Training & Development of an Organization
Training
& Development of an Organization
Training and Development is used
by the organizations to prepare their employees by putting various resources in
to individuals in order to perform well. It is necessary for an organization to
motivate their employees by such training even though the quality and the
amount if preparation might vary from one to another (Younas, et.al, 2018).
Training can be defined as
arranged mediation that is intended to upgrade the determinants of individual work
vise performance (Chiaburu &Teklab, 2005).According to Armstrong (2000),
“Training is a process of enhancing the knowledge, work vise ability and skills
required by an individual to successfully, complete the assigned job” through
these organizations are able to increase the quality of newly recruited employees
as well as the existing employees through an organized structure. To achieve
this requirement training should be designed in a systematic and formal way
(Liu, 2002; McGehee & Thayer, 1961).
As
Reynolds (2005) pointed out, a reasonable supporting hand is given through
training program to increase the process of learning, ‘This process should be
more suitable according to the situations, more transparent, should be
delivered through an expert and it shouldn’t be just an observing process.’
Organizations should pay more attention in the process of developing training sessions and training could bring tremendous results to the organization as well as employees when creating and planning is done understanding the need of employees Partlow 1996). It appears to be training procedures a major role in the organization performance as well as employees (Tsaur and Lin, 2004).
Employees are very much concerned about the way training is being conducted, if they are not attracted the way training is being delivered or if they feel it is just wasting of time (Mark A. Griffin et al., 2000). As said by Tsai, Yen, Huang, and Huang (2007), the job satisfaction level is high when employees are committed to training sessions and it brings a positive effect on their performance.
Khan, R. A. G.
et.al (2011) states that the delivery style of training could bring tremendous
effects on the organization. If said in other words it plays a major role in
increasing the overall organizational performance.
According to
Cole (2001) the main purpose of training is to acquire and enhance knowledge,
skills and attitudes towards work-related tasks. It is also known as a very
powerful factor that brings benefits to the employees and organization both
short-term and long-term.
Benefits in
summary.
·
Helps to produce more qualified employees.
·
Provides recognition and helps to enhance
responsibility.
·
Availability of increased pay and promotions.
·
Development of understanding, involvement and
ability to adjust the change.
·
Reduces the risk as trained employees are able
to do their job effectively and efficiently.
Figure 5.0:
Benefits of training and development
Source:
Jehanzeb, K and Bashir, N. A. (2013).
Examples from
Banking Industry
- The bank I am currently employed is also conducting different training programs on monthly basis to every category of its employees in order to develop the skills and ability of the employees. As shown in figure 6 it is explained the time spent on training sessions for overall staff.
Figure 6: Employee Training
Source: HNB annual report 2020
- Conducting competency exams on a monthly basis based on the department employees are attached to.
- Conducting overseas training programs and training programs with other banks.
- Introduction of ‘Train the Trainers’ sessions to cover the whole branch network.
- Usage of the common dashboard to share the knowledge among staff members and provide innovative ideas to the network.
- Training Programs shared with other banks.
- Training programs conducted adjoining subsidiary companies.
- Increasing the Online training hours.
- Conducting training programs in different segments.
Bank is conducting its training programs in different segments. So the bank can enhance its employees' skills in different segments, Figure 7 shows these training program segments.
Figure
7: Training program segments
Figure 8 shows the training programs differentiation according to the job category wise which was conducted throughout the year 2020.
Figure 8: Training Job Category Level
Source: Annual
Report - HNB Sri Lanka, 2019
Reference
· 2005. Paul D. Reynolds: Entrepreneurship
Research Innovator, Coordinator, And Disseminator.
[ebook]Availableat:<https://www.researchgate.net/publication/5158285_Paul_D_Reynolds_Entrepreneurship_Research_Innovator_Coordinator_and_Disseminator/link/00463521551b6c46a3000000/download>.
·
Chiaburu, D. S., & Teklab, A. G. (2005).
Individual and contextual influences on multiple dimensions of training
effectiveness. Journal of European Industrial Training, 20, 282-290.
·
Cole, G.A., (2002). Personnel and human resource
management. 5th Edn., Continuum London: York Publishers
·
Hatton National Bank PLC, 2019, Annual Report 2019, viewed 18
April 2021,< www.hnb.net/2019>
·
Hatton National Bank PLC, 2020, Annual Report 2020, viewed 18
April 2021,< www.hnb.net/2020>
·
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), 243-153.
·
Khan, R. A. G,. Khan. F. A. and Khan, M. A.
(2011) Impact of Training and Development on Organizational Performance, Global
Journal of Management and Business Research, 11 (7), 62- 68.
·
Liu, M. C. (2002). Learning satisfaction and
learning performance of Taipei Elementary School (Unpublished master’s thesis).
National Taiwan Taipei Normal University, Taiwan
·
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
·
Tsai, P., Yen, C. Y., Huang, L., & Huang, I.
(2007). A study on motivating employees’ learning commitment in the
post-downsizing era: Job satisfaction perspective. Journal of World Business,
42, 157-169.
·
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.
· Younas, W., Farooq, M., Khalil-Ur-Rehman, F. and Zreen, A., 2018. The Impact of Training and Development on Employee Performance. IOSR Journal of Business and Management (IOSR-JBM), [online] 20(7), pp.20-23. Available at: <http://www.iosrjournals.org> [Accessed 28 March 2021].
Well written Pernalla. Currently in the global environment training and development is become very important as compared to the earlier time. The term training becomes popular in several organizations. Training and development lead the employees to obtain new skills and knowledge and become more effective and productive for the organization. Training plays a positive role in the success of the organization (Majeed and Sidrashakeel, 2017).
ReplyDeleteAgree on your views. Furthermore suggested by bell et at., (2017), the design and the delivery of the training programs 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.
DeleteCorrectly suggested, Nda (2013), states that, training is the organized way in which organizations provide development and enhance quality of new and existing employees. Training viewed as a systematic approach of learning and development that improve individual, group and organization. It is a series of activities embarked upon organization that leads to knowledge or skills acquisition for growing purpose.
ReplyDeleteAdding to your comment 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.
DeleteAgree with your views, Hameed, S.S. et al(2014) said, In order to improve the efficiency of employee in the present job and prepare himself for the higher level job, the effective training programmes are necessary. It is also needed to banking policies, new technology and the changing environments. Training and development is now considered as more of retention tool than a cost. The training system in banking industry has been changed to create a smarter workforce and yield the best results.
ReplyDeleteYes Wasantha, Birdi et al (2008) has stated that training and development are valuable strategic tools for effective individual and organizational performance and this is the reason that most of the organizations seems to make more effort on employee training process.
DeleteWell said Pernalla, In particular it is recognized that an effective training and development policy an
ReplyDeletebe a crucial factor in addressing inequalities in employment in relation to race, gender and disabilities. It is recommended that organization produce a training and development plan, the aim of which shall be to empower all employees to carry out their roles to the highest standards, and deliver high quality services to customer (Vinesh, 2014).
Thankyou Indeevari. Further A.Okoh (2005) emphasize that organizational performance is associated with quality of output ,timeless of output and attendance on the completion of allocated work and the quality of output can be increased though providing proper training for employees.
DeleteThank you for sharing valuable article on training and development. Adding to your article, Training in organizations holds the key to unlock the potential growth and development opportunities to achieve a competitive edge. Organizations train and develop their workforce to the fullest in order to enhance their productivity. Thus, knowledge, skill and abilities are determinants of employees’ performance which organizations need to continuously invest in wisely in order to improve their employees’ productivity (Nda & Fard, 2013).
ReplyDeleteExactly Sachith, Getting people to do the best to their organization is an enduring challenge and educating the employees on the work process in a proper manner through a structured process would help to get a better output than the expected level(Muhammadh,2012).
DeleteI agree with you Pernalla, Training and development enables organizations to 'adapt, compete, excel, innovate, produce, be safe, improve service, and reach goals' (Salas et al., 2012, p.74). However, Aguinis and Kraiger (2009) suggests training will be effective only in organizations that conducts a proper Training Need Analysis (TNA) and adapt their training design according to it which would benefit the organization, employees as well as society.
ReplyDeleteYes Arjun, Niazi, (2011) stated that training is considered to have a huge change in organizational performance in the industry which is being changed frequently and preparing the employees with correct aptitudes and capability to carry out the relevant activities is very much needed.
DeleteAgree Pernalla,Training and development is a function within human resources management used to fulfill the gaps between current and expected performance, it occurs at different level of organization & helps individuals to achieve diverse goals(Rodriguez & Walters,2019).
ReplyDeleteYes Sandun, Reward and recognition highly effect on employee engagement therefore, organization should give promotion, increment and necessary training for employees and motivate them (Saks, 2006).
DeleteAgreed with you pernalla. One of research proposed that the facility of training and development program is likely taken consent by employee that their organizations need to enter a social exchange with them. This social exchange agreement produces a durable psychological bond between employee and organization (Garrow 2004).
ReplyDeleteThank you Uddika , Adding further Evans et al (2002) stated that it is essential to promote organizations to train their employees to adjust them selves and provide better performance by adapting the changing culture of the industry to achieve high performance.
DeleteAgree with you and adding to here, Aguinis and Kraiger (2009) propose below factors to maximize the benefits of training
ReplyDelete1. paying attention to needs assessment and pre-training states of trainees (e.g., trainee motivation)
2. training design and delivery (e.g., advantages of using error training)
3. training evaluation (e.g.,documenting training success differently depending on the stakeholder in question)
4. transfer of training (i.e., the importance of interpersonal factors).
Yes Chamara, Employees always does not leave the job because of financial benefits, but they do search for opportunities to acquire skills and knowledge and when the organization fail to provide it then the employee feels dissatisfied (Nunn,2000).
Delete
ReplyDeleteYes, I agree training and development plays a vital role in any organization. As such, it is really necessary to use contemporary learning styles. Learning theories are described in general terms how people learn, but individual learners will have different styles – a preference for a particular approach to learning. The two most familiar classifications of learning styles are those produced by Kolb et al (1974) and by Honey and Mumford (1996). In addition, learning style theory can be used in the design and Conduct of learning events or personal development programs. Learning situations can be set up to fit that people do not necessarily have a single learning style and there certainly will be a large range of styles in any learning group. It may therefore be difficult to fit the approach to the style (Armstong, 2014).
Thankyou for adding your valuable comment. Further Coakley and Sausa (2013),stated that training is a process which helps to improve the retention of business and increase the knowledge of business through application of theory to a practical scenario.
DeleteAgreed Pernalla, Training and Development plays a vital role in an organization. In addition I would like to dram your attention to following statement; "Training an employee to get along well with authority and with people who entertain diverse points of view is one of the best guarantees of long-term success." (Umesh, 2014, p.246).
ReplyDeleteThank you Aazath , adding further as said by Muhammad et al (2013) to the continuity and of the organization the strong background of employee engagement is much needed and training playes a major role in building up strong employees.
Delete