Training
and Development
IOSR Journalof Business and Management (IOSR-JBM), 2018. The Impact of Training and Development on Employee Performance.
[online] 20(7), pp.20-23. Available at: <http://www.iosrjournals.org>.
Introduction
Training and Development is the
process of investing in people, and then they are equipped to perform well.
This is a part of Human Resources Management where every organization has to
face to motivate their employees. However, the amount, quality and quantity of
training carried out by organization is differing from other organizations.
Organizations have to train their employees very well (The Impact of Training and Development on Employee
Performance, 2018).
Training
and Development
As Reynolds (2005) pointed out, training has a
support to increase learning: ‘It should be reserved for situations that
justify amore directed, expert-led approach rather than viewing it as a
comprehensive and all-pervasive people development solution.’
According
to Armstrong (2000), “Training is systematic development of knowledge, skills
and attitudes required by an individual to perform adequately a given task or
job”. Organizations provide development and enhance the quality of new and
existing employees in an organized way. Individuals, groups and organizations
improve their learning and development in a systematic way through Training (Khawaja
& Nadeem (2013).
Training has
the distinct role
in the achievement
of an organizational goal
by incorporating the
interests of organization
and the workforce
(Stone 2002).
It’s a necessary thing for Organizations to
design the training very carefully.
Organizations who are developing and designing good training according to the
needs of employees, brings good results to them as well as to the organization
(Partlow 1996). It seems that Training design plays a very vital role in the
employee as well as organizational performance. But a bad training design is
nothing it’s a loss of time and money (Tsaur and Lin, 2004).
On the job training, is a better way to get
the knowledge about the job for employees (Deming, 1982). People learn from
their Practical experience better than the theoretical knowledge. On the job training reduces cost and saves
time (Flynn et al., 1995). It’s better for the organization to give employees on
the job training because it is cost effective and time saving and also it is
good for the organization to give their employees on the job training so that
their employees learn in a practical way (Tom Baum et al., 2007).
Delivery style is a very important part of
Training and Development (Braga, 1995). Employees
are very conscious about the delivery style; if someone is not delivering the
training in an impressive way it means it’s a waste of time (Mark A. Griffin et al., 2000). It
is very important for a trainer to engage its audience during the training
session and delivery style means so much in the Training and Development
(Phillip seamen et al., 2005).
Figure 03: Impact
of Training & development on the organizational Performance
Source:
Impact of Training and Development on
Organizational Performance (2011)
Examples from Banking Industry
- The Bank in which I’m currently employed is giving mandatory training program annually to each and every employee to develop their skills and ability
- Conducting overseas training programs and training programs with other banks Entering into a formal training agreement with Manipal University, India to train credit underwriters on advanced Credit Evaluation Skills.
- Introduction of ‘Train the Trainers’ sessions to cover whole branch network
- Practical training at computer labs
- Chances to share knowledge, gain at training programs and give new ideas for the betterment of the bank A comprehensive training and development plan facilitates employee learning on the subject and sharing of learnings while supporting competency development in this area.
- Training Programs shared with other banks Our staff members handling E&S conducted training programmes for the other Bank staff under SLBA SBI principles and E&S evaluation.
- Its mitigating the risk bank faces by training the employees Conducted training to enhance risk awareness and to develop a risk culture within HNBF.
- . Increasing the Online training hours.
Source:
Annual Report - HNB Sri Lanka, 2020
Reference
2005. Paul D. Reynolds: Entrepreneurship
Research Innovator, Coordinator, And Disseminator. [ebook] Available at:
<https://www.researchgate.net/publication/5158285_Paul_D_Reynolds_Entrepreneurship_Research_Innovator_Coordinator_and_Disseminator/link/00463521551b6c46a3000000/download>.
Carlos A. Primo Braga. 1995. “The Impact of
the Internationalization of Service on Developing Countries”. Article based on
a World Bank report, Global Economic Prospects and the Developing Countries
Washington. Retrieved from http://www.worldbank.org/fandd/english/0396/articles/070396.htm
Deming,
W.E. 1982. Quality, Productivity
and Competitive Position, MIT Center for Advanced Engineering, Cambridge,
MA.employment in Northern Ireland”. Tourism and Hospitality Research Vol: 7,
pp: 269–280
Flynn, B.B., Schroeder, R.G., Sakakibara,
S. 1995. "The impact of
quality management practices on performance and
competitive advantage",
Decision Sciences, Vol. 26 pp.659-91
Global Journal of Management and Business
Research, 2011. Impact of
Training and Development on Organizational Performance. [online] 11(07), p.3.
Available at:
<https://journalofbusiness.org/index.php/GJMBR/article/view/546/487>.
Hnb.net. 2020. 2019 Annual Report - HNB Sri Lanka.
[online] Available at: <https://www.hnb.net/2019>.
Khawaja & Nadeem (2013):
“Training and Development Program and its Benefits to Employee and
Organization: A Conceptual Study”. European
Journal of Business and Management. ISSN 2222-1905 (Paper) ISSN 2222-2839
(Online). Vol.5, No.2, 2013.
Mark A. Griffin. Andrew Neal.2000 “Perceptions of Safety at
Work: A Framework for Linking Safety Climate to Safety Performance, Knowledge,
and Motivation”. Journal of Occupational Health Psychology Vol. 5(3),
pp:347-358
Michael
Armstrong. 2000. “Understanding training”.Human Resource Management Practice.8th Edition. Kogan page limited,
London. pp:543
Partlow, C.G. 1996. "Human-resources practices of TQM
hotels", Cornell Hotel&
Restaurant Administration Quarterly, Vol. 37 No.5, pp.67-77
Phillip Seamen. Anita Eves. 2005. “The
management of food safety—the role of food hygiene training in the UK service
sector”. International journal of hospitality management Vol. 25(2), pp:
278-296
Stone
R J. (2002), Human Resource Management 2nd
Edition, Jhon Wiley & Sons 2002.
Tom Baum.Frances Devine.
2007. “Skills and training in the hotel sector: The Case of front
office
Tsaur,
S.H., Lin, Y.C.2004. "Promoting service quality in
tourist hotels: the role of HRM practices and
service behavior", Tourism Management, Vol. 25 pp.471-
In addition to your views Tahir et al. (2014) say, training and development are key imperatives in an organizations human resource management aspect, as it impacts the organizational performance and effectiveness by allowing the employees to acquire practices, know-hows and techniques which are essential for the job roles.
ReplyDeleteAgree on your views. Furthermore suggested by bell et at., (2017), the design and the delivery of the training programms should be consists with targeting skills and tasks to being trained. The extent of the effectiveness of the relevant training depends on the level of learning outcomes and further, trainers’ delivery style and the training arrangement with an attractive design encourages active and self-regulated learning of the participants.
ReplyDeleteI agree with your views, Usually companies offered tuition reimbursement package to their employees so that they can improve their knowledge and education. It has been found by the Corporate University that almost 10 percent of employees are entitled for this benefit (Rosenwald, 2000).
ReplyDeleteAccording to Andrew (2011) training provide additional benefits by increasing employees’ feelings of competence and self-worth and also employees who are properly trained in new technologies are more productive and less resistant to job change.
ReplyDeleteAgree with you. Training is the organized way in which organizations provide development and enhance quality of new and existing employees. Training is viewed as a systematic approach of learning and development that improve individual, group and organization (Goldstein& Ford, 2002) in Khawaja & Nadeem (2013).
ReplyDelete