Employee training and development programs are essential for organizations to achieve their goals and become successful in the business world (Jehanzeb and Bashir, 2013). Providing the employees training and development programs to all employees in the organization through that employer can improve employees' skills and enhance the employee productivity and company culture (Mozael, 2015). In additionally, Training and development is a great help in reducing the employee turnover and also helps the organization to acquire new innovations in various sections (Sung and Choi, 2013).
It’s no surprise that
employees who regularly receive opportunities to learn, develop, and move
forward is more likely to stay with a company. Learning and development are
among the top factors in employee engagement (Nelson, 2018).
Employee development can
be strengthened through approaches such as coaching, training sessions and
leadership mentoring. Training is a needful concept to learn new information,
skills, methods and theories. These programs often provide to newcomers in the
organization and to employees directly involved in the organization’s
development (Klein and Weaver, 2000). Through the employee training and
development programs help to enhance the employees’ motivation and performance.
It provides great support to achieve organizational goals and developments (Elnaga
and Imran, 2013). Following are some ways employee training and development
efforts improve employee performance.
- Training for New Responsibilities
If they are cross-training or moving to new positions to understand multiple roles, employees may be prepared for additional responsibilities through training and development opportunities (Inglis and Alexander, 1999). Training and development programs help employees learn the skills they need in their current roles and introduce them to the leadership skills and software knowledge they will need in the future. One type of training, apprenticeship, allows employees to start as trainees and move up to a higher level of role (Simons and Richardson, 2012).
- Learning About Industry and Technology Updates
When a person enters an industry as a newcomer, the practical knowledge, experience and understanding of that industry and organization is minimal (Thomas and Anderson, 2012). In order to enhance the knowledge and understanding of those new employees to become an expert in the industry, one must learn well about that industry. Opportunities should be created for new employees to gain education, learn and understanding through training sessions, coaching and guidance, leadership mentoring programs. These new employees acquired knowledge and understandings through those training and development programs can be used as a future investment for the organization (Sheehan, 2014)
- Developing Soft Skills
Employee training and development programs can strengthen the soft skills that are essential to adapt to changes in the workplace and in society. Training that highlights examples of soft skills such as resilience, emotional intelligence, and diligence in professional settings can create an environment that nurtures productivity and camaraderie (Ibrahim and Boerhannoeddin, 2017).
When employees find out
they have a supportive employer, they are more engaged and excited for a higher
level of performance. Providing training and development opportunities for
employees shows that an employer is willing to assist its employees throughout
their careers (Jehanzeb and Bashir, 2013).
Through the training
and development programs, employees gain the knowledge and understanding of the
goals that they need to achieve and help employees to manage tasks individually
or as a team (Elnaga and Imran, 2013). In addition, they are able
to find new ways to perform tasks more effectively in less time based on the
professional skills and knowledge gained through training and development
programs (Latif, 2012).
List of Reference
Cooper‐Thomas, H., Anderson, N. and Cash, M., 2012.
Investigating organizational socialization: A fresh look at newcomer adjustment
strategies. Personnel review.
Elnaga, A. and Imran, A., 2013. The effect of
training on employee performance. European journal of Business and Management,
5(4), pp.137-147.
Ibrahim, R., Boerhannoeddin, A. and Bakare, K.K.,
2017. The effect of soft skills and training methodology on employee
performance. European Journal of Training and Development.
Inglis, S., Alexander, T. and Weaver, L., 1999.
Roles and responsibilities of community nonprofit boards. Nonprofit Management
and Leadership, 10(2), pp.153-167.
Jehanzeb, K. and Bashir, N.A., 2013. Training and
development program and its benefits to employee and organization: A conceptual
study. European Journal of business and management, 5(2).
Klein, H.J. and Weaver, N.A., 2000. The
effectiveness of an organizational‐level orientation training program in the
socialization of new hires. Personnel psychology, 53(1), pp.47-66.
Korte, R.F., 2009. How newcomers learn the social
norms of an organization: A case study of the socialization of newly hired
engineers. Human Resource Development Quarterly, 20(3), pp.285-306.
Latif, K.F., 2012. An integrated model of training
effectiveness and satisfaction with employee development interventions.
Industrial and Commercial Training.
Mozael, B.M., 2015. Impact of training and
development programs on employee performance. International Journal of
Scientific and Research Publications, 5(11), pp.37-42.
Nelson, B., 2018. 1,001 ways to engage employees:
help people do better what they do best. Red Wheel/Weiser.
Rodriguez, J. and Walters, K., 2017. The importance
of training and development in employee performance and evaluation. World Wide
Journal of Multidisciplinary Research and Development, 3(10), pp.206-212.
Saks, A.M. and Gruman, J.A., 2012. Getting newcomers
on board: A review of socialization practices and introduction to socialization
resources theory. The Oxford handbook of organizational socialization,
pp.27-55.
Sheehan, M., 2014. Investment in training and development
in times of uncertainty. Advances in Developing Human Resources, 16(1),
pp.13-33.
Simons, N. and Richardson, J., 2012. New roles, new
responsibilities: Examining training needs of repository staff. Journal of
Librarianship and Scholarly Communication, 1(2).
Sung, S.Y. and Choi, J.N., 2014. Do organizations
spend wisely on employees? Effects of training and development investments on
learning and innovation in organizations. Journal of organizational behavior,
35(3), pp.393-412.
Hello Dinith, Agree with the post. Training could be launched properly only with the identification of what type of training is required by employees and which employees need training as explained Kum & Cowden (2014). As explained by Bataineh (2014) with training and development the work force will be developed and skilled to can perform well. As Niazi (2011) has stated that to stay ahead of competitors and to be creative, training is required.
ReplyDeleteHello Nilushi, Thanks for the comment and agreed with it. If organizations are providing good training to company employees, the organization will be able to achieve the future sustainability of the organization and enhance its efficiency and productivity of the organization (Tahir, Yousafzai, Jan, and Hashim, 2014).
DeleteHi Dinith. your post is evolve on very important aspect. every employee have right for a proper training and development process in an organization. Michel Armstrong has said that “Training is systematic development of the knowledge, skills and attitudes required by an individual to perform adequately a given task or job”. (Handbook of Human Resource Management Practice, Kogan Page, 8th Ed., 2001)
ReplyDeleteHello Ruwan, I partially agree with your comment. Training helps to do employees' duties properly. In addition, training inspires the introduce of new innovations (Hempell, and Zwick, 2008).
DeleteHi Dinith. Informative post on training and development. According to Nassazi (2013), it not only improves knowledge and skills but opens the door for higher promotion and recognition as well.
ReplyDeleteHi Ashanthi, I would like to add a few things to your comment. Through the employee training and development programs provided by the organization, it is possible to develop the knowledge and skills of those organizational employees. It also gives employees the opportunity to specialize in the industry (Karim, Choudhury and Latif, 2002).
DeleteHi Dinith, Totally agreed with you and very interesting post. Training and development impacting on employee productivity has not only improve the wellbeing of organisations, but also aid the prosperity of most countries that has put into consideration the design and delivery of training and development of workforce at national level. As the national policies aim to improve nation’s human capital, this optimally in turn results to the economic growth of the nation (Maimuna Muhammad Nda; Rashad Yazdani Fard, 2013)
ReplyDeleteHi Ramesh, Agree with your comment. The knowledge that employees acquire through L&D directly affects the development of the organization. The organizational development that takes place through it helps to increase the GDP of a country (Andersson, 2008).
DeleteHi Dinith, Totally agreed with you and very interesting post. A training program is a movement of the employer to provide opportunities to assess job related skills, attitudes and information for the employees. To overcome the growing demands of business market that is becoming dynamic and updated in modern world and also to take this sector to the heights of global brilliance necessitates the best combination of new technology, skillful and talented people. (Habib, S., Zahra, F. and Mushtaq, H., 2015.)
ReplyDelete