Importance of Employee training and development
Employee training and development
Importance
of training
Employees are major assets of any
organization. The active role they play towards a company’s success cannot be
underestimated. As a result, equipping these unique assets through effective
training becomes imperative in order to maximize the job performance. Also
position them to take on the challenges of the today’s competitive business
climate. Although extensive research has been conducted in the area of Human
Research Management, the same cannot be said on employee training especially as
it concerns developing countries. Training is
crucial for organizational development and success. It is fruitful to both
employers and employees of an organization. An employee will become more
efficient and productive if he is trained well.
Organizations are facing increased
competition due to globalization, changes in technology, political and economic
environments (Evans, Pucik & Barsoux 2002, 32) and therefore prompting
these organizations to train their employees as one of the ways to prepare them
to adjust to the increases above and thus enhance their performance. It is
important to not ignore the prevailing evidence on growth of knowledge in the
business corporate world in the last decade. This growth has not only been
brought about by improvements in technology nor a combination of factors of
production but increased efforts towards development of organizational human
resources.
In
every organizations responsibility to enhance the job performance of the employees
and certainly implementation of training 11 and development is one of the major
steps that most companies need to achieve this. As is evident that employees
are a crucial resource, it is important to optimize the contribution of
employees to the company aims and goals as a means of sustaining effective
performance. This therefore calls for managers to ensure an adequate supply of
staff that is technically and socially competent and capable of career
development into specialist departments or management positions (Afshan, Sobia,
Kamran & Nasir 2012, 646).
Bearing in mind that human resources are the
intellectual property of the firm, employees prove to be a good source of
gaining competitive advantage (Houger 2006), and training is the only way of
developing organizational intellectual property through building employees
competencies.
The existing studies in this relation (Harvey
2002; Harvey, Matt & Milord 2002; Jackson 2002; Kamoche 2002; Kamoche,
Debrah, Hortwiz & Muuka 2004; Kraak 2005) have taken a general human
resource management (HRM) focus creating a gap on issues such as the effect of
training on employee performance.
Training helps the employee
to get job security and job satisfaction. The more satisfied the employee is
and the greater is his morale, the more he will contribute to organizational
success and the lesser will be employee absenteeism and turnover. A well
trained employee will be well acquainted with the job and will need less of
supervision. Thus, there will be less wastage of time and efforts. Errors are
likely to occur if the employees lack knowledge and skills required for doing a
particular job. The more trained an employee is, the less are the chances of
committing accidents in job and the more proficient the employee becomes.
Employees acquire skills and efficiency during training. They become more
eligible for promotion. They become an asset for the organization. Training
improves efficiency and productivity of employees. Well trained employees show
both quantity and quality performance. There is less wastage of time, money and
resources if employees are properly trained.
Afshan, S.,
Sobia, I., Kamran, A. & Nasir, M. 2012. Impact of training on employee
performance: a study of telecommunication sector in Pakistan. Interdisciplinary
Journal of Contemporary Research in Business 4, 6.
Evans, P., Pucik
V. & Barsoux J-L 2002. The Global Challenge: Framework for International
Human Resource Management. Boston: McGraw-Hill.
Hailey, V.H.,
Farndale, E. and Truss, C. (2005), “The HR department’s role in organizational
performance”, Human Resource Management Journal, Vol. 15 No. 3, pp. 49-66
Harrison, R.
2000. Employee Development. Silver Lakes, Pretoria. Beekman Publishing
Harvey, M.,
Myers, M. & Novicevic, M. M. 2002. The Role of MNCs in Balancing the Human
Capital “Books” between African and Developed Countries. International Journal
of Human Resource Management. 13,7, 1060 – 1076
Nadler, L. 1984.
The Handbook of Human Resource Development. New York: John Wiley & Sons
Stoner, J. A. F.
1996. Management. 6th Ed. Pearson Education
According to Maurer (2001) Training and development efforts are academic activities within the organization that aim to improve an individual's or groups’ work efficiency. These programs often entail increasing a worker's knowledge and skill sets, as well as fostering increased drive to improve job performance.
ReplyDeleteTraining provides an excellent chance to broaden the knowledge base of all employees, but many firms find the development opportunities prohibitively expensive. Employees also lose work time when attending training sessions, which may cause project completion to be delayed. Despite the potential negatives, training and development helps both the organization as a whole and individual personnel, making the expense and time invested worthwhile. Byers (2022)
Thank you Aruna
Deleteinnovation depends on the utilization of the broad and diverse reservoir of knowledge and information, which facilitates different combinations and reconfigurations of existing knowledge (Ahuja, 2000; Sung &Choi, 2014a).T&D is an effective strategy that helps employees gain appropriate KPIs for their adaptive performance (Gubbins et al., 2006; Kim & Ployhart, 2014.
Yes, Archana, (Devi, 2012) considering human resources are effective determinants or not of the
ReplyDeletecompany's activities, the company is required to be able to conduct training and development
of its human resources. One way is to conduct training and development programs for employees. The achievement of an organization's goals depends on the performance of its
employees. If a company wants the advantage of competing through human resources (HR),
then it must contain the concept of training and developing human resources continuously. Training and development are critical for employees and organizations to be more effective.
Thanks isuri
DeleteA firm invests in T&D primarily to leverage employee competence to meet performance expectations (Clardy, 2008; Noe et al., 2010; Sung & Choi, 2014b). Thus, a firm’s resource allocation to T&D activities indicates managerial expectations regarding human capital development (Bartlett, 2001; Gubbins et al.,2006)
Organizations need to invest in continuous employee development in order to maintain employees as well as the organization success (Khawaja & Nadeem 2013).
ReplyDeleteThanks Larry
DeleteThe goal of training programs can be realized when target learners develop interest and motivation to learn, thereby stipulating proactive, self-initiated learning processes
(Hurtz & Williams, 2009; Nijhof, 2004).Employees’ membership perception and commitment to an organization tend to motivate them to contribute beyond the minimum task requirement and thus help achieve organizational goals (P. M. Wright,
Gardner, Moynihan, & Allen, 2005
Nda & Fard , 2006 describes the employee training as 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.
ReplyDeleteThank you Rumaiz
DeleteEmployees’ motivation to learn is identified as a crucial determinant of T&D outcomes because highly motivated employees tend to apply KSAs that they developed in T&D back on the task (Bartlett, 2001;Haiva, Hofmans, & Pepermans, 2013).
Employee training and development is a main component of human resources planning activities. It will maximize employee's performance and attract better talent to the organization. Training and development will develop employee's thinking ability, technical knowledge, creativity, better decision-making capabilities, customer service, complaint handling and overall self-efficacy (Rodriguez and Walters, 2017). In addition, fast-changing industries like the software industry need continuous training and development programs organized by the company to keep the employees up to the level.
ReplyDeleteyes exactly correct Asitha'
DeleteThe voluntary participation of employees represents an apparent self-determined behavior positively related to intrinsic motivation and proactive task engagement
(Deci & Ryan, 2002).Employees voluntarily participating in T&D may perceive T&D activities as an opportunity that they have chosen for growth and skill development. In line with SDT arguments (Bidee et al., 2013).he sense of personal choice and self-control with regard to T&D may increase the engagement and persistence in T&D activities among employees.