Importance of Training & Development for Employee Performance: Insights and Best Practices

 

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Human resource (HR) is the most critical factor that decide the prospectus of an organization. Workers are the most important resource of each organization as they can represent the deciding moment of an organization's notoriety and can unfavourably impact benefit. Today Human Resource Management (HRM) requires being strategic partner in the organization by aligning the HR role with their vision, mission, & strategic goals of organization. HRM expects to add value by utilizing of employees & employee programs by improving abilities, knowledge and skills of the gifted workforce be a major source of competitive advantage in a global market (McKinsey, Quarterly (2006)). In the present focused and dynamic condition, proficient and compelling overseeing of HR is crucial. Because of that reason present day organizations upgrade their thought on Human Capital Investment.

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Concept of Training

Training is usually key requirement which takes place to contribute for enhancing effectiveness and efficiency of an organization. “Training is a process whereby people acquire capabilities to aid in the achievement of organizational goals” (Mathis and Jackson, 2000). As noted by Gordon (1992), Training is a planned, systematic activity and its results enhance level of skill, knowledge and competency that are necessary to perform work effectively. According to Nwachukwu (1988), “training is the organizational effort which is been aimed at helping an employee to acquired basic skills required for the efficient execution of the functions for which he/she was hired”. According to Nankervis, et al (1999), training defined as any procedure which started by an organization to encourage learning among organizational employees.

 Training is arranged intercession with the goal of expanding segments of individual job performance (DS Chiaburu, AG Tekleab, 2005). Training is a productive device for upgrading one’s job satisfaction and grater work adjustment with the admiration of the top management for better worker performance (Rowden, 02 December 2002). As noted by Cambell (1971), Training improves the ability level of technical employees inside brief time learning period to achieve goals and create managers to develop inside lengthy time learning period to achieve more extensive goals. Training usually use to teach for operational or technical employees how to operational or do the job for which they were hired. (Ricky, 2013).

 Importance of Training and Development

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Training is a weapon of today organizations to pick up the upper hands. Organizations can accomplish a several benefits including worker commitment, collective empowerment and high job satisfaction (Ajibade, O. S., & Ayinla, K. N, 2014). Organizations can achieve higher productivity & grater quality of work output by utilizing trained employees than untrained employees.

With the help of training, employees can increase their competency level both quality & quantity of performance of a job. Innovations is the style of progression in today business organizations. Through training employees can be obtained new skills, process required theoretical knowledge & creative thinking of their operations. Moreover, training help to create better safety working environments & help maintain zero accidents. According to Anonymous (1998), Training is basic to build productivity and motivation level of employees by clarifying them valuation of their job role and encourage them giving fundamental details to perform job. 

According to Cole (2001), employees can obtain High morale, better economic scale by producing lower cost of production, enhance sense of security at the workplace through lower turnover and absenteeism, willingness to accept organizational changes, enhanced employee responsibility and higher payments & promotions opportunities as benefits of training.

Employees are more worried about their occupational performance, then they looking chances to build their profession through preparing with high employment involvement. Because of above; organization can maintain lower labour turnover. In addition, if employee is given poor training, their morale will be decrease. Greater attitudes of employee on training can build a great collaboration & organizational loyalty.

Conclusion

There are many ways of overcoming deficiencies in employee performance at work, and training is one of them. The finding of the study shall be crucial both practical & theoretical way. Therefore, the company reserves more monetary sum for training programs from their financial plan to accomplish the higher employee performance.

 

References

 Ajibade, O. S., & Ayinla, K. N, 2014. Investigating the effect of training on employees - An empirical study of a discount house in Nigeria.

DS Chiaburu, AG Tekleab, 2005. Individual and contextual influences on multiple dimensions of training effectiveness.

Mathis and Jackson, 2000. Impact of Training and Development Programs on Employee Performance.

McKinsey, Quarterly (2006). An executive take on the top business trends. a McKinsey Global Survey.

Robert L. Cross, R. D. M. a., 2006, August 1. Mapping the value of employee collaboration. As collaboration within and among organizations becomes increasingly important, companies must improve their management of the networks where it typically occurs.

Rowden, R. W., 02 December 2002. The relationship between workplace learning and job satisfaction in U.S. small to midsize businesses.

Somasundaram, U. V., 2004. Training and Development: An Examination of Definitions and Dependent Variables.