Improving Employee Performance Through Training And Development
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In today's highly competitive market, an organization's productivity, efficiency, and effectiveness are crucial goals that each company must strive towards. This is dependent on the nature of personnel, who must put up their best effort in order to achieve the organization's stated objectives. Training and development, according to Mohd, Julan, and Tuan Besar (2020), is intended to improve employee performance and, as a result, the performance of an organization. Training and development is a Human Resource management function that aims to bridge the gap between present and expected performance (Elnaga and Imran,2013). By merging the interests of the organization and the workforce, training plays a unique role in achieving an organizational goal (Stone R J. Human Resource Management, 2020).
In
general, training and development are procedures that involve increasing
employees' knowledge and expertise in order to help them perform better at
their employment (Mohd, Julan, and Tuan Besar,2020). Training is viewed as a
path to individual and organizational success in the corporate environment
The quality of the individuals who work in an organization to achieve organizational goals has a big impact on its performance. The quality of training and development that employees receive determines their degree of skills, knowledge, talents, capabilities, and expertise. Employees are an organization's lifeblood. Training and employee performance, according to Mohamud (2014), have a beneficial link. If employees believe their employers are worried about their well-being, they are more driven to work harder. As a result, one strategy for boosting employee morale and making them feel appreciated by their employers is to provide training and development. Employees believe that their bosses want to see them progress when they have training and development programs in place, which increases their drive to work more (Appiah,2010). Organizations employ a variety of training and development approaches. There are essentially two types of methods from which organizations can pick. On-the-job training and off-the-job training are the two types of training available.
On-the-job training is used to assist employees in learning certain skills while on the job. The employee learns new abilities while they work. On-the-job learning is described by employees learning in the work place and during work itself by witnessing colleagues or managers perform and attempting to emulate those behaviors according to (Noe, 2013) (as cited by Mohd, Julan, and Tuan Besar, 2020). When new technology is introduced, on-the-job training can be particularly effective for training newly hired employees, orienting transferred or promoted employees, cross-training employees within a department, and updating employees' abilities. Relating this to my workplace, as a part of the initial training and development, employees are scheduled for two days of observation at the workplace before taking over the job role as an individual. Until the employee is confident to conduct their duties, the employee is under the supervision of their senior colleagues.
Off-the-job training is a type of professional development that is available to employees. According to Nwachukwu (2000:110), this is also known as vestibule training, and in this training, the employee is taught how to perform his work in a similar situation utilizing the same equipment that he or she will use on the job site.Conferences, role playing, lectures, sensitivity training are examples of off-the-job training. This method of training is also used in the organisation I’m engaged in, employees are in a class room setting where lectures are conducted for certain subjects of the job role, their are mock rooms for employees to get used to the job site setting and hands on training is given when it comes to using equipment that will be used on the job. This training is conducted by experts and professionals and is well organised making the training more effective.
In general, all training and development approaches aim to either improve an individual's current job performance or build new abilities for a current or future career. However, according to Nassazi (2013), it not only improves knowledge, skills, and attitudes, but it also gives the following benefits: It boosts staff motivation, confidence, and morale. (2) It fosters a sense of safety, which decreases employee turnover and absenteeism. (3) It improves employee participation in the change process by equipping them with the skills they need to adapt to new and difficult situations. (4) It provides opportunities for recognition, increased compensation, and advancement.
According to Wanger (as cited by Jehanzeb and Bashir, 2013), the Association for Talent Development in America found that there is a relationship between financing in employee training and development programs and higher revenues from stock market. Organisations that spent an average of $1,575 per person on learning saw a 218 percent gain in revenue per employee and a 24 percent increase in gross profit. As a result, training and development programs assist firms in retaining personnel, differentiating themselves from competitors, enhancing their image as a top employer in the labor market, and raising overall organizational effectiveness. To boost employee performance, every organization must adopt relevant and effective training and development programs. As a result, firms that proactively implement staff training and development programs see favorable outcomes from those who participate (Jehanzeb & Bashir, 2013).
The
following research’s had been done to show the effectiveness of training and
development
(IMBULANA, 2013) Srilanka's telecom sector was the subject of this study. The major goal of this research was to see how training and development affected employee performance. The value of training and development was investigated in this study. The primary focus of this study was to determine whether there is a link between training and development. Training and development make a significant contribution to any workplace. It enhances the quality of work, as well as the efficiency and effectiveness of the organization.
(GUNU, 2013) Employees who participate in more training and development programs demand less supervision and assistance. As a result of training, employees' knowledge and talents develop, and they are better able to execute the company's tasks. Workers must be skilled in order for planning and improvement to have a significant impact on authoritative execution, according to the study.
References
Appiah, B., 2010. The impact of training on employee performance: a case study of HFC Bank (Ghana) Limited (Doctoral dissertation).
Bee-Lan Lok, Ming-Yu Cheng and Chee-Keong Choong (2021). The Relationship between Soft Skills Training and Development, Human Resource Outcome and Firm Performance. International Journal of Business and Society, 22(1), pp.382–402.
Elnaga, A. and Imran, A., 2013. The effect of training on employee performance. European journal of Business and Management, 5(4), pp.137-147.
Gunu, U., Oni, E., Tsado, E. and Ajayi, O., 2013. Empirical study of training and development as a tool for organizational performance: Case study of selected banks in Nigeria. Kuwait Chapter of Arabian Journal of Business and Management Review, 2(10), pp.78-87.
Gamage, P.N. and Imbulana, L., 2013. Training and development and performance of employees: Evidence from Sri Lanka Telecom. International Journal of Marketing, Financial Services & Management Research, 2(9), pp.12-24
Jehanzeb, K. and Bashir, N.A., 2013. Training and development program and its benefits to employee and organization: A conceptual study. European Journal of business and management, 5(2).
Khan, R.A.G., Khan, F.A. and Khan, M.A., 2011. Impact of training and development on organizational performance. Global journal of management and business research, 11(7).
Majeed,
A. and Shakeel, S., 2017. Importance of
Training and Development in the Workplace. International Journal of
Scientific & Engineering Research, 8(4), pp.498-504.
Mohd, I.H., Julan, J. and Tuan Besar, T.B.H. (2020). Strategic Training and Development: The Impact on Employees’ Performance. Journal of International Business, Economics and Entrepreneurship, 5(2), p.80.
Mohamud, A.M., 2014. The effect of training on employee performance in public sector organizations in Kenya. The case of NHIF Machakos county (Doctoral dissertation, University of Nairobi).
Nassazi, A., 2013. Effect of Training on employee Performance from Uganda. International Journal of Human Resource Management, 13(7), pp.1119-1145.
Nwaeke, L.I. and Obiekwe, O., 2017. Impact of manpower training and development on organizational productivity and performance: A theoretical review. European Journal of Business and Management, 9(4), pp.153-159.
Nwachukwu, C.C., 2000. Human resources management. Port Harcourt: Davidstone Publishers Ltd.
Ashanthi, I agree with the comments above. Employee performance depends on many factors such as work satisfaction, knowledge, and management, but there is a close relationship between education and performance (Chris, 2010). This shows that employee performance is critical to the performance of the organization and that employees need training and development to improve performance. Training is a great opportunity to broaden the knowledge base of all employees, but many employers find development opportunities costly in today's environment. Despite the potential shortcomings, training and development benefits individuals and the organization as a whole, making costs and time a valuable investment. (Graesser, 2017)
ReplyDeleteYes, Chamara. Agreed. Companies must boost their training and development costs due to the shortcomings of vocational training and educational institutions in some nations (Vo and Hannif, 2012). Nevertheless, employers investing on employees is seen as an asset as this gives organizations an advantage for optimal performance.
ReplyDeleteHi Ashanthi, I agree with the descriptive contents of the post. According to Cole (2002) having training it enhances skills, knowledge, abilities and competencies and eventually employee performance in organizations.
ReplyDeleteTraining and development means providing a variety of educational methods and programmes to employees to improve their performance and self-fulfilment (Ampomah, P. 2016).
It not only enhances skills, employees who receive positive training may experience less anxiety or dissatisfaction, which most employees have encountered on multiple occasions during their careers (Cheng & Ho, 2001). Thus improving performance and self fulfilment.
ReplyDeleteHey Ashanthi, I agree with your blog. Despite a significant degree of academic and practitioner interest the topic of talent management remains underdeveloped. A key limitation is the fact that talent management lacks a consistent definition and clear conceptual boundaries. The specific contribution of the current paper is in developing a clear and concise definition of strategic talent management. We also develop a theoretical model of strategic talent management. In so doing we draw insights from a number of discreet literature bases. Thus, the blog should aid future research in the area of talent management through (1) helping researchers to clarify the conceptual boundaries of talent management and (2) providing a theoretical framework that could help researchers in framing their research efforts in the area. (Lewis, R.E. and Heckman, R.J., 2006)
ReplyDeleteWell explain Ashanthi, but I would like to add few more things. Employee performance impacts the bottom line of an organization. For this reason, it is the responsibility of organizational leaders to be aware of the importance of training and development’s impact on the performance and evaluation of employees. Employee training and development assists the organization and employees in attaining diverse goals, such as improving morale, sense of security, employee engagement, and overall competencies necessary to perform a particular job. In addition, organizational leaders should use systematic approaches for assessing employee performance, which outcomes are usually determined on personal, organizational, environmental, motivation, skill level, aptitudes, or role perceptions factors. With suitable training and development opportunities, as well as effective employee performance assessment approaches, employees will be capable of assisting the organization in achieving its competitive posture in today’s global market (Rodriguez and Walters, 2017).
ReplyDeleteHi Dinith. Well said and informative. A company that systematically trains and develops its employees develops its market value more favorably ( Felicity, Eric & David, 2013).
DeleteAgreed with you Ashanthi , Another place where the value of training and development can be evident is in employee productivity.(Jehanzeb & Bashir, 2013).
ReplyDeleteEffective training and development programs help employees perform more productively.
Yes, Maheshani. Huselid (1995) discovered that employee education and development have a considerable impact on staff productivity as well as short and long-term indicators of organizational performance.
ReplyDelete