The importance of staff training and development on the productivity of employees
Training
has become invaluable in rising companies' productivity. It not only
resourcefully enhances workers, but also allows them to gain ability to
digitally learn their roles and work more competently while this increase is
not just the efficiency of workers, but also the efficiency of organizations,
as various reports demonstrate the positive effect of training on the
productivity of workers, where Training as a mechanism is one of the most
widespread strategies for increasing individual efficiency and transmitting
corporate priorities to workers (Ekaterini & Constantinos-Vasilios, 2009).
Rohan & Madhumita (2012) have advocated investing in educating workers on
decision-making, collaboration, problem-solving and interpersonal interactions
that have a positive effect on the pace of development of the organizations, as
well as on the success of employees.
Training
effects the actions of workers and their working capacity, resulting in better
efficiency and positive improvements for workers (Satterfield & Hughes,
2007). Training is the most effective way for an organization to inspire and
sustain high quality human capital (Kate Hutchings, Cherrie J.Zhu, Brain K,
Cooper, Yiming Zhang & Sijun Shao, 2009). Education, also presented by
Lowry, Simon & Kimberley (2002), is a means of boosting staff productivity
and optimizing staff capacity. According to Konings & Vanormelingen (2009),
the teaching of Colombo & Stanca (2008) and Sepulveda (2005) is an
instrument that profoundly influences the effective achievement of the goals
and objectives of organizations. The optimal purpose of any company, therefore,
is to achieve high revenue and optimize profit, and an effective and efficient
workforce is a critical tool to realize this, and therefore, a workforce is
only productive and efficient if it is equipped with adequate training and
development, thereby contributing to competitiveness.
Figure
1. Relationship Cycle (Rohan & Madhumita (2012)
Training
programs are worth investing much more in, since most prosperous companies take
into account employee progress and thus invest in their training, which leads
to a development in abilities and skills that boost morale and competitiveness
(Sheeba, 2011). The turnover rate of workers tends to be lowered by development
(Deckop et al . 2006). Thus, development opportunities not only minimize
absenteeism, but also improve the dedication and productivity of staff, which
helps to decrease attrition (Atif et al . 2010).
In
order to satisfy the demands of all workers, training and development must be
planned and implemented in such a manner that workers are not only efficient,
but also fulfilled. (Kate Hutchings, Cherrie J. Zhu, Brian K. Cooper, Yiming
Zhang and Sijun Shao 2009). Training and development have a positive impact on
staff in order to carry out their jobs more efficiently, improving their
leadership and professional capabilities, team work, work trust and work morale,
as organizational training is crucial to unlocking the future prospects for development
and advancement in order to gain a competitive advantage (Rama V. &
Nagurvali Shaik, 2012). In order to increase their competitiveness, companies
prepare and grow their workers to the fullest, as thus, expertise, talents and
skills are determinants of the success of workers that companies need to invest
in strategically on an ongoing basis in order to increase the effectiveness of
their workers(Noe, 2006). As supported by (Noe, 2006), companies
invest a large amount of money and resources on instruction to facilitate the
acquisition of job-related skills by workers. Thus, the effects of training
efforts must be completely provided (Dowling & Welch, 2005).
In
summary, the effect of training and development on employee efficiency not only
increases the well-being of organizations, but also promotes the success of
most countries that have taken into account the design and implementation of
national-level training and workforce development. When national strategies
seek to boost the human resources of the country, this optimally results in the
nation's economic development in turn. However, it is advised that executive
managers give preference to recruitment and staff development in order to get
the most out of the workforce and to increase the efficiency of the company.
Reference
Atif et al.(2010): “ Employee Retention
Relationship to Training and Development: A Compensation Perspective”. African Journal Of Business Management. Vol. 5(7), pp. 2679-2685.
Colombo,
Emilio & Stanca, Luca. (2008): “The Impact of Training on Productivity:
Evidence from a Large Panel of Firms, Available at SSRN.
Deckop et al. (2006):"The Effect Of Human
Resource Management Practices on The Retention
Of Former Welfare Clients”. Hum. Res. Mgt., vol. 45(4). Pp 539-55
Dowling, P.J., and Welch, D.E. (2005),
International Human Resource Management:
Managing People in a Multinational Context.(4th
Ed), (Mason, O.H: Thomson South-Western.
Ekaterini
Galanou, Constantinos-Vasilios
Priporas (2009): “A
model for evaluating
the effectiveness of
middle managers‟ training courses:
evidence from a
major banking organization
in Greece”. International
Journal of Training
and Development, pp 221-245.
Kate
Hutchings, Cherrie J. Zhu, Brain K, Cooper, Yiming Zhang and Sijun Shao (2009):
“Perceptions of the effectiveness of training
and development of
„grey-collar‟ workers in
the People’s Republic
of China”. Human
Resource Development
International, Vol.12, No.3, pp 279-296.
Konings,
Jozef & Vanormelingen, Stijn. (2009). “The Impact of training on
Productivity and Wages: Firm Level Evidence”.
Discussion paper No. 244, Available at SSRN.
Noe, R.A., Hollenbeck, J.R., Gerhart, B. & Wright,
P.M. (2006): “Human Resource
Management: Gaining a
Competitive.
Rama V. Devi & Nagurvali Shaik (2012): “Training & Development – A Jump Starter For Employee Performance And
Organizational Effectiveness”. International Journal
Of Social Science &
Interdisciplinary Research
Vol.1 Issue 7,
July 2012, Issn 2277 3630
Rohan, S.
& Madhumita, M. (2012):
“Impact of Training
Practices on Employee
Productivity: A Comparative Study”. Interscience Management Review (IMR)
ISSN: 2231-1513 Volume-2, Issue-2, 2012.
Satterfield
JM, Hughes E. (2007):”Emotion skills training for medical
students: a systematic
review”. MedicalEducation,
41:935–4
Sepulveda,
Facundo. (2005): “Training and Productivity: Evidence for US Manufacturing
Industries” Available at SSRN.
Sheeba
Hamid (2011): “A
Study of Effectiveness
of Training and Development
Programmes of UPSTDC, India
– An nalysis”, South Asian Journal
of Tourism and Heritage, Vol.4 (1).
Organizational objectives capture the intended results of training for the company. These may include increasing production productivity, reducing waste, or providing better customer service. Mentioning the desired corporate outcome of training programs helps to ensure that the training gives value to the organization as a whole and to ensure that each program is linked to the company's strategy. Setting corporate objectives helps to prioritize (Strewart and Brown, 2011).
ReplyDeleteAccording to Farooq. M, & Aslam. M. K (2011), managers are trying their level best to develop the employee’s capabilities, ultimately creating good working environment within the organization. For the sake of capacity building
Deletemanagers are involved in developing the effective training programs for their employees to equip them with the desired knowledge, skills and abilities to achieve organizational goals. This struggle by the top management not only
improves the employee performance but also creates positive image of the firm worldwide, (Jia-Fang, 2010).
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
ReplyDeleteessential 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).
The UK government is encouraging lifelong learning (DfEE, 1998), highlighting the changing nature of work, the need for re-skilling as traditional industries decline and new technologies emerge, and the need for everyone to engage in ongoing learning.
DeleteAccording to Sims.R (2002), training and development is beneficial not just for the organization itself but also to the individual employees. On the one hand, training and development leads to improved profitability and produce more positive attitudes toward profit orientation, improves the job knowledge and skills at all levels of the organization, improves the morale of the workforce and helps the employees identify with organizational goals. On the other, training and development benefits individual employees through helping them make better decisions and effective problem solving, assisting in encouraging and achieving self-development and self-confidence, helping an employee a person handle stress, tension, frustration, and conflict, increasing job satisfaction and recognition and moving the person toward personal goals while improving interaction skills (Sims.R.S (2006).
ReplyDeleteIn addition to what you mentioned , Effective training programs helps employees to get acquaintance with the desired new technological advancement,
Deletealso gaining full command on the competencies and skills required to perform at s particular job and to void on the
job errors and mistakes (Robert, 2006).
In 1970s, the efforts of career planning and development were mainly dedicated on young employees those demonstrate to have a high potential. It has been suggested for the organizations to make plan for future and provide training and development to their fresh employees for the high-ranking positions in future (Moses 1999).Mel Kleiman (2000) described that the essentials parts of a worthy employee training program are constructed on orientation, management skills, and operational skills of employees. These theories are the groundwork of any employee development program.
ReplyDeleteIn addition to what you mentioned, Amongst the important function of human resource management, one of the crucial function is employee development through proper training and development programs. Employee development refers to the capacity and capability building on an employee, and thus as of whole organization, to meet the standard performance level(Elena P. 2000). More the developed employees, more they are satisfied with their job, hence increasing the firm productivity and profitability. (Champathes, 2006).
DeleteTo increase the productivity and performance of an organization, learning and development act as a invaluable aspect within the organization which allows to uplift the standards of skills and abilities of existing and new staffs (Nda and Fard 2013). Development of the employees will gain benefits for organization in various aspects and it will help to reduce employee turnover as well (Deckop et al. 2006). Also it will help to sustain in ever changing market environment and will gain a competitive advantage among others.
ReplyDeleteadding to what you have mentioned Past researches proved a positive link between training and employee performance, as training brings benefits for the
Deleteemployee along with for the firm by positively impacting employee performance through the enhancement of employee’s competencies and behaviour. Firms that focuses on shareholders and customer satisfaction realized the importance of investing in training, and thus recognizes the worth of employee development (Evans and Lindsay,1999).
According to Satterfield & Hughes (2007) there are several keys achievements with development towards productivity,
ReplyDelete1. Attracting and retaining talent
2. Growing profits
3. Maximizing performance
4. Improving productivity and engagement
According to Konings & Vanormelingen (2009), the teaching of Colombo & Stanca (2008) and Sepulveda (2005) is an instrument that profoundly influences the effective achievement of the goals and objectives of organizations
DeleteTraining and development not only change goals and make the objectives achievable but also make the dreams for an organization a reality. Training and development should be on delivering targeted and tangible results for the business (Karia et al, 2016).
ReplyDeleteImproved capabilities, knowledge and skills of the talented workforce proved to be a mojor source of competitive advantage in a global market (McKinsey, 2006).
DeleteOrganizations need people with high and appropriate levels of knowledge, skills and abilities to increase it's productivity and revenue. According to Armstrong (2014) state that Learning and development is defined as the process of ensuring that the organization has the knowledgeable, skilled and engaged workforce it needs.
ReplyDeleteTo develop the desired knowledge, skills and abilities of the
Deleteemployees, to perform well on the job, requires effective training programs that may also effect employee motivation and commitment (Meyer and Allen, 1991). In order to prepare their workers to do their job as desired, organizations
provides training as to optimize their employee’s potential. Most of the firms, by applying long term planning, invest in the building new skills by their workforce, enabling them to cope with the uncertain conditions that they may face
in future, thus, improving the employee performance through superior level of motivation and commitment.
To enhance the effectiveness of an employee training will be an important function, finally it will lead to improve the process (Salau, O et al, 2014). Training makes the employees to produce quality performance and it is a never-ending learning process. It not only helps the employees but helps the organization retain the right skilled people (Vasanthi, S & Basariya, R 2019 ).
ReplyDeleteyou are right, training and development is a continues process. Effective training programs helps in constructing a more conducive learning environment for the
Deleteworkforce and train them to cope with the upcoming challenges more easily and in time (Wei-Tai, 2006).
This comment has been removed by the author.
ReplyDeleteTraining is important for the survival of any organization. It is also imperative for the effective performance of employees, enhancement of employees' ability to adapt to the changing and challenging business environment and technology for better performance, increase employees' knowledge to develop creative and problem-solving skills (Falola, Osibanjo & Ojo 2014). Rodriguez Walters (2017), Explained that employees are the backbone of the organization. All levels of employees such as strategic, tactical and operational, needs training and development. In other words, Training and development will bridge the gap between business and management of career development programme (Kunenc 2009).
ReplyDeleteEmployees are the most valuable asset of every company as they can make or break a company’s reputation and can adversely effect profitability. Employees often are responsible for the great bulk of necessary work to be done as
Deletewell as customer satisfaction and the quality of products and events. Without proper training, employees both new and current do not receive the information and develop the skill sets necessary for accomplishing their tasks at their
maximum potential. Employees who undergo proper training tend to keep their jobs longer than those who do not. Training is a necessity in the workplace. Without it, employees don't have a firm grasp on their responsibilities or
duties .Employee training refers to programs that provide workers with information, new skills, or professional development opportunities The companies aimed at gaining the competitive advantage realized the importance of training in improving the employees performance. Past researches provides the evidence regarding the positive affect of training programs on
both employee and organizational performance. On one hand previous work in the field proved that effective training programs leads to superior return on investment while the other researches mentioned the positive role of
training in attaining the supreme levels of employee retention (Colarelli & Montei, 1996; Becker, 1993).
Global Challenge Insight Report of World Economic Forum (2016) suggests that; The mobile internet has applications across business and the public sector, enabling more efficient delivery of services and opportunities to increase workforce productivity. With cloud technology, applications can be delivered with minimal or no local software or processing power, enabling the rapid spread of internet-based training and development models.
ReplyDeleteThe possibilities of billions of people connected by mobile devices, with unprecedented processing power, storage capacity, and access to knowledge, are unlimited. And these possibilities will be multiplied by emerging technology breakthroughs in fields such as artificial intelligence, robotics, the Internet of Things, autonomous vehicles, 3-D printing, nanotechnology, biotechnology, materials science, energy storage, and quantum computing.Due to fast pace global and technological development the firms are now facing new changes as well as challenges. Technological advancements have moulded the need of capabilities and competencies required to perform a particular tasks. Thus, to cope with these challenges, more improved and effective training programs are required by all corporates. Effective training programs helps in constructing a more conducive learning environment for the workforce and train them to cope with the upcoming challenges more easily and in time (Wei-Tai, 2006)
DeleteThis comment has been removed by the author.
ReplyDeleteThe concept of employee training and development by Greenberg & Baron (2003) adopted as “The set of processes that arouse, direct, and maintain human behavior towards attaining some goal”. Employee Training and Development strikes a balance between research and real company practices which provide background in the fundamentals of training and development such as needs assessment, transfer of training, learning environment design, methods, and evaluation (Noe, 2010).
ReplyDelete