In today’s context in an organization employee training and motivation as being an important part of employee development. Career development is expected by every employee to motivate them to work well (Afiyati, 2018). This results to job performance. Training, motivation, and job performance can improve career development of employees at work (Budapest International Research and Critics Institute-Journal (BIRCI-Journal) May 2021, vol.4, no 2, p.2385).
Training:
Training is a process to shape and equip employees by adding
their skills, abilities, knowledge and behavior, so that work can be completed
more quickly, effectively and can be done rationally (Ichsan, 2020). McLagan(1989)
defined training as identifying, assuring and helping to develop key competencies that enable individuals to perform current or future jobs (cited
in Wan,2007). According to Triasmoko et al., 2014 conclude that training is an
activity process to teach employees such as skills, attitudes, discipline and
provide skills according to the field of work that the employee will do.
Motivation:
Motivation is an awarding motif process that make employees
to be working in such a way that the purpose of efficiently and effectively can
be achieved several important factors that affect the motivation was personal
needs, goals and perceptions of the individuals or groups and how to fulfill
the needs, goals and perceptions (Priyono; et al.,2016). Motivation is also a force,
both from within and from outside that can encourage a person to achieve the desired
goals (Harahap & Khair, 2019). Motivation is also defined as a factor that
encourages people to act in a certain way. While the motive is the driving
force that drives humans to act or a force within humans that causes humans to
act. (International Journal of Economics, Business and Accounting Research
(IJEBAR) 2022, Peer Reviewed – International Journal, vol-6, iss-3, p.1558).
Relationship
between Training and Motivation:
According to Raharjo et al., (2014) said that training
has a close relationship with motivation. The provision of training affects employee
motivation, because after participating in the training, employees have skills
and are skilled in doing tasks given by the company with a heavier task weight,
so that employee attitudes are better at accepting tasks and are enthusiastic in
doing tasks.
Training is needed to increases the performance of employees, if employees are trained they will be well aware of their job specifications, skill needed to perform job well and would be able to use new technology. Then their motivation level will be increased, which will also be beneficial in enhancement of performance, working environment and management behavior will also result in the maximized performance which will be help to achieve the organization goals effectively. (Business Review, vol-7, no.2, July - December 20l2). The ultimate results of Training and Motivation help employee work performance and career development.
Co-relationship between Training, Motivation and Career development:
Research conducted by Pradnyawati (2017) found that
training has a positive and significant effect on career development. Triharyanto
(2014) found that work motivation and significant effect on the career
development (in Yudasmara et al., 2017).
As explained in the below diagram training and motivation has a signification effect on employee job performance where it all links to career development.
Reference
List:
Business Review, vol-7, no.2, July - December 20l2.
Totally agreed with your content Nilusha. Further, the 'best practices' in terms of providing high level of training opportunities it regarded as social exchanges between employer and employee (Maurer et al, 2002). However, sometimes well designed training programs will not achieve the Organization objectives if the management could not properly practice training assignments (Tsai & Tai, 2003 ; Kinuthia, 2005; Azman et al, 2009). Further, the ability of management to properly implement such training assignments and it will be able to increase employee's understanding about the advantages of attending, learning and participating on the job and off the job trainings and it will lead to enhance training motivation in Organizations (Azman et al, 2009).
ReplyDeleteThanks Romeda for your comment. Adding to your comment, Researchers identifie that employee training is a learning experience that seeks relatively permanent change in employees that there improve job performance. Thus training involves changing skills, knowledge, organization need, the work to be done and the skill necessary to complete this work, training program should naturally. Once identify deficiencies lies, have a grasp of the extent and nature of the training needs. (James G. Maxham, 2008)
DeleteAgreed, employers need to retain such human capital by keeping them motivated through effective trainings for further development and to enhance their skills for the success of the company. Employees offer a variety of skills, knowledge, and talents to a company, and they view them as its most valuable and important asset. Time, effort, and financial investment in the training process encourages employee dedication to business goals. Training program participants typically indicate better levels of dedication to their jobs and lower turnover intentions. Organizations that have valued and appreciated training programs from their staff have higher levels of commitment. In companies where management promotes and supports staff training, employee commitment is higher (Zahra, Iram and Naeem, 2014).
ReplyDeleteTotally agreed with your comment Ranga. Furthermore, Messmer (2000) found that one of the important factors in employee retention is investment on employee training and career development. Organization always invests in the form of training and development on those workers from whom they expect to return and give output on its investment. This factor leads to employee motivation as well.
DeleteGreat article Nilusha, 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
ReplyDeleteThanks Chathuri for your comment and feedback. Also one way to develop the performance possessed by employees in the company is the holding of a training program in which the implemented program is made according to the needs of the company (Triasmoko et al., 2014).
DeleteHi Nilusha, Agree on the content and wish to add that It is good for organizations to give their employees on the job training so that their employees learnt in a practical way. On the job training helps employees to get knowledge of their job in a better way (Deming, 1982). People learn from their practical experience much better as compared to bookish knowledge. On the job training reduces cost and saves time (Kaynak, 2003; Heras, 2006). It is better for organizations to give their employees on the job training because it is cost-effective and time-saving (Ruth Taylor et al., 2004).
ReplyDeleteTotally agreed with your comment Derrick, said that, training plays a critical role in increasing workers' adaptability and flexibility, which employers have found is becoming increasingly important. Thus, it is fundamental to an organisation to maintain a necessary competence in its employees through adequate training (Tai, 2006).
DeleteAgree on the content Nilusha, would like share points as well, according to Silberman and Phillips (2006), there is the need for managers as well as policy makers to recognise the importance of investing in manpower training for the sake of motivating and improving employees’ performance thereby, helping the industries to achieve its ultimate goal of survival and growth.
ReplyDeleteThanks Azhar for your comment and I agree with it. Like wise Fitz-enz (1990) recognized that employee retention is not influenced by a single factor, but there are hosts of factors which are responsible for retaining employees in an organization. Management need to pay attention to factors such as compensation & rewards, job security, training & developments, supervisor support culture, work environment and organization justice etc. According to Osteraker (1999), the employee satisfaction and retention are the key factors for the success of an organization.
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