According to Devi & Shaik (2012). training and development are complementary parts of the same process. They are interconected and interdependent, rather than sequential and hierarchical. Training and development is very crucial to the employees, the organization and their effectiveness.
First and foremost, Training is the crucial area of human resource management; it is the fastest growing segment of personnel activities. Training which is referred to as a course of diet and exercise for developing the employees’ effective, cognitive and psychomotor skills assist the organizations to have a crucial method of developing the employee towards enhancing his productivity (Ezeani & Oladele, 2013).
Moreover, Manpower training and development is one of the most important organizational dynamics. It constitutes the pivot in which organizational survival is run. The training process is one of the most pervasive methods for enhancing the productivity of individuals and communicating organizational goals to personnel (Ezeuwa,, 2009).
In addition to that, Manpower is the basis of all resources and it is the indispensable means of converting other resources to man kind’s use and benefits. So how well we develop and employ human resources skills is fundamental in deciding how much we will accomplish as a nation. Manpower is the pivot of every human institution. Even in the developed and industrial nations of the world where the use of machines and technology is at an advanced stage, manpower is still very essential (Comma, 2008).
More so, Training therefore holds the key to unlock the potential growth and development opportunities to achieve a competitive edge. In this context, organizations train and develop their employees to the fullest advantage in order to enhance their effectiveness (Devi & Shaik, 2012).
Purpose of training and development
The purpose of training and management development programs is to improve employee capabilities and organizational capabilities. A training need can be said to exist when there is a gap between the existing performance of an employee (or group of employees), and the desired performance to assess whether such a gap requires a skill analysis. Training is essential for leadership development success. Training plays a vital role in leadership development. Enhancing the skills of employees is the aim of training and development. Training and development are designed to have these benefits. These traditional or conventional trainings might be formal or informal (Anikel and Ekwe, 2014).
Benefits of training and development to employees
Training is transferring information to organization’s members to positively improve the effectiveness and productivity of organizations (Leard, 2010). Training enables organizations to act more effectively because of having valued employees. Training is also needed to develop new leaders (Noe, 2002). There are many benefits to both organization and individuals to accomplish training activities (McNamara, 2010). It also helps eliminate fear in attempting new tasks
Last but not least, it is an undisputed fact that effective training is an investment in the human resources of an organization, with both immediate and in long run. However, mere investment is not enough; organizations need to manage training programs more effectively so that they can get the highest returns from their investment. The ultimate aim of every training and development program is to add value to human resource. Any training and development program that would not add value should be abandoned. The issue of staff training and development is treated with levity and neglect and there is this misconception of the aim of staff training, because is been seen as a tool or means for staff promotion rather than seeing it from an holistic angle as a tool for staff development, maintenance for greater performance and retention (Raja Abdul Ghafoor Khan, 2011).
In conclusion, in my scenario, I work for of one of the leading Animal Feed production company, we maintain an annual employee training schedule to cover all segment of departments and selected employees throughout the year, and also an evaluation programme has to be done after two weeks getting complete the training by the immediate supervisor of the particular employee. Then participants have to be categorized according to performance with regard to the particular trainings (ISO 22000:2018 Manual).
list of references;
Anike1, H. O. O. & Ekwe, M. C. (2014) “Impact of
Training and Development on Organizational Effectiveness: Evidence from
Selected Public Sector Organizations in Nigeria”, European Journal of Business
and Management, 6(29).
Devi, V. R. and Shaik, N. (2012), "Training and Development – A Jump Starter for Employee Performance and Organizational Effectiveness", International Journal of Social Science and InterdisciplinaryResearch ,1 (7).
Ezeani, N.E. and Oladele, R. (2013), “Implications of Training and Development Programmes on Accountants Productivity in Selected Business Organizations in Onitsha, Anambra State, Nigeria”, International Journal of Asian Social Science, 3(1) pp 266-281.
Ezeuwa, L. (2009),“Effective Management of Teacher Education: A Panacea for National Development”,Journal of Business and Management Technology, 1(1) pp 101-110.
Leard, G. (2010), Benefits of Training for both the Organization and Employees, Heilum [Online]. Available at: http://www.helium.com/items/1774143-training-and-its-benefits-why-train-workers-is-training [Accessed on 6th of December 2022].
McNamara, C. (2010), Employee Training and Development: Reasons and Benefits. [Online] Available at: http://managementhelp.org/trng_dev/basics/reasons.htm [Assessed on 6th of December 2022].
Noe, R. (2002), Employee Training and Development, New York: McGraw-Hill.
Raja Abdul Ghafoor Khan, F. A. (2011). Global
Journal of Management and Business Research,Volume 11 Issue 7 Version
1.0. Impact of Training and Development on Organizational Performance.
Impressive article Sanath and adding further, Employees are the backbone of the organization. The accomplishments or issues experienced by the organization are contingent to the performance of its employees (Mwema & Gachunga, 2014).
ReplyDeleteThank you very much on your comment Malshani, as an additional knowledge sharing, and agreed the idea referring Mwema & Gachunga, (2014) employees are the core in the organization and furthermore, by providing new and current employees with structured training, organizations foster professional growth and enhance the overall quality of their workforce. Training is defined as a methodical approach to learning and growth that improves the performance of individuals, groups, and organizations, as stated by Khawaja and Nadeem (2013).
DeleteI agree with your content and i would like to add that implementation of effective HRM Practices is imperative for both employee and organization which can lead to better productivity and performance (Kadiresan, Selamat & Selladurai, 2015.
ReplyDeleteThank you very much on your valuable comment Joel, as an additional knowledge sharing, and agreed the ideas. Furthermore, One of the key elements of an effective HR system is Training and development, the investment of time and money in employee training and development is beneficial not only to the company as a whole but also to the individual employees. This is true despite the possibility of adverse effects (Noe, 2014).
DeleteFurthermore, Training and development are processes that invest in people so that they are prepared to perform well. They are part of an overall human resource management approach that, ideally, results in people being motivated to perform (McDowall & Saunders 2010) (Oluwaseun, 2018)
ReplyDeleteThank you very much on your valuable comment Farhan, as an additional knowledge sharing, and agreed the ideas and furthermore, well trained employees are one of the most important factors in determining an organization's growth and prosperity (Dr Rishipal, 2011). Because they are more productive and efficient in their work, employees who are effective can make a substantial contribution to the success of a company.
DeleteGreat article Sanath, According to Armstrong (2009) claimed that organizations might gain from training and development by gaining the "hearts and minds of their employees" in order to persuade them to identify with the company, put more effort into furthering its goals, and stay with it. As part of an overall human resource management strategy that will hopefully result in individuals being motivated to perform, training and development are the procedures of investing in people so they are prepared to perform successfully (McDowall & Saunders 2010).
ReplyDeleteThank You very much on your comment Ann, as an additional knowledge sharing, and understood the idea referring Armstrong (2009) training and development pave the way for improve the performance of employee.
ReplyDeleteGreat, Learning and development (L&D) activities comprise the interest of practitioners and theoreticians dealing with corporate knowledge management. The ability to align this knowledge in an economic process and called knowledge diffusion within an organization is of advanced importance. Such an approach to the meaning of knowledge in an enterprise has led to the transformation of many departments in the corporate organizational structure (Zbigniew Drewniak1, Iwona Posadzińska, 2020).
ReplyDeleteThank you very much on your valuable comment Thilini, as an additional knowledge sharing, and agreed the ideas. Furthermore, The Human Resources division of an organization is tasked with the primary responsibility of learning and development (Wilson, 2012). "Focusing on a personal level with the employees – HR recognizes the individual needs of an employee and develops a variety of programs to bridge that gap" ["Focusing on a personal level with the employees"] Because they are able to improve their strengths while simultaneously working on improving their weaknesses, employees feel heard, valued, and motivated when HR personnel discusses challenges employees face with their daily job roles (Kumpikait, 2008).
DeleteInsightful blog post Sanath. Further, according to (Smothers, 2008), organizational commitment is the attitude and conduct that employees demonstrate through their behavioral activities. It is, in a nutshell, the binding of people to behavior (Meysam & Mohammadi, 2013; Javad & Davood, 2012) opined organizational commitment to accordance between a person's goal and the organization where a person determines the relative strength and extend to try to represent the goals of an organization.
ReplyDelete