NECESSITY OF TRAINING AND DEVELOPMENT IN ANY
ORGANIZATION
Introduction
As organizations try to survive in the turbulent dynamic market, strong
emphasis must be laid on human capital in order to be competitive and
financially solvent. However, there are
other factors that affect organizations’ success; organizations must possess
productive (i.e. effective and efficient) employees. In addition, organizations
differentiating on the basis of human capital due to its intangible
characteristics such knowledge, skills and motivation of workforce increasingly
sees it as invaluable in order to remain sustainable in the market. Thus
organizations should have employees that have capability of adjusting to swift
dynamic business environment.
Seylan Bank PLC, (2017) in spend more than Rs. 6 Million and 369 training
program and 78,610 hours and it cost the profit per employee was Rs. 1.38
Million annually on employee training and development. In an environment where
there is high uncertainty tends to present
organizations with high
risk, the knowledge of business
and market intelligence present organizations with a reliable competitive
advantages. Therefore, knowledge is
turning to basic capital that triggers development. The success of organizations is however
dependent on its knowledgeable, skilled as well as experienced workforce.
Therefore, in order to maintain sustainability, organizations must see
continuous employee training and development as invaluable. Training and
development is very essential at all employee levels, due to the reason that
skills erode and become obsolete over a period of time and has to be replenished
(Nishtha and Amit (2010).
Therefore, the Seylan bank PLC also identified its real out come and it
is essential to the development of the individual and resulting success it
brings to the bank as the bank to complete successfully in the corporate arena.
It has that investing in continuing education and training of its employees
will not only benefit the employee but the bank as well. Consequently the bank
has adopted a comprehensive development plan which encompasses technical and
soft skills training, leadership development, on the job training, experiential
training and cancelling. All bank employees discuss their carrier development
with their respective managers as part of the annual appraisal (Seylan Bank Annual
Report 2017).
Number and duration
of training programs
Employees are able to balance their work life and personal life in better manner which leads to reduction of stress.
1. Employees are able to balance their work life and personal life in better
manner which leads to reduction of stress.
3. These programs develop the employee moral, increase the productivity, job
satisfaction and commitment of the employee towards the organizational goals.
4. These programs also aim at the progress of the individuals in their
personal and professional lives.
5. They improve the communication between all levels of management which
helps in minimizing conflicts between different levels of employees.
6. Such types of programs leads to effective negotiation and enable to
designing of the contracts which satisfy all sorts of employees.
7. These programs enhance efficiency of management and strengthen employee
organization.
8. These programs improve the leadership problem solving interpersonal and
conflict resolution skills of the employees.
9. They are important for sharpening and utilization of the employee’s
creative and innovation skills.
Training improves a person’s skill at a task. Training helps in socially, intellectually
and mentally developing an employee, which is very essential in facilitating
not only the level of productivity, but also the development of personnel in
any organization (Oatey,1970). Training is systematic development of the
knowledge, skills and attitudes individual to perform adequately a given task
or job (Kogan,2001).
Training and development aim at developing competencies such as
technical, human, conceptual and managerial for the furtherance of individual
and organization growth (Oribabor,2000). The
process of training and development is a continuous one. The need to perform
one’s job efficiently and the need to know how to lead others are sufficient
reason for training and development and the desire to meet organizations
objectives of higher productivity, makes it absolutely compulsory (Akinpeju,1999).
Training involves the application of formal processes to impart knowledge and
help people to acquire the skills necessary for them to perform their jobs
satisfactorily (Armstrong, 2010).
Stages of Training and
Development
The training process refers to a systematic approach for developing
training programs. Figure.1.1. presents
the seven steps in this process. Step 1 is to conduct a needs assessment, which
is necessary to identify whether training is needed. Step 2 is to ensure that employees have the
motivation and basis skills necessary to master the training content. Sep 3 is to create a learning environment
that has the features necessary for learning to occur. Step 4 is to ensure that trainees to apply
the training contents to their jobs. This
step involves having the trainee understand how to manage skill improvement as
well as getting co-worker and manager support.
Step 5 is to develop an evaluation plan. Developing an evaluation plan
includes identifying what types of outcomes training is expected to influence
(for example, learning behavior, skill) Choosing an evaluation design that
allows to determine the influence of training on these outcomes, and planning
how to demonstrate how training effect the bottom line (that is using the cost benefit
analysis to determine the monetary benefits resulting from training). Step 6 is
to choose the training method based on the learning objectives and learning environment.
This step may include a traditional training method of face to face interaction
with trainer or e-learning using CD-ROM or web- based training. Step 7 is to
evaluate the program and make changes in it or revisit any of the earlier steps
in the process to improve the program so that learning behavior, change, and the
other learning objectives are obtained.
This model referred to as the ADDIE model because it includes analysis,
design, development, Implementation and evaluation.
Figure 1.0: ADDIE
Training model
(Source: MacGraw Hill, 2005).
The ADDIE model is the generic process traditionally used by
instructional designers and training developers. This was develop by University
of Florida in 1970s. The five
phases-Analysis, Design, Development, Implementation, and Evaluation-represent
a dynamic, flexible guideline for building effective training and performance
support tools.
Analysis Phase.
Step 1 – conducting needs and assessment.
1. Organizational analysis
2. Person analysis
3. Task analysis
Step 2 – Ensuring employees’ readiness for training
1. Attitudes and motivation
2. Basic skills
Design Phase
Step 3 – Creating a learning environment
1. Learning objectives
2. Meaningful materials
3. Practice
4. Feedback
5. Community of training
6. Modeling
7. Program administration
Step 4 – Ensuring transfer of training
1. Self-management
2. Pear and manager
3. Support
Development Phase
Step 5 – developing and evaluation plan
1. Identify learning outcome
2. Choose evaluation design
3. Plan cost - benefit analysis
Implementation Phase
Step 6- Selecting Training Method
1. Traditional
2. E-Learning
Evaluation Phase
1. Conduct Evaluation
2. Make Changes to improve the Program
(Source:
Branson,Rayner,Cox,Furman,King,Hannum,1975).
Training Objectives
Training objectives tell the trainee that what is expected out of him at
the end of the training program. Training objectives are of great significance
from a number of stakeholder perspectives. Trainer, trainee, design evaluator (
Kathik,2012).
Types of Training and
Development Programs which are Provided to Employees
Different practices follows in different organizations. So the need and requirement
of training is directly linked with the requirement of the job profile.
Therefore various types of training programs are designed and shared by
different authors.
Training Programs
On the Job Training
1.
Job Instructions
2.
Apprenticeship and Coaching
3.
Job Rotation
4.
Committee Assignments
5.
Training through step by step
Off the Job Training
1. Programmed Instructions
-Class Room Lectures
-Simulation Exercises
2. Business Games
-Case study methods
-Audio-Visual methods
-Experiential Exercises
-Vestibule training
-Computer modeling
-behavioral modeling
-Role Playing
-Conference/Discussion Method
-Workshop /Seminars
(Source: Rothwell, William J., and H.C. Kazanas,1994).
Satisfaction of
Training
The key determinant of overall satisfaction with training (OST) are perceived
training efficiency (PTE) and perceived usefulness of training (PUT) (Giangreco,
Sebastiano, and Peccei,2009).
Role competencies and
positions of training professionals
Trainers can typically hold many jobs, such as instructional designers,
technical trainers, or needs analyst. Each job has specific rolls and functions.
For example; one roll of the need analyst is to summarize data to collect via interviews,
observations, and even surveys to gain an understanding of training needs of a
specific job or job family (a grouping of jobs) (Introduction To Employee
Training and Development p.38). Special knowledge, skills, or behaviors also
called competencies are needed to successfully perform each role.
The most comprehensive study of training professionals has been conducted
by the American society for Training and development. Figure 1.2. Shows the
ASTD competency model describes what it takes for an individual to be
successful in the training and development field ((Introduction to Employee
Training and Development p38).
Figure 2.0 : ASTD Model
(Source: Davis , Naughton and Rothwel -2004).
Training cost and
business benefits
Training Cost and Business benefits are drawn on X and Y axis
respectively/. Four quadrants were identified to highlight. (1) Strategic
(lower training cost and higher business benefits) (2) Pay back (higher
training cost and higher business benefits). (3)Think (Lower training cost and
lower business benefits). (4) Drop (Higher training cost and higher business benefits)
(Kalaiselven and Naachimuthu,2011).
The process of training and development is a continuous one. Its an
avenue to acquire more and new knowledge and develop further the skills and
techniques of function effectively (Isaku,2000 ).Training and
development in today’s employment setting is far more appropriate than training
alone since human resources can exert their full potentials only when the
learning process goes for beyond the simple routine (Yoder, 1970).
Achieving future goals
with effective employee training
If the training and development function is to be effective in the
future, it will need to move beyond its concern with techniques and traditional
roles. He describes the strategic approaches that the organization can take to
and training and development, and suggests that the choice of approach should be
based on an analysis of the organization’s needs, management and staff attitudes
and beliefs, and the level of resources that can be committed. This more strategic view-point should be of
use in assessing current efforts as well as when planning for the future (Kane,1986).
Training
improves a person’s skill at a task. Training helps in socially, intellectually
and mentally developing an employee which is very essential in facilitating not
only the level of productivity but also the development of personnel in any
organization. (Oatey,1970).
Training Evaluation
Training evaluation is the
systematic collection of data regarding the success of job. training program
(Golstein,1986). Constructive evaluation occurs when specified outcome measures
are conceptually related to intend learning objectives. Evaluation is conducted
to answer either of two questions; whether training objectives were achieved
and whether accomplishment of those objectives results in enhanced performance
on the subject.
A Classification Scheme of Training Evaluation
This scheme, presented in Table 1, is
organised by the cognitive, skill based, and effective
learning outcomes. For each learning outcome, the table
describes relevant learning
constructs, appropriate foci for
measurement, and potential evaluation
measures.
The classification scheme in table 1 summarize the constructs and
measures we have proposed throughout this article.
The scheme advances the
training evaluation by providing a
broadened definition of learning, a construct
oriented approach to learning outcomes,
and the rudiments of a entomological network
necessary to build models of training
evaluation and training
effectiveness (Source-
Kraiger, Ford, A nd E.Salas,1993).
Conclusion
Training and development program play the most important role in every
organization. Training programs improve employee performance at work place, it
update employee knowledge and enhance their personnel skills and it helps in
avoiding managerial obsolescence.
Those programs are benefited for the management to evaluate job performance
and it helps to take decisions like employee promotions, rewards, compensations,
welfare facilities etc. Most of the training program also helps the managers in
succession planning, employee retention and motivation. It creates efficient
and effective employees in the organization. The need for training and
development is determined by employee’s performance deficiencies.
So the organizations use a simple method. Its sometimes called the gap
analysis .Basically different between the standard performance which
organization accepted and the actual performances which employee having.
Training fulfills the overall performances of organization in various
ways;
1.
Soft skill development
2.
problem solving techniques
3.
Supervisory training
4.
Interpersonal relationships
5.
Time management skills
6.
Violence prevention
7.
Safety training
8.
Quality improvement programs
9.
Goal setting
10.
Personality development etc.....
All of these development programs helps to enhance the organization value
and job security of employees. Also good employee attitudes leads the
organization to keep their good relationship and establish team work culture.
Small improvement projects through KAIZEN helps to develop Quality based
business environment with aligning to organization vision, mission and goals.
Appreciation of stakeholders with aligned processes with minimum down time.
Recommendations
It’s very important in reviewing individual’s performances annually and
identifying gaps. Allocating training for individuals and keep them updating.
Goal setting should be one of a strategic approach to achieving vision
mission and quality of service. During goal setting all cross functional member
need to be present and identifying and establish organizational goals. This
would be cascade down with employee KPIs. Training needs identification and establishing
a proper calendar would be so important in engage in all employees. Most
important in developing proper training schedules accordingly.
Organization should establish strategic objectives to achieve organizations
vision. It should be very much effective
in setting individuals means.
List of references
Aswathappa.K.(200),”human
Resource and Personnel management in Indian
Enterprises”
New Delhi;Galgotia Publication Company,New Delhi.
Armstrong,
M.(2010) Armstrong’s Essential Human Resource Management practice:
A
guide to people management. 2nd Ed. Hong Kong, Replika Press Pvt Ltd.
Chao.Chith
Yang Huang.Yi Li Lin Chith Wei.”The relationship between Leadership
behavior
of Principal and quality of Work Life.
P. Davis, J. Naughton and W.Rothwell,2004. New roles and new
competencies for the
professional, Training and Development.
Michel
Armstrong (2010),’’A hand book of Human Resource Management practice’’
N.Ramanathan
ram@100water.org ‘’Basic QBM” .
Raymond
A Noe. Employee Training and Development (fifth edition The Oheo State
Rothwell,William J.,and H.C Kazanas. Improving On
–the Job Training. San Francisco; Jossey-Bass.
Seylan Bank PLC annual
report 2017.
University
.Published by Macgraw Hill companies 2010.
www.instructionaldesign.org/models/addie/
The banks are growing rapidly with the latest technologies, systems and processes hence training and development is an essential factor in the banking industry. (Aryee 2009) says that in the banking industry, the skills and knowledge of its employees are an important asset, which improve the productivity and performance. This is because the banks are involved in the service sector and bank employees are responsible for its services and represent the quality and value of the bank to its customers (Athar & Shah, 2015).
ReplyDeleteThank you for your comment. Training guidelines are really essential in uplifting empowerment of employees in this service sector which can be done with employee motivation with recognition to them. Effective training and development will enhance the bank’s productivity and customer satisfaction which directly effect to the bank existence and it will be a good path to the best bank concept.
Delete“Distance training With a view to enhancing productivity and minimizing disruption to customer service we made a conscious effort to promote Distance training throughout 2017. Online learning, E-learning, Regional training and Branch/Department level training were further strengthened during 2017. Towards this end, 12 new “e-certification” courses were also rolled out through the e-learning platform, covering Branch Operations, Compliance, Credit Operations, Leadership Development, Customer Relationship Management, and Working Capital Financing (Annual Report, Sampath Bank, 2017, p71).
Hi Udeni, some interesting facts on the amount spent for the training programs by a leading commercial bank in Sri Lanka. It’s clear that the training is such an important thing for an organization. According to Fellola (2014), training and development are better strategic tools for effective individual and organizational performance. My opinion is that, a better performance appraisal will always show the exact area which an employee need.
ReplyDeleteThis comment has been removed by the author.
DeleteHi Vayanga. Thank you very much for the comments. Definitely I agreed with you as the better performance appraisal will show the important areas of training needed for employees and it will provides benefits to the organization.
DeleteIn larger organizations line managers may take responsibility for monitoring and encouraging each individual at their place of work and for off the job training. However, there may be a specialist training and development section that is usually part of the human resources department. When HR doing the annual appraisals , relevant managers are recommending and suggesting the required training sessions to get more productivity for the organization.
Training has a paired role to play in accelerating learning: ‘It should be kept for situations that explain a more directed, expert-led method rather than viewing it as a complete and all-pervasive people development solution.’ He also commented that the conservative training model has a tendency to ‘highlight subject-specific knowledge, rather than trying to form core learning capacities’ (Reynolds,2004: 45).
Udeni,very structured demonstration about the training and development methods. Out of the points were raised most practical and effective method which I recommend is "on the job training" method .Most of the employees have the privilege of develop them self with their own mistakes and search solutions for such incidence within the organization frame work. In addition Shen (2005) sees training as a planned activity to improve the current employee situation of work skills and behavior.
ReplyDeleteYou have selected the banking sector to apply your theory. Since my self too engaged in the same organizational culture, I agreed and experienced the facts you highlighted on the subject within our banking sector.
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DeleteHi Shiran, as you have being suggested on the job training. I shall be fully agreed with your comment. On the job training is really meaningful approach when keeping the sustainability of employee performances. So continuous follow-up and identifying training needs will be the preliminary approach when designing training modules.
DeletePersonal development planning is carried out by individuals with direction, inspiration and help from their managers, usually on the basis of performance and development evaluations. A personal development plan sets out the actions people suggest to take to learn and to develop themselves. They take responsibility for expressing and implementing the plan but they receive support from the organization and their managers in doing so. The purpose is to provide what called a ‘self-organized learning framework’ (Tamkin et al ,1995).
Hi Udani, Good Read. I agree that Learning and Development is vital to Employees as well as Organizations. It is Important to have an organizational strategy and development function to play a strategic role in companies. Talent management activities are frequently used in larger organizations and focus on developing high-potentials and future leaders (CIPD, 2015).
ReplyDeleteThis comment has been removed by the author.
DeleteThank you for your valuable advice. Talent management is not highlighted in my BLOG so, it shall be properly identified and engaged in different fields based on individual's talents. So it shall be the way of proper utilization of people accordingly their talents identified. So I shall be worked on skill gaps and facilitized training.
DeleteTraining as the mythological application of formal processes to convey knowledge and help employees to acquire need skills for them to achieve employee jobs satisfactorily (Armstrong, 2012). Employees study the soft and technical skills as essential by individuals’ jobs. In last 30 years unemployment is at lowest rates which is not valuable for the workers to start new job, if occasions for development are less (Dobbs, 2000).
Hi Udeni, Training and development plays a key role in every organisation. Thus its influance to create effective performance management in the organisation. Accordingly performance management process and tools are essential for employee motivation for high performance. The most important issue with any performance management system is how seriously it is taken and used by managers and employees (Pulakos 2009, 103.)
ReplyDeleteThis comment has been removed by the author.
DeleteHi Mohan, How seriously management is taking this issue? Will be depending on their commitment and future plans. So it shall be strategic decision taken by the organization. So an organization shall be taken its strategic decisions with forecast out comes and profitability for allocating training needs. So it’s depending on strategic plans and approach.
Delete’The nature and obligation of the learner – their motivation to learn – is one of how people learn the most critical factors affecting learning and training effectiveness. Under the right conditions, a strong temper to learn, enhanced by solid experience and a positive attitude, can lead to brilliant performance’ (Reynolds et al ,2002).
Hi Udeni , Well explained and interesting Blog on the NECESSITY OF TRAINING AND DEVELOPMENT IN ANY ORGANIZATION . I would like to share the necessity of Effective of Learning and Training for Employees . Effective training uses the systematic approach with an emphasis on skills analysis. The purpose of the training should be clearly defined in terms of the behavior required as a result of training. The focus of the training should be to develop transferable skills. The training should be evaluated on the basis of the extent to which it has achieved its.Main criteria for effectiveness are 1.The programme is based on a thorough evaluation of learning needs. 2.Clear objectives have been set for the outcomes of the programme. 3.Standards are set for the delivery of the programme. 4. Success criteria and methods of measuring success have been established. 5. A blend of learning and development methods are used – informal and formal – that are appropriate for the established needs of those taking part. 6. The outcome of the programme is evaluated (Armstrong and Taylor , 2014) .
ReplyDeleteThis comment has been removed by the author.
DeleteI am agree with your comment. First organization need to be identified training needs and Skill gaps of employees. I have being clearly defined this in my Blog. So identifying this can be done with skill matrixes which have being designed for relevant processes. So accordingly organization can be provide a blend of learning modules for each and every employee.
DeleteWhen I explain about the benefits of training and development, according to Rosenwald, (2000) ‘Training and development rise organization’s reliability for reason that employees identify their organization is valuing in employee's future occupation’ (Rosenwald, 2000). ‘Employee performance is higher in happy and satisfied employees and the management finds it easy to motivate high performers to achieve organization targets’ (Kinicki and Kreitner, 2007).
Dear Udeni , t is very necessary for the organization to design the training very carefully (Michael Armstrong, 2000). The design of the training should be according to the needs of the employees (Ginsberg, 1997). Those organizations which develop a good training design according to the need of the employees as well as to the organization always get good results (Partlow, 1996; Tihanyi et al.,
ReplyDelete2000; Boudreau et al.,2001). It seems that Training design plays a very vital role in the employee as well as organizational performance. a bad training design is nothing but the loss of time and money (Tsaur and Lin, 2004).
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DeleteHi Ajantha, good results will be directly linked with the capacity of involvement. So the organization need to be facilitated the capacity of involvement for each and every individuals by providing infrastructure for developing their personal skills. Therefore, still need the identification of skill gaps. In my banking sector it shall be little difficult in the area of poorly utilized. So need to be increased utilization of that relevant areas.
DeleteAccording to the many of research, output of worker emphasized the fact that employees who are satisfied with their job will have higher job performance, and job retention, than those who are not happy with their jobs (Landy, 1985). Training is the most important factor in the business world because training growths the productivity and the effectiveness of both employees and the organization. The employee performance depends on several factors. But the most important factor of employee performance is training (Ghafoor, 2011).
Hi Udeni, Good read. Training and development has a great value towards a successful organisation. Therefore conducting a systematic needs assessment is a crucial initial step to training design and development and can substantially influence the overall effectiveness of training programs (Goldstein & Ford, 2002; McGehee & Thayer, 1961; Sleezer, 1993; Zemke, 1994).
ReplyDeleteThis comment has been removed by the author.
DeleteHi Lasitha, in my banking sector we have being organized outbound training activities for proper interaction with developing hygienically factors of each employees. According to Herzberg two factor theory employee motivation shall be clearly depending on their satisfaction level and identification of satisfactory level shall be more benefitted in providing training in an effective manner.
Delete'Training and development programs, as one of the crucial human resource management practice, absolutely positively touches the quality of the workers knowledge, skills and skill and thus results in higher employee performance on job' (Guest, 1997).
Hi Udeni, employee performance is depend on several factors such as job satisfaction, knowledge as well as training and development too (Amisano, 2010). It is vital to apply the suitable deliver channel of training and development in order to gain the maximum outcome to employee as well to the organization. Employees are very conscious on the delivery style of T & D (Armstrong, 2000).
ReplyDeleteThis comment has been removed by the author.
DeleteHi Samanthi, deliver channels are depending on organization and its profitability. So we can’t get much assurance of deliver channels. So, need to be promote on the job training with much effective approach.
DeleteMost of the previous studies delivers the evidence that there is a strong positive connection between human resource management practices and organizational performance (Purcell, 2003). ‘Training and development rise organization’s reliability for reason that employees identify their organization is valuing in employee's future occupation’ (Rosenwald, 2000).
Hi Udeni,Agree with the content.As you have clearly mentioned T & D plays a major role in any organization which will be a benefit in the long run. But In the other hand organization has a major task in choosing the correct Training to the relevant individual through an analysis.By choosing the right type of training, we ensure that our employees possess the right skills for our business, and the same need to be
ReplyDeletecontinuously updated in the follow up of the best and new HR practices. To meet current and future business demands, training and development process has assumed its strategic role and in this regard few studies by Stavrou et al.’s (2004) and Apospori, Nikandrou, Brewster and Papalexandris’s (2008), have attained much importance as these highlight the T&D practices in cross-national contexts.
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DeleteHi Akila, thank you very much for your valuable comment and I totally agreed with your idea that all organizations should have to establish best HR practices we may have to give responsibilities which shall be directly linked with developing skills of individuals. So Staff need to be much more professional in selecting training modules. So interaction with relevant employees shall be much more effective in developing training modules.
DeleteEmployee performance is the one of the significant factor and the building block which growths the performance of total organization. Employee performance depends on many features like work satisfaction, knowledge and management and there is a connection between training and performance (Chris Amisano,2010).
Good presentation .As a further addition learning principles are motivation to learn, mental and physical readiness, conditioning, learning curves, social learning, meaningfulness of the content, opportunity for practice and repetition, appropriate methodology, transfer of learning, feedback, role and involvement of trainee and unlearning.
ReplyDeleteDevelopment is considered as the growth or realization of person’s ability and the potential through the provision of learning and educational experiences. Armstrong (2014: 284),
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DeleteHi Shantha, thank you very much for your valuable comments on my Blog. I agree with you. Readiness of mind of employee shall be an outcome of mental satisfaction. So the Maslow theory is coming with this application. Organization need to be identified the needs of individuals to make their readiness. So we may have to fully focus on next level of an employee expectation and facilitate accordingly. So it shall be much more important of taking feedback and satisfaction score of employees in an each training modules. So it shall be properly analyzed and organized group training activities.
DeleteOrganizations are desired to keep human asset by keeping them motivated through effective trainings for further development and to improve their skills for benefit and success of the company (Swart et al, 2005). Most of the organization always get superior benefit which grow a good training design according to the need of the workers as well as to the organization. (Boudreau et al., 2001).
Hi Udeni! You have covered the important phases of training and development which is indispensable for the growth, sustenance and progress of the organization as well as for the worker/s. Well done.
ReplyDeleteBoth Millmore (2003) and Thom as and Ray (2000 argue “that the ability to attract, hire, retain and develop the most capable talent is the single most important determinant of an organization’s strategic effectiveness”
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DeleteYes Saliya talented people shall be the assists of any organization. So the hiring of talented people shall be reduced the training cost. So we can be increase our effectiveness by hiring skill labor. Same time recruiting multi skilled carder also benefitted in organization. In my staff we shall be properly monitored their effectiveness and provide training for those who have not cater the requirement.
Delete'Training is the most important factor in the business world because training growths the productivity and the effectiveness of both employees and the organization. The employee performance depends on several factors. But the most important factor of employee performance is training' (Ghafoor, 2011). A learning organization is a place “where people frequently expand their volume to create the outcome they truly wish, where new and wide patterns of thinking are nurtured, where collective goals are set free, and where people are continually learning how to learn together” (Ivancevich 2004).
Hi Udeni, interesting Blog and I was attracted more on the training methods. Let me add something about it. As per Somasundaram & Egan (2004) area of focus of any training & development method can be summarized in to one of the followings,
ReplyDelete• Develop or gain knowledge
• Develop or gain skills
• Improve performance
• Improve organizational efficiency.
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DeleteYes Suresh, its more effective in improve organizational efficiency. So in my banking sector we have develop computerized systems to reduce lead time. Example, in imports department. We have being the only one bank which have being gain the advantage of processing LCs after the government notification of new Import regulations for Vehicles. So the staff training for fast delivery was much benefitted in such a type of emergency situations. So bank able to managed without any customer dissatisfaction. So we have able to acquire maximum outcome profit in Imports department in an emergency situations.
DeleteWith the help of the trainings, there is applicable improvement take place in the performance of their particular employees. In training programs trainer effectively attention over the significant key points which are effectively lacking by the employees. By studying and effectively following key features emphasized by the trainer effectively benefits in improving the performance of the employees (Boselie, 2014).
Training has been invaluable in increasing productivity of organizations. It does not only enhance employees resourcefully, but also provides them with an opportunity to virtually learn their jobs and perform more competently. Hence, increasing not only employees productivity but also organizations’ productivity. Training as a process is one of the most pervasive methods to enhance the productivity of individuals and communicating organizational goals to personnel (Ekaterini & Constantinos-Vasilios, 2009)workforce. Thus, a workforce is only efficient and effective if the appropriate training and development is provided for such and therefore leading to productivity.
ReplyDeleteThis comment has been removed by the author.
DeleteYes Ruwini, totally agreed with your comments as training and development will effect to increase the productivity of the organizations and also productivity of the employees. Human Resources management regards training and development as a function concerned with organizational activity aimed at battering the job performance of individuals and groups in organizational setting. It is cleared that if the appropriate training and development is provided, organization is only efficient and effective. Hence, training and development is more important factor in any organization to increase the productivity.
Delete'Due to absence in the performance HRM department efficiently arrange the training and development plans for their employees in order to make them skillful for the purpose of enhancing them in an effective manner. Training is important required as it put emphasis over such limits which effectively improve the skill set of the employees' (Berg, Wrzesniewski, & Dutton, 2010).
Hi Udeni, it was an interesting reading about the training and development and you have done a good job by relating it to your work experience in a bank. Effective training programs conducted for employees, provides organizations various benefits. Among these other benefits, one of the crucial outcomes of training is it enables employees to become future leaders and training is a key component in leadership development (Collins and Holton, 2004).
ReplyDeleteThis comment has been removed by the author.
DeleteYes Dinuka, I totally agree with you. Seylan bank is always focusing training and development programs for their old and new employees as training is a most important role in this competitive business world and it creates a challenging business environment and a quality of outcome in any field of business environment. However, its giving an elegant meaning of which helps in enhancing quality of work life of employees and organizational development. Also it has implication for productivity, health and safety at work and personal development.
DeleteAccording to the case study of the Siemens it is observed that offering training and development program effectively growth the efficiency of the employees. Training plans of the organizations successfully help out the employees as they get the proper support from the instructor in order to enhance their efficiency in an effective manner (Costa, Passos, & Bakker, 2014).
Training and development is one of the fundamentals which directly relates to employee performance and productivity. This is a broad area to be addressed in a human resource management perception, which is a continues process. Training and development is essential to the organizations performance to sustain in its industry .
ReplyDeleteMost organizations have taken steps forward to create learning cultures within the organizations framework.. the importance of cultivating such cultures are critically discussed by Armstrong ( 2009,p.175-182). The blog at the other hand discuses and evaluates in a successful manner which brings relevance to the tile.
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DeleteThank very much Chaminda, I agreed with your comments on my blog. As said in my blog, training and development is an essential part in any organization as this has become an important thing to study the employee role and identify the gaps which really important in people development and for the development for the growth of organization. This replicate the quality of work life which organization recognizes organizational performances as well as employee skills. With training and constructive development in such organization all motivate for optimum enhancement of quality of work life of the employees. These types of training and development activities helps to organization to improve the employee behavior and attitudes towards the job and also uplift their moral.
DeleteBut, it is highlighted that training and development didn’t support in enhancing efficiency of the employees. Employee didn’t make the effective use of the training and development sessions delivered by their HRM department as they expression their interest in it (Crawford, LePine, & Rich, 2010).
Whilst agreeing with your blog content I wish to reiterate the importance of on the job training which has given fruitful results to most of the organization. By training an employee within their own working environment where they can use the tools and equipment which will be needed to carry out their specific role, it is far better than to try to simulate this in an external setting. Further from a financing perspective, it’s also a very cost effective method for the company of imparting skills and knowledge that are specific to the company’s needs (Durham, 2017)
ReplyDeleteYes Amal, learning can be modelled as a chain of effect from the planning of learning to meet organizational or individual learning desires to the learning that takes place in a learning event, from learning and development to changed behaviour, and from changed behaviour to effect on others and the organization as a entire (Tamkin et al, 2002). Training and development is very important for small or large scale organization. The employees who receives the necessary/require training is more able to perform in their job. It will help the organization to increase the productivity and also increase the job satisfaction of the employees.
DeleteTraining bridges the gap on employee present competence and present job requirements while aimed at improving the behavior and performance of a person and it is a continuous process in the organization (Bhartiya, 2015). Bhat (2013) commented that training is positively related to job performance of employees and in turn organizational performance is significantly determined by training imparted to the employees hence training is a vital facet of performance in an organization.
ReplyDeleteI totally agree with your comments Dilshani. 'Training has a balancing role to play in accelerating learning: ‘It should be reserved for situations that explain a more directed, expert-led approach rather than viewing it as a complete and all-pervasive people development solution and also conservative training model has a tendency to ‘emphasize subject-specific knowledge, rather than trying to form core learning skills’(Reynolds, 2004: 45).
DeleteA well planned organizations provides regular training and/or development sessions for new or old employees. Some training such as health and safety training should be given for all kind of employees. It will help them to build up their life in accordance with the standard of the institution. Training and development is the crucial component of the organization’s corporate philosophy. Small and large scale company policy is to help the people their job performance and contribute to the attainment of corporate objectives through personalized, needs-based training.
@udeni senanayake Many have considered that T&D as a high risk investment especially when businesses are expanding beyond boundaries and the adaptation of global economic strategies are second nature even for startup business ventures. In a nutshell, International Businesses focus on adapting to rapidly changing economic and cultural behaviours of consumers. Therefore, the employees are compelled to be part of the innovation and be equipped with all necessary skills that require of them to tackle the demanding business environments while managing their intrapersonal and interpersonal skills. Through “ Experiential Learning” , a core concept of Kolb ( 1985 ) LSI plays fundamental role in preparing these individuals to compete and survive (Ramburuth & Daniel , 2011).
ReplyDeleteThank you for your comments, Training has become the most important portion in current business world because training develops the competence and the effectiveness of both employees and the organization (RAG Khan, FA, Khan & MA, Khan 2011). The ultimate goal of training and development is to effect change in an individual knowledge, understanding, skills and behaviors. However for practical reason of time and resources often it only focuses on knowledge and to a lesser extent on understanding. Over a decade ago research undertaken in the UK entitle training in written, a study of finding, activity and attitudes reveals that 85% of UK employee no attempt to assess the benefits gain from undertaking training. The reasons for this are,
Delete 1. Difficult in quantifying the effects.
2. Difficulty in disentangling the effect of the number of variables which might affect
performance.
3. Cost of evaluation that could outweigh. The value of the benefit achieved.
4. Sensitivity of the trainers who are keen to ensure that their training is shown to have
had the positive effect.
Although many training and development departments have been activity oriented, focus on enhancing human performance is important as it is implicitly result-oriented. “Out of work place upheaval emerged the high performance
ReplyDeletework organization – a catchall phrase for companies in a perennial search for better results” (Galagan, 1994). For
trainers that should signal an important message: shift focus from training activities (input) to the performance of individuals and organizations (output) (Galagan, 1994). Goldstein (1986) refers ability as cognitive capabilities necessary to perform a job function. Ability cannot function alone but require the application of some knowledge base.
Hi,Tharindu thank you very much for the valuable comments on my blog. Accountability for L&D is being gradually placed on bosses and employees rather than on L&D specialist. The latter need to become learning organizers rather than training providers or trainers. 'Training experts should emphasis on learning procedures rather than the content of training courses' (Stewart and Tansley, 2002). 'Fluctuations in training delivery methods are leading to a diversity of different role demands. These parts include facilitator and change negotiator' (Carter et al ,2002).Training and development is the crucial component of the organization’s corporate philosophy. Small and large scale company policy is to help the people their job performance and contribute to the attainment of corporate objectives through personalized, needs-based training.
DeleteHi Udeni,
ReplyDeleteIts an amazing blog which covers the all areas of your topic related to your good organization. The amount Per employee rate is much appreciated on employee training and development and Its Identifying training needs for your employees requires careful scrutiny of mission objectives, personnel, production, raw materials, costs, and other factors (Winter, 2002).
Hi, Ruwanga, thank you very much for your valuable comment. But, I would like to explain experts idea on training evaluation that only this sort of measure is useful in evaluating the overall impact of training. Argue was particular solid measures should be used to assess specific training; for example, if development goals to bring about greater awareness of customers then it should be measured by the eventual outcome on customer apply, customer fulfilment and number of customers (Kearns and Miller, 1997). Training and developing our people is one of our most important goals, essentially, if we do not have the right people with the right skills and capabilities, at the right time and in the right places our business will suffer. Some training, such as health and safety awareness, should be given to all employees.
ReplyDeleteEvaluators have to be trained or hired, data analyzed, and variable causes isolated and accounted for.It's difficult to evaluate that requires thoughtful instrument development.
ReplyDeleteDoing all this well requires expertise, effort, time, patience and money (Emerson and Stewart, 2011).