Training helps in socially, intellectually and mentally developing an employee which is very vital in facilitating not only the level of productivity but also the development of personnel in any organization. The training and development of the employees has direct offerings in the high achievements of organization which shows better performance. Training increased the organizational performance which predicted by many researches Niazi, (2011).Adeniyi (1995) states staff training and development is a work activity that can make a very important contribution to the overall effectiveness and profitability of an organization.
DeleteTraining 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).
ReplyDeleteThere is no doubt that training is important in all aspect for an organization. Training has traditionally been defined as the process by which individuals change their skills, knowledge, attitudes, and/or behavior (Robbins and DeCenzo, 1998). The primary role of training is to improve the employees' skill for current and future du-ties and responsibilities. Training helps them to change with aspects like technology and competition (Dessler 2000). 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. Training is important to enhance the capabilities of employees. Recent researches reveal that training enables most organizations meet their goals and objectives. In doing so employees are able to learn new work concepts, refresh their skills, improve their work attitude and boost productivity (Cole 2002)
DeleteHi Anne,
ReplyDeleteEmployee training and development has emerged as a major educational enterprise over the past three decades. This increase is associated with a demand in the workplace for employee at all levels to improve performance in their present jobs to acquire skills and knowledge to do new jobs, and to continue their career progress in a changing world of work (Armstrong, 2001; Craig, 1987).
"Agreed, Now the demands of industry and commerce are continually changing and are reflected in the activities of the training department and the training and development programs. New approaches, skills, competencies, operations
Deleteand procedures require either new training term or modifications of existing ones as the term “training” is very complex (Rae, 1997). These changes indicate the importance of renewing and/or clarifying the focus not only of specific training efforts, but of training and development overall. One way to reinvigorate dialogue regarding HRDrelated area such as training and development is to explore related definitions (Swanson, 2001)."
Enhancing an employee’s job-related competencies is a major concern in organizations and therefore spends an enormous amount of time and money on training (Cascio, 2000; Noe et al., 2006). Training transfer associated in different stages including pre-training and post-training influences several variables at different levels of analysis such as individual, supervisor, workgroup and organization. According to literature, there are three main determinants of training transfer: training design or enabling factors, individual factors or trainee characteristics, and work environment or transfer climate (Holton, 1996, 2005)
ReplyDeleteAgreed,in addition as a result of the financial investments organizations make in training, it is important to provide results that training efforts are being fully realized (Casio, 2000; Dowling & Welch, 2005). The revenue cycle is driven by knowledge, innovation, and creativity – all of which come from employees. According to the second point Pre-training perceived utility is reflected on the motivation to transfer training at the post-training stage as well as motivation to learn. Bates and Holton (2004) and Tai (2006) suggested that, communicating the company’s expectations before the training program which also promotes learner readiness leads to enhanced transfer motivation.
ReplyDeleteHi Anne, one of the reasons a company needs training and development is the requirement of acquiring skills without depending experience, which must be developed quickly ( Babagana, 2018). This develops the employees to be able to manage greater responsibilities of higher level (Akinpeju, 1999). Considering the time criticality of the process shouldn't we be increasing the technology more and start training employees on the technology itself in order to optimize the overall development.
ReplyDelete