Training and development is frequently misunderstood as a "magical elixir" that can fix any issue or circumstance that may arise in a company. As a direct consequence of this, businesses run the risk of having an "overdose" of training activities, which can irritate both managers and staff members (Cekada, 2011). Training and development, more commonly known as T&D, is primarily a method, albeit a highly effective one, for improving the efficiency of organizations as well as contributing to economic expansion. In a globalized market, both employers and employees place a significant amount of reliance on a skilled labor force that possesses the capability to learn, adapt, and master competitiveness (Jehanzeb & Bashir, 2013).
A common definition of training describes it as an intentional and methodical process by which individuals attain and/or improve their performance in their current function and are prepared for a future job (Cekada, 2011).
Productivity is concerned with the here and now, whereas development is concerned with expanding in the future and the most notable differences exist between development and training in terms of both duration and breadth (Asim, 2013).
The resolution of technical issues that develop on the job is the primary emphasis of training that is only temporary. Growth is a marathon, a never-ending undertaking in which companies and their personnel consciously seek out new skills and knowledge to solve emerging challenges (Jehanzeb & Bashir, 2013).
This is related to the concept that each successful firm must forecast its future requirements and modify its operations accordingly. Training and development follow the same process but aim to accomplish different things (Nassazi, 2013).
Training and development, also known as T&D, is considered a human resource management (HRM) strategy because it helps individuals and organizations acquire the knowledge, skills, attitudes, and behaviors as well as the competencies that are necessary for operation in some form or another (Cekada, 2011).
Since quite some time ago, T&D has been recognized as a valuable systemic process that results in positive outcomes on multiple levels, including the social, organizational, group, and individual levels (Jehanzeb & Bashir, 2013).
In order to illustrate the significance of training with regard to a nation's competitive position, Aguinis and Kraiger (2009) provided examples of T&D initiatives that resulted in economic growth, entrance into a major economic bloc, and higher workforce qualification. These examples were presented in order to show how economic growth can lead to entry into a major economic bloc. The effects of training and development activities on organizational performance were discussed by Salas and Tannenbaum (2012), Aguinis and Kraiger (2009), and Park and Jacobs (2011).
These authors highlighted the effects of T&D activities on organizational performance, including increased productivity, decreased error rates, and increased safety. It has been demonstrated by Ubeda-Garca et al. (2013) that training programs appear to have an effect on both objective and subjective indices of the success of an organization. Training activities improve the ability of team members to communicate with one another and work together on projects (Kraiger, 2014). They also increase positive perceptions of the organization and the role. Finally, training activities appear to increase employability within the organization (Groot et al., 2000).
In conclusion, companies that want to be successful need to become experts in the art of teaching and encouraging the skills necessary for employees to adjust to and effectively manage change in the workplace. As a result of this circumstance, T&D systems play an essential part in strategic human resource management, which in turn improves the company's viability and competitiveness.
References
Aguinis H, Kraiger K (2009) Benefits of training and development for individuals and teams,organizations, and society. Annu Rev Psychol 60:451–474
Asim,M.(2013). Impact of motivation on employee performance with effect of training: Specific to education sector of Pakistan. International Journal of Scientific and Research Publications, 3(9), 1-9.
Cekada, T. (2011). Need training? Conducting an effective needs assessment. Prof Saf 28–35
Groot W, Van den Brink H (2000)
Education, training and employability. Appl Econ 32:573–581
Jehanzeb, K., & 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), 243-252
Kraiger K (2014) Looking back and looking forward: trends in raining and developmentresearch. Hum Resour Dev Q 25(4):401–408
Nassazi, N. (2013). Effects of training on employee performance: Evidence from Uganda (Unpublished doctoral dissertation). University of Applied Sciences, Vassa, Finland
Park Y, Jacobs RL (2011) The
influence of investment in workplace learning on learningoutcomes and
organizational performance. Hum Resour Dev Q 22(4):437–458
Salas E, Tannenbaum SI, Kraiger K,
Smith-Jentsch KA (2012) The science of training anddevelopment in
organizations: what matters in practice. Psychol Sci Public Interest
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Sabater-Sempere V, García-Lillo F (2013) Does traininginfluence organizational
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Agreed. When it comes to boosting an organization's production, training has been invaluable. Employees are given the opportunity to learn their tasks and perform more competently, which not only increases their creativity. Increasing staff productivity also increases organizational productivity. Numerous studies show that training has a positive effect on employees' productivity. One of the most common ways to increase individual productivity and inform staff of corporate goals is through the process of training (Ekaterini & ConstantinosVasilios, 2009).
ReplyDeleteThank you for commenting on my Blog Ranga. Believe we all agree that Training will surely enhance personal productivity as well overall organizational productivity.
DeleteGreat article Vidura, on the other hand according to Khawaja & Nadeem (2013) 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.
ReplyDeleteGreat to see your feedback Chathuri. Certainly agree with you Training is as systematic approach to develop as individuals as well as overall organization. Furthermore Training will create Organizational Commitment. This refers to the emotional attachment of the employee to the organization that makes them less likely to quit the organization (Allen and Meyer, 1996). Employees who have a high level of organizational commitment are projected to stay, continue their relationship and assist organizations to achieve their goals (Meyer and Allen, 1991).
DeleteAgreed Vidura Yahapath, Training and development are one of the most significant motivators used to help both individualities and associations in achieving their short- term and long- term pretensions and objects (Rodriguez & Walters, 2017). if you can possibly add some benefits of employee Training and Development to your blog it may give high value to your blog.
ReplyDeleteThank you for commenting on my Blog Zacky. Throughout my blog i have include the benefits of Training inside the content. Agree that it was not on point form but it was embedded in the content. Addition to above, Training will pave the way for Organizational Commitment. Thiis also stated to be a psychological agreement in which employees ensure loyalty and long-term commitment to the organization according to perceived opportunities for promotion, training and job security (Fiorito et al., 2007).
DeleteGood content Vidura. Furthermore, training & development starts from the point an employee is recruited to a company. Induction program is commonly used to help new employees understand their job within the organization (Hendricks & Louw-Potgieter ,2012) . Rozner (2013) states induction training as a planned introduction of new employees to their jobs, co-workers, and culture of the organization. Induction helped in gaining knowledge, confidence, and motivation towards work SAYS Shilpashree et al, (2021). Researchers has found that employee performance depends on the knowledge obtained through induction programs & that it encourages employees to work as a team (Mchete & Shayo, 2020) which eventually contribute to the performance of the organization.
ReplyDeleteGlad to see your feedback Layanjalie. Great point you have bring in. Indeed i totally agree with you, Induction program is the very step of Training for new employee. And its very important high quality and high value Induction program is put action by the Organization and straight away my mind goes to the Toyota House of Induction model, which is one of the best Induction program models.
DeleteAgreed on your points Vidura. When employees receive training that is specifically tailored to their needs, they are able to obtain the most beneficial learning experiences (Mason-Suares et al., 2016).
ReplyDeleteFully agree with you Ishara. On the other hand lack of Trained employees can bring downfall of the organization and some cases even countries economy . Lack of qualified, educated and trained employees, predominantly managers, is reported to be one of the most severe problems for developing countries, forcing organizations and governments to focus on employee training programs (Jehanzeb et al., 2017).
DeleteThe key aspect of Training and Development department is to make sure the availability of a skilled and positive workforce to an organization. Training and development is a continuous process as the skills, knowledge and quality of work needs constant improvement. Since businesses are changing rapidly, it is critical that companies focus on training their employees after constantly monitoring them & developing their overall personality (Steven and David, 2012)
ReplyDeleteThank you for your feedback Jeyaraj. Agree with your point totally. Furthermore the studies postulated that there is a significant relation between training and organizational commitment, and power distance and organizational commitment (Palich et al., 1995; Sommer et al., 1996; Lavelle et al., 2007; Newman et al., 2011; Jehanzeb, 2017). Therefore, to summarize the findings, the attitude of employees toward the perception of power distance reflects a set of beliefs about their role in organization and the society.
DeleteTraining and development are methods used to transfer the appropriate skills, knowledge, and competencies of an employee to improve the performance of employees in their current job and future assignments (H. O. FALOLA, 2014).Training and development directly or indirectly affect the productivity of the employee and also lead to the growth of business activity (Saqib Ahmad, 2014).
ReplyDeleteThank you for commenting on my Blog. Furthermore the theory of human capital proposed that training or learning increases the efficiency of employees by providing them with useful knowledge and skills (Becker, 1964). This theory suggested that training is essential for organizations to improve employees' skills to do their jobs well. Human capital theory distinguishes between investments in specific and general training, established on the transfer of acquired knowledge and skills.
DeleteGreat article. Employee training and development refers to the continued efforts of a company to boost the performance of its employees. Companies aim for on-the-job training by using educational methods and programs. Employees are a company’s biggest asset, and investing in talent is vital to sustainable business growth and success. According to (Debra L.Truitt, 2011)article Any institution of higher learning or business whose goals are to survive and prosper in this present day diverse and regressed economy has found it imperative to invest in ongoing training and development to improve proficiencies in production as well as
ReplyDeleteGreat to see your feedback Pushpa. Becker (1964) proposed that this difference is essential if training opportunities are taken as investments. It is also noted that specific training can be recognized as educating employees in a specific skill, while general training improves employee efficiency (Kessler and Lülfesmann, 2006).
DeleteAgreed on your points vidura. Training always have a positive effect in both employes and organization. Always we can see the difference in the output of a trained and untrained person. Training starts from the induction training and company should make sure that periodic trainings are given to the employees in the proper area.
ReplyDeleteHi Udaya , glad to see your comments on my Blog. Adding to this, Benjamin (2012) established a study to observe the association between human resource development (training and development) and OCB. The findings reported that providing employees through purposeful training and development opportunities will help improve their efficiency and that employee will actively participate in pro-social behaviors. Induction programs played a big role on training.
DeleteGreat Article Vidura, would like to share some point, the heart of the company is its employees. The performance of the organization's employees determines whether it succeeds or as problems (Mwema & Gachunga, 2014). Employee training and development initiatives show that businesses are focusing on those who can commit to taking on more responsibility in addition to high potential personnel (Jehanzeb & Bashir, 2013).
ReplyDeleteThank you for getting back to me Azhar. According to Becker, 1964 providing employees with useful education and expertise helps them to improve their efficiency and it is noteworthy for the employer to understand the significant role of skilled employees in achieving organizational goals.
DeleteGreat Article Vidura and adding to your content furthermore, Salas, Wildman, and Piccolo (2009) promote simulation as having the ability to “col lapse time and space” (p. 561) thereby being advantageous despite its cost. As with cost, the exception to this is where the stakes are high; in this case, it can be advantageous and desirable to use a training method that has higher time demands.
ReplyDeleteHi Malshani , thank you for your valuable feedback. According to Organ suggested that OCB (Organizational Citizenship Behavior) might help in improving organizational productivity by inducting novelty, adaptability and modification of organizational resources (Organ, 1988). And OCB is achieved via Training and Development programs in an Organization.
DeleteAgreed Vidura, According to Mel Kleiman (2000), the main components of a worthwhile employee training program are orientation, managerial skills, and operational skills of employees. These theories serve as the foundation for any staff development program. Employee development programs, according to Janet Kottke (1999), must have core competencies and a suitable structure through which organizations expand their enterprises at the corporate level. The theory's primary function is to gain knowledge, cooperate, think creatively, and solve problems (Kottke 1999). The primary goals of several staff development programs are to deliver the organization's mission and to assist workers in learning the organization's culture (Gerbman 2000).
ReplyDeleteThank you for sharing your feedback. Adding to this, employees are loyal to the organizations through the recovery of remunerations such as skills enhancement, training opportunities and tuition fees compensation for education (Meyer and Allen, 2004).
DeleteInteresting Article Vidura, In order to ensure that our employees are equipped with the right kind of skills, knowledge and abilities to perform their assigned tasks, training and development plays its crucial role towards the growth and success of our business. By choosing the right type of training, we ensure that our employees possess the right skills for our business, and the same need to be
ReplyDeletecontinuously updated in the follow up of the best and new HR practice. (In order to ensure that our employees are equipped with the right kind of skills, knowledge and abilities to perform their assigned tasks, training and development plays its crucial role
towards the growth and success of our business. By choosing the right type of training, we ensure that our employees possess the right skills for our business, and the same need to be continuously updated in the follow up of the best and new HR practice.(Niazi.A , 2011)
Thank you for sharing your valuable opinion in my Blog Shermila . Fully agree with you above comment. Furthermore Training opportunities help the employees to learn innovative knowledge and skills to cope with the current job challenges which resulted in enhanced employees' performance (Lee and Welliver, 2018; Guan and Frenkel, 2019) and organizational commitment (Newman et al. 2011).
Deletei agreed the content on blog Vidura in addition Development is a comprehensive term. When it is talked about, it means growth, improvement and progress of the employees. The training and development of the workforce is responsible for the maintenance of the training and development systems within the organization. These are the ways of obtaining or transferring knowledge, skills, and abilities needed to carry out a particular task or activity (Niazi, n.d.). When the employees are recruited, they may possess adequate experience or may not be much experienced. Upon the recruitment and selection of the employees, they are required to undergo the training and development program. Kapur, Radhika (2018)
ReplyDeleteHi Puthra, glad to receive your above comments. According to Noe, 2008 Training refers to the organized activity of the organization to transfer knowledge and job skills and enhance the attitude and behavior of employees that is aligned with the organization's objectives.
DeleteAgreed on your points Vidura. A systematic method to learning and development known as "training" is used to increase the effectiveness of individuals, teams, and organizations (Goldstein & Ford 2002).
ReplyDeleteThank you for commenting on my Blog Manoj. In the study of Perception of Training was examined in three dimensions, such as availability of training, supervisor support for training and coworker support for training, as identified in earlier studies (Bartlett, 2001; Bulut and Culha, 2010; Newman et al., 2011; Bashir and Long, 2015; Jeh.
DeleteAgreed & furthermore, Training is both focused on and evaluated against an individual's current job; training refers to bridging the gap between current performance and desired performance (Garavan, 1997) (Oluwaseun, 2018)
ReplyDeleteHi Farhan , thank you for commenting on my blog. Furthermore training is an integral part of the strategy corporations use to maintain competitiveness (Noe, Clarke, & Klein, 2014). U. S. corporations are developing in-seat and online programs that rival the four-year programs in university business schools and are rewarding employees for upgrading their skills and acquiring new ones.
DeleteAgreed on the above content Vidura, according to (Borrington & Stimpson, 2013) companies need to have a clear objective for training the workforce such as improving the efficiency of the workforce by introducing new equipment and conducting training programs on using the equipment to increase productivity, training the workforce would decrease the supervision needed by the employees, decrease the chances of accidents, improve the opportunity for internal promotion.
ReplyDeleteThank you for the comment on my Blog Tharaka. Professed importance of training and the large investments of money are warranted in light of the benefits to the organization of training activities (McNamar, Parry, Lee, & Pitt-Catsouphes, 2012; Russell, Terborg, & Powers, 1985). For instance, the more days organizations devote to training, the more effective the organization as measured with productivity, rate of innovation, and rate of turnover (McNamar et al., 2012).
DeleteDowns(1985) argued that the powerful media of interactive computers and videos enabled people to meet their own learning needs when and where they wish to do it and at their own pace; but the software for these programs must be designed not just to impart and check facts , but to match the ways of learning and prior knowledge of individuals
ReplyDeleteHi Joel, thank you for commenting on my Blog. Furthermore an online library could be updated for an enhancement of a virtual training program through a flipped classroom to increase learner engagement in virtual classrooms. The use of electronic sources of material for flipped learning is essential for the effectiveness of virtual training programs in the post-pandemic period. An up-to-date online library for flipped learning extends teaching and learning beyond the virtual training platform, where additional knowledge could be acquired for workplace application.
DeleteAgreed with you Vidura. Armstrong M (2001) claims that The systematic development of the information, abilities, and attitudes required for a person to do a specific activity or job satisfactorily is a fairly typical definition of training.
ReplyDeleteThank you for your comments Dehara. During economic crisis times or unusually difficult times, companies whose employees are cross trained may find themselves better prepared to weather the storm.As companies downsize during difficult economic times, they often need their remaining personnel to perform a wider variety of tasks. Employees who are trained in different tasks before the reduction in personnel not only have a better chance at remaining employed, but they also allow the company to quickly reorganize and adapt to its new structure (Vee, 2009)
DeleteAgreed with you. Comprehensive training and development program aids in deliberating on the knowledge, skills, and attitudes crucial to achieving organizational goals and objectives and also to sharpening competitive advantage (Peteraf 1993). Furthermore, at the commencement of the twenty-first-century Human Resource Managers have opined that one of the main challenges they are to confront involves issues in regard to training and development (Stavrou, Brewster and Charalambous 2004). Moreover, by selecting the right type of training, employers ensure that their employees possess the right skills for the business, and the same need to be consistently updated in the follow-up of new HR practices. To face current and future business demands, the training, and development process has mingled its strategic role and in this way, a few studies by Stavrou et al.’s (2004) and Apospori, Nikandrou, Brewster, and Papalexandris (2008), have scored much attentiveness as they highlight the T&D practices in cross-national approach.
ReplyDeleteWell received your feedback Thilini. Furthermore organizational analysis identifies the needs for training by taking the organizational goals and determining how the organization is performing now and how it is likely to perform in the future with regard to each goal. It is concerned with the “objectives, resources, and allocation of those resources of the whole organization” (McGehee & Thayer, 1961, pp. 25–26). Consistent with the idea of training as a subsystem that must fulfill objectives of the larger system, the logical place to begin is to assess how well the organization is currently performing.
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ReplyDeleteHi Vidura. Yeas it is the Training and development is crucial factor for an organization as you said. The recruitment process can be expensive and time-consuming, so why not nurture the talent you already have? Not only will this reduce staff turnover, but it’ll also motivate your employees at the same time. So, how do training and development come into the mix? With the potential to upskill your employees and enhance engagement, it’s one of the most critical factors for success. To find out more, keep reading. (Oliver Simpson on Oct 4, 2022 )
Good content Vidura. Training gives everyone a great understanding of their responsibilities and the knowledge and skills they need to do that job. This will enhance their confidence which can also improve their overall performance (Hanaysha & Majid, 2018).
ReplyDeleteGood Content Vidura and furthermore,It is vital to ensure that the organizational culture should be appropriately developed (Yawson, 2009). The culture of the organization is regarded as a comprehensive aspect. Numerous areas are taken into consideration in organizational culture. These are, innovative methods and strategies, approaches, norms, values, principles, standards, environment, rules and policies, creativity, learning and performance of work duties. Improvements in these areas lead to enrichment of organizational culture.
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