NUMBER AND DURATION OF TRAINING PROGRAMS
(Source:
Annual
Report 2017, Seylan Bank PLC).
(Source:
Annual
Report 2017, Seylan Bank PLC).
(Source:
Annual
Report 2017, Seylan Bank PLC).
Employees
are able to balance their work life and personal life in a better manner which
leads to a reduction of stress.
1.
Employees are able to balance their work life
and personal life in a better manner which leads to a reduction of stress.
2.
Such programs help in improving the physical and
psychological health of the employee, thereby bringing down the absenteeism
rate.
3.
These programs develop employee morale,
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 lead 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 creativity 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 the systematic development of the knowledge, skills, and attitudes
individuals 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 make it absolutely compulsory (Akinpelu,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).
List of references
Akinpelu, B. (1999), “Educational
Technology and teaching – learning process in the 21st
century” in Adesomowo, P.O. (Ed), Basic
of Education, Lagos Triumph Books publishers.
Armstrong, M.(2010) Armstrong’s Essential
Human Resource Management practice:
Oribabor, P.E. (2000), “Human Resources
Management, A Strategic Approval,." Human
Resources Management 9 (4) 21 – 24.
Seylan
Bank PLC, Annual Report 2017
https://www.seylan.lk/sites/all/themes/seylan/images/pdf/financial_info/Seylan-Bank-PLC-Annual-Report-2017.pdf
Hi 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).