Employee training and development is one of the most significant
motivators used to help both individuals and organizations in achieving their
short-term and long-term goals and objectives (WWJMRD, 2017). Training and
development not only enhance knowledge, skills, and attitudes, but it also
offers several other benefits. (Worldwide journal of multidisciplinary research
and development (WWJMRD), 2017).
According to Nassazi (2013), the following are common benefits of employee training and
development,
1) It increases employees’ morale, confidence, and motivations.
2) It lowers production costs because individuals are able to reduce waste.
3) It promotes a sense of security which in turn reduces turnover and absenteeism.
4) It increases employees’ involvement in the change process by providing the competencies necessary to adjust to new and challenging situations.
5) It opens the doors for recognition, higher pay, and promotion.
6) It helps the organization in improving the availability and quality of its staff.
Stated by Jehanzeb and Bashir (2013): there are
several benefits that employee training and development programs offer to individuals and organizations,
Individual
Benefits:
Training and development programs help individuals in
learning the soft, functional, and technical skills necessary to perform their
jobs (Jehanzeb & Bashir, 2013). They achieve higher level of job satisfaction,
because they feel they are investing in their own future (Jehanzeb &
Bashir, 2013). They feel that their role within the organization has a real
purpose. Since the individuals’ loyalty tends to increase substantially, they invest
more of their time and effort in achieving the bottom line for the organization.
Individuals tend to proactively seek opportunities to acquire innovative
skills, to experience diverse roles and responsibilities, and to look for
additional personal and professional development. Such tendencies increase
their confidence, self-esteem, and job gratification. Training and development
enhances the overall performance of individuals (Jehanzeb & Bashir, 2013).
Organizational
Benefits:
Training and development programs assist organizations in staying competitive in the marketplace. Training and development programs help organizations in retaining their talent, differentiating themselves against other organizations, improving their appearance as best employer in the job market, and increasing the overall organizational effectiveness (Jehanzeb & Bashir, 2013). Every organization is responsible for improving employees’ performance by implementing relevant and effective training and development programs. Since employees are the most important assets of an organization, it is crucial to sustain such a notion (Jehanzeb & Bashir, 2013). Overall, organizations that proactively implement employee training and development programs receive positive results from the individuals that use the programs (Jehanzeb & Bashir, 2013).
Training and development is a vital tool used to not only
maximize the performance of employees, but also to help them in becoming more
efficient, productive, satisfied, motivated, and innovative in the workplace (Elnaga
& Imran, 2013). Identifying the right learning opportunities for employees
will help the organization in achieving its competitive posture in today’s
global market.
Reference
List:
Elnaga, A., & Imran, A. (2013). The Effect of Training on Employee Performance. European Journal of Business and Management, 5(4), 137-147.
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.
Nassazi, N. (2013). Effects of training on employee performance: Evidence from Uganda (Unpublished doctoral dissertation). University of Applied Sciences, Vassa, Finland.
Worldwide
journal of multidisciplinary research and development,2017, p.208.
Nilusha, totally agreed with the facts contained in this article. Further, the Learning programs support employees to enhance the performance instead of just increasing the work competencies and fundamental goals of employee development programs are to deliver the mission of the Organization and support employees to learn the culture of the Organization (Gerbman, 2000). The Training & development boosts employee morale, confidence and skill, increasing efficiency, productivity and reducing the risk of accidents (Juneja, 2019). Further an effective design of training program can also increase retention among employees (Chaminade, 2007), on the other hand low employee turnover (Wagner, 2000).
ReplyDeleteHi Romeda, thank you for your comment and I completely agree with your statement. It is noteworthy to remember that individuals become more productive (Bapna, Langer, Mehra, Gopal, & Gupta, 2013), because training and development programs improve individuals’ skills and abilities. Even organizations offer tuition reimbursement for individuals to attend such programs (Jehanzeb & Bashir, 2013), and this motivates the employee.
DeleteAgreed, the success of businesses around the world is increasingly reliant on employee training. Although employee training comes at a significant cost, it is obvious that these expenses pale in comparison to the enormous returns that can be attained through effective training. The majority of businesses experience a variety of issues with their staff members, including absenteeism, turnover, a lack of dedication, motivation, and ability, as well as a lack of knowledge and competence. These issues result from a lack of training in general, poor training initiatives, a failure to plan training, create a model for it, and then implement the model in training initiatives (Zahra, Iram and Naeem, 2014).
ReplyDeleteThanks Ranga for your comment. Adding to what you have stated, identifies that training goal must be established. Organization explicitly states its desire result for each employee. It is not adequate to say attitude or behavior. Organization clarifies what is to should be tangible, verifiable, timely, and measurable. (Tor Eriksson 2006)
DeleteHi Nilusha, According to McGhee (1996) training therefore can be explained as a planned and systematic effort by management aimed at altering behavior of employees, in a direction that will achieve organizational goals. A formal training program is an effort by the employer to provide opportunities for the employee to acquire job-related skills, attitudes and knowledge.
ReplyDeleteHi Rayan, thanks for your comment and I agree with you. Adding to what you have stated, organizations can improve their employees by giving them the access to a broad spectrum of courses, workshops and self-paced alternatives. These will enhance their development and at the same time enhance organizational productivity (Duggan and Media, 2013).
Deleteit is well known that motivation affects how employees do particular internal tasks, organizations are in desperate need of motivated employees. at the mean time challenges and different ways of motivation used in the organizations. please add some challengers of employee motivation too.
ReplyDeleteAgreed with your comment Zacky. Emphasising on your comment, compensation is a tool for organization’s use to impact employees’ behavior in a way that enhances their contribution in achieving organizational goals. If the exchange relationship between employee and employer is strengthened with a reward system, it can influence employee motivation (Güngör, 2011; Thaiefi et al., 2015). The compensation system comprises of monetary and non-monetary rewards adopted by an organization for the sake of improving the efficiency of its employees through increased motivation. An apparent compensation system, therefore, is tempting to new employees and assists in limiting employee turnover (Summers, 2005).
DeleteGood Explanation Nilusha.Training is necessary to improve employee performance. When employees are trained, they are fully aware of their job specifications, and the skills they need to do their jobs well, and are ready to use new technologies. Doing so will increase their motivation levels and help improve their performance, work environment, and management behavior, leading to maximum performance (Khan, 2012).
ReplyDeleteI agree with your comment Upul. Furthermore, an organization's understanding of its employees is an essential tool for success. Additionally, there is a need to link employee motivation with development factors such as compensation systems, job enrichment and enlargement practices, as well as training to encourage and motivate employees to increase their performance (Upneja & Ozdemir, 2014).
DeleteVery useful article Nilusha, Further to adding, Through training, employees may make better judgments on their own and participate in efficient problem-solving, which reduces their need for supervision, Training lays the groundwork for personal growth by assisting workers in fostering their capacity for leadership and communication, reducing their fear of taking on new challenges, and enhancing their ability to manage stress, frustration, and disagreements, These elements provide people the opportunity to perform better, which leads to the development of sentiments of job satisfaction, Training equips workers with the necessary skills and abilities to ensure that each one can contribute to the achievement of the organization's strategic goals (Zahra, Iram and Naeem, 2014).
ReplyDeleteThanks Ann for your comment. Training is the most appropriate source of motivation for an organization to improve the capabilities of the employees. Training impacts the general self-efficacy of an individual and thus, it results in increased motivation and greater confidence (Tai, 2006).
DeleteNicely demonstrated the idea. Employee performance is closely related to the results of one's work in an organization or company. The results of the work can involve quality, quantity, and timeliness, but performance evaluation in a company's organization is key in employee development. Performance evaluation is in principle a manifestation of an employee's performance appraisal form (Irfansyah, 2020).
ReplyDeleteThanks Ishara for your input. Furthermore, the employee performance would be considered as backbone organization as it leads to its development effectively. The loyalty of employee relies upon knowledge and awareness of culture that improves behaviour of organization (Brooks, 2006).
Delete