Training and Development

Training and development has surfaced as a major educational enterprise over the once three decades, this increase is associated with a demand in the plant for Employee at all situations to enhance performance in their present and future jobs to acquire skills and knowledge to do jobs, and to continue their career progress in a changing world (Somasundaram & Egan, 2004). In competitive world, utmost of the associations accentuates on the training and development programs to the workers as one of the effective Human resource practices that's pivotal for the evolvement of organizational commitment of the workers, it’s considered precious means to an association. Thus it's abecedarian for associations to invest in programs like training and development to ameliorate their faculty and performance (Kadiresan, et al., 2015).

Training and development assists the association and workers in attaining different pretensions, similar as perfecting morale, sense of security, employee engagement, and overall capabilities necessary to perform a particular job (Somasundaram & Egan, 2004). Workers are the backbone of the association, the accomplishments or issues endured by the association are contingent to the performance of its workers, although training and development is very challenging, numerous associations are investing further than billion a time on training and development (Rodriguez & Walters, 2017). Training and development deals with adding and streamlining the skills, knowledge, capabilities and gests of a hand through a series of training and development programs. It's pivotal to equip workers with necessary skills and capabilities in moment’s competitive terrain in order to enhance productivity, association competitiveness and performance (Kadiresan, et al., 2015).

Individualities who are not suitable to perform at the anticipated position of performance may indeed decide to leave the association, because they feel they are not productive and come displeased with their job, for this reason Training and development serves as the tool that not only enhances the capabilities needed to perform a job, but it also provides the means to help individualities in feeling further satisfied with the results of their performance and enhanced capabilities lead to better performance and retention (Rodriguez & Walters, 2017).

Training and development is 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). Training and development not only enhance knowledge and skills, but it also offers several other benefits. The following are common benefits of Training and development, according to Rodriguez & Walters (2017),

  1. Increase Employees morale, confidence and motivation
  2. Lower production costs
  3. Reduce turnover and absenteeism
  4. Increase employee’s involvement in new challenging situations
  5. Open the doors for recognition, promotion and increment
  6. Help the organization in improving the Talented and skill employees


Training is defined as the methodical accession of knowledge, skills and capacities that affect in bettered performance in another terrain (Mukherjee, 2012). Thus, there's an adding stress on a systemic and methodical approach to Training and Development, the systemic approach outlines a clear delineation of the inputs, process, and labors with proper emphasis on each of the three, the training framework is represented schematically in figure 1.

Figure 1: Training Framework

                       Source: (Mukherjee, 2012)


References

Kadiresan, V. et al., 2015. Performance Appraisal and Training and Development of Human Resource Management Practices (HRM) on Organizational Commitment and Turnover Intention. Asian Social Science, 11(24), p. 164.

Mukherjee, J., 2012. Designing Human Resource Management Systems. 1st ed. Delhi: SAGE Publications India Pvt Ltd.

Rodriguez, J. & Walters, K., 2017. The Importance of Training and Development in Employee Performance and Evaluation, California: World Wide Journal of Multidisciplinary Research and Development.

Somasundaram, U. V. & Egan, T. M., 2004. Training and Development: An Examination of Definitions and Dependent Variables, Austin: Academy of Human Resource Development International.

 

 


 

 

 

 

 

Comments

  1. Chathuri RanasingheDecember 2, 2022 at 9:03 PM

    Great introduction Zacky. Branham (2005) mentioned that any effective company has training in place to make sure employees can perform his or her job. During the recruitment and selection process, the right person should be hired to begin with. But even the right person may need training in how your company does things. Lack of training can result in lost productivity, lost customers, and poor relationships between employees and managers. It can also result in dissatisfaction, which means retention problems and high turnover. All these end up being direct costs to the organization.

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    1. Zacky HassanDecember 6, 2022 at 6:23 AM

      Thanks for your comment Chathuri, Any institution of higher learning or company that wants to thrive in the diversified and regressed economy of today has found it necessary to engage in continual training and development in order to increase production proficiencies and obtain the highest return on investment in human capital (Truitt, 2011).

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  2. Derrick WilliamDecember 4, 2022 at 10:48 PM

    Excellent introduction Zacky and to add more, the training section of the organization attempts to concentrate on particular job proficiency whereas the corporate department is proactive with an additional strategic approach. Training and development program is a planned education component with exceptional methods for sharing the culture of the organization, which moves from one job skills to understand the workplace skill, developing leadership, innovative thinking and problem resolving (Meister, 1998). Employee development programs include a variety of teaching techniques, schedules, and helpful learning environment that ensure employee to improve their skills and later apply them to their jobs (Gerbamn 2000).

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    1. Zacky HassanDecember 6, 2022 at 6:26 AM

      Thanks for your feedback Derrick, Through a variety of training and development programs, training and development focuses on enhancing and upgrading an employee's skills, knowledge, competences, and experiences. In order to increase productivity, organizational competitiveness, and performance in today's competitive economy, it is essential to provide personnel with the appropriate skills and competences (Truitt, 2011)

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  3. MHM FarhanDecember 8, 2022 at 8:19 AM

    Great Introduction Zacky & to add more, Training that is timely and relevant helps to increase productivity. By closing skills, knowledge, and performance gaps and arming your employees with new ideas, best practices, and skills that they can immediately apply in their jobs, their competence, ability, and confidence levels will rise. As a result, these employees can make better decisions and perform their jobs more effectively and efficiently (Oluwaseun, 2018)

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    1. Zacky HassanDecember 10, 2022 at 12:22 AM

      Thank you for your valuable comment. Training and development refers to educational activities within a company designed to improve employees' knowledge and skills while also providing information and instruction on how to better perform specific tasks. Training is a short-term reactive process designed for operatives and processes, whereas development is a continuous pro-active process designed for executives. The goal of employee training is to develop additional skills, while the goal of development is to develop a complete personality (Yedama & Kunchaparthi, 2021)

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