Impact of Effective Training and Development Programs on Employee Performance
Training and
development is a structured procedure for modifying employee behavior and
motivation in order to improve job performance and, ultimately, organizational
performance. It is a critical function that has a direct impact on an
organization's performance. Training is recognized as a systematic process
by which an organization's people resources acquire knowledge and develop
skills through education and practice, resulting in enhanced job performance
and corporate performance. In human resource management, training and
development teaches employees about the value of the firm and its basic rules,
as well as technical information that is regarded as necessary for properly
completing job responsibilities and eradicating possible workplace defects (Sari,
2009).
Nowadays with globalization, a competitive economic environment, and technological
advancement organizations are facing many challenges
(Evans
et al., 2002). To overcome these challenges organizations need a quality
workforce. Because human resources are the most valuable asset in the
organization and also quality human
resource is an essential facet of the success of an organization. Therefore, every organization tries to improve the quality of their
employees. This can be achieved through a training and
development program. Thus, organizations used several training practices to
enhance employee performance and ultimately it will result in improved performance
of the whole organization (Al-Mzary et al., 2015).
Training can be
one tool that organizations can use in order to achieve the desired goals of
the organization because training help to improve the skills, knowledge,
attitudes, and competencies in the workforce (Al Karim, 2019). The results of once training and development
programs can be evaluated by understanding their impact on employee
performances (Al Karim, 2019). An
improvement in employees’ performance leads to an improvement in the
organization’s performance. Unsuccessful training programs can cause problems
for an organization because it cannot cope with the present challenges in the
competitive business environment with a lack of quality human resource
performance (Al Karim, 2019; Sims, 1990).
Otuko, et al. (2013) said that many organizations are unsuccessful because
their human resources are unable to cope with actual skills needed for the
present situation as they are not trained well.
Figure 02
Several advantages can be
achieved through training, such as enhancement of job satisfaction among
employees, skill improvement, and commitment and collective empowerment, etc. (Ajibade & Ayinla, 2014). Training and development programs are good for both
individual and organization. Such programs enhance employees job knowledge,
essential skill for the organization, morale and aid to define the
organizational goals (Sims, 1990) Apart from that, it will help individuals to make the
correct decisions, solve problems, assist in encouraging and achieving
self-development and self-confidence, improve job satisfaction, improve
interaction skills, help to control stress, tension, frustration, and
conflicts, and help to achieve personal goals (Sims, 1990). The performance
gap can be bridged by placing a relevant training program in order to improve
employee performance by developing certain skills and abilities (Swart et al.,
2005). When employees believe their organization is committed to their
performance and personal goals, they become more committed to the organization
and perform better.
References
Ajibade, S., & Ayinla, N. (2014). Investigating the Effect of Training on Employees' Commitment: An Empirical Study of a Discount House in Nigeria. Megatrend Review, 11(3), 7-18.
Al Karim, R. (2019). Impact of different training and development programs on employee performance in Bangladesh perspective. International Journal of Entrepreneurial Research, 2(1), 8-14.
Al-Mzary, M. M. M., Al-rifai, A. D., & Al-Momany, M. O. E. (2015). Training and Its Impact on the Performance of Employees at Jordanian Universities from the Perspective of Employees: The Case of Yarmouk University. Journal of Education and Practice, 6(32), 128-140.
Evans, P., Pucik, V., & Barsoux, J. L. (2002). The global challenge: Frameworks for. International Human Resource Management. New York: McGraw-Hill Irwin..
Otuko, A. H., Chege, K., & Douglas, M. (2013). Effect of training dimensions on employee’s work performance: a case of mumias sugar company in Kakamega County. International Journal of Business and Management Invention, 2(9), 138-149.
Sari, F. O. (2009). Effects of employee trainings on the occupational safety and health in accommodation sector. Procedia Soc. Behav. Sci., 1, 1865-1870
Sims, R. (1990). An Experiential Learning Approach to Employee Training Systems. New York: Quorum Books.
Swart, J., Mann, C., Brown, S. & Price, A. (2005). Human Resource Development: Strategy and Tactics. Elsevier Butterworth-Heinemann Publications, Oxford.
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According to (Fard, 2013)Training and improvement, in the end, improve now no longer best the productiveness of personnel but additionally the organization. It has rightly been said, worker improvement is the important thing for organizational sustainable improvement. Organizations must have personnel who're capable of speedy adapting to an ever-converting global market. Companies want to put money into ongoing worker education and improvement on the way to each hold personnel and be successful. The twenty-first century will be favorable to one’s organizations, which can be capable of research quicker and adapt to modifications than their competitors. Training complements personnel’s initiative and pleasant work, thereby supporting them to be greater devoted to attaining the organizational desires and goals and in flip improving personnel’s effectiveness inside the organization.
ReplyDeleteReferences
Fard, M. M. N. &. D. R. Y., 2013. THE IMPACT OF EMPLOYEE TRAINING AND DEVELOPMENT ON EMPLOYEE PRODUCTIVITY. GLOBAL JOURNAL COMMERCE & MANAGEMENT PERSPECTIVE, 2(6), pp. 91-93.
The employees who get opportunities to learn, train , develop and advance retain with the business organization for a long time and their engagement level is very high. Through training and development programmes, employees strengthen their competencies and work capacities. Researchers had revealed that employee survey had been showed 90% employees strongly agree with the fact about training programmes improved their job performance. Evaluate the business impact, identify the skills gaps and selecting learning methods are essential to create better value on employees.(Maryville university, 2020)
ReplyDeleteThough the training is an important and effective tool, some organizations do not take the maximum benefits of it. The number of training does not matter with performance, but effectiveness will matter. As you mentioned the importance of the effectiveness of training will give the best performances. Effective employee training never relies on a single exposure to training. It is important to give learners multiple opportunities to remember and practice what they have learned, as retention decreases rapidly over the next few days.
ReplyDeleteImproved capabilities, knowledge and skills of the talented workforce proved to be a major source of competitive advantage in a global market (McKinsey, 2006). To develop the desired knowledge, skills and abilities of the employees, to perform well on the job, requires effective training programs that may also affect employee motivation and commitment (Meyer and Allen, 1991). In order to prepare their workers to do their job as desired, organizations provide training as to optimize their employee’s potential. Most of the firms, by applying long term planning, invest in the building new skills by their workforce, enabling them to cope with the uncertain conditions that they may face in future, thus, improving the employee performance through superior level of motivation and commitment.
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ReplyDeleteTraining has become one of the necessary functions in most organizations, as training leads to superior performance in the same field and is an important part of the human resource department as it has a significant impact on the success of an organization through enhancing employee performance as well as, organizational performance (Azara Shaheen et al., 2013 and Nelson Jagero et al., 2012).