2. Research in Effective of Learning and Training for
Employees
Reviewing various studies following are areas of interest
• To investigate the importance of training.
• To identify the importance of employee performance.
• To investigate the relationship between Training and
employee performance.
In the fast-changing world of business and environmental
uncertainty, organizations realize its disadvantage of dealing with new
challenges (Tai, 2006). However further states that the organization should
invest in training programs to make their employees competent enough to face
uncertainties and take effective decisions in time, in order to remain
competitive in the market. Effective training is beneficial for the
organization in a variety of ways, such as it plays a vital role in building
and maintaining capabilities, both on an individual and organizational level,
and thus participates in the process of organizational change (Valle, 2000). Furthermore,
it indicates the organization's long-term commitment towards its employees and
increases the employee’s motivational level (Pfeffer, 1994). All these
contributions lead to an achieving competitive benefit (Youndt et al., 1996)
and to an improvement in employee performance and organizational productivity
(Bartel, 2000; Delery and Doty, 1996).
Training
Effective learning and training programs targeted
employees' performance. Training refers to improve the gap between the current
performance and the desired performance.
Employee performances
Other research work on productivity of worker highlighted
the fact that employees who are satisfied with their job will have higher job
performance, and job retention, than those who are not happy with their jobs
(Landy, 1985) Furthermore, it is stated that employees are more likely to leave
if they are not satisfied and hence demotivated. Employee performance is higher
in happy and satisfied employees and the management finds it easy to motivate
high performers to achieve organizational targets. (Kinicki and Kreitner,
2007). The employee could be only satisfied when they feel qualified to perform
their jobs, which is achieved through effective training programs.
The relationship between training and employee performance.
Most of the previous studies provide evidence that there is
a strong positive relationship between human resource management practices and
organizational performance. (Purcell et al., 2003). According to Guest (1997)
mentioned in his study that training and development programs, as one of the
essential human resource management practice, positively affects the quality of
the workers' knowledge, skills, and capability and thus results in higher
employee performance on the job. This relation ultimately contributes to better
organizational performance. Training has a distinct role in the achievement of
an organizational goal by incorporating the interests of the organization and
the workforce (Stone, 2002). Training is the most significant factor in the
business world because training increases the efficiency and the effectiveness
of both employees and the organization. Employee performance depends on various
factors. But the most important factor in employee performance is training
(Ghafoor et al., 2011).
Reference
Bartel, A.P. (2000). Measuring the
Employer’s Return on Investment in Training. Evidence from the Literature.
Industrial Relations, 39(3), PP.502–524.
Delery, J.E. and Doty, D.H. (1996),
Modes of theorizing in strategic human resource management: tests of
universalistic, contingency and configurational performance predictions,
Academy of Management Journal, 39(4), pp. 802-35
Ghafoor, R.A., Khan, F.A. & Khan,
D.M.A., 2011. Impact of Training and Development on Organizational Performance.
Global Journal of Management and Business Research, 11(7).
Guest, D. (1997), Human resource
management and performance: a review and research agenda, International Journal
of Human Resource Management, 8(3), pp. 263-76.
Kinicki, A. and Kreitner, R.
(2007),Organizational Behavior, McGraw-Hill, New York, NY.
Landy, F. W. (1985).The psychology of
work behavior, 3rd ed. Homewood, IL: Dorsey Press.
Pfeffer, J. (1994),Competitive Advantage
through People, Harvard Business School Press, Boston, MA
Purcell, J., Kinnie, N., Hutchinson, S.,
Rayton, B. and Swart, J. (2003),Understanding the People and Performance Link:
Unlocking the Black-Box. Research Report, CIPD, London.
Stone R J. (2002), Human Resource
Management 2nd Edition, Jhon Wiley & Sons.
Tai, W. T., (2006). Effects of Training
Framing, General Self-efficacy and Training Motivation on Trainees’ Training
Effectiveness, Emerald Group Publishers, 35(1), pp. 51-65.
Valle, R., Martı´n, F., Romero, P.M. and
Dolan, S. (2000), “Business strategy, work processes and human resource
training: are they congruent?”,Journal of Organizational Behavior, Vol. 21, pp.
283-97
Youndt, M.A., Snell, S.A., Dean, J.W.
and Lepak, D.P. (1996), “Human resource management, manufacturing strategy and
firm performance”,Academy of Management Journal, Vol. 39 No. 4, pp. 836-66.
Well done Gayanee, you have managed to capture the most important areas on learning, training and development. However, Return on Investment (ROI) measurement is one of the methods to evaluate the effectiveness of a training and development programme (Sachdeva*, 2014). Rohs (2004) has mentioned that Executives and Programme Directors that have watched their training budget raise without suitable accountability measures are now challenging a ROI on training investment.
ReplyDeleteThank you for your comment Bernadine. Why an organization invest for employee training, that trainings increase or develop the managerial skills (Robart and Frank, 1998).Organizations spending on training should increase on efficiency and cost control, because organization get more efficiency , effectiveness out of the training and development (workforce special report, 2006) .This shows that training increase the efficiency and the effectiveness of the organization.
DeleteDear Gayanee, The Learning and Training attracting the interests of corporations as a potential way to enhance training effectiveness. According to (Bachvarova et al, 2012), there are three factors which needs to be looked at when designing learning with corporate training;
ReplyDeleteThe current situation of modern organizations
The different stakeholders in corporate training
and
Relations between features and how they impact learning
Thank you for comment Ruwini. There are some factors which affect training effectiveness both positively and negatively (Punia & Kant, 2013). It also different from physical and financial investments, investment in training brings a distinct advantage to organizations because training enhances organizational performance. It does this through increasing the skills, motivation and knowledge of employees. Thus, the intellectual capital of organizations is increased. Moreover, it is argued that training within organizations creates a resource that is more valuable than any other, that is, committed employees (Jex & Britt, 2008).
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ReplyDeleteLearning and development(L&D) is one of the key areas that successful organization have made provisions on their Strategic Human Resources Management process. L&D directly affects individual productivity and performance which determines the firms success. Therefore the importance of cultivating a Learning culture among the organization is critically stated by Armstrong M,(2009,p.175-182)
ReplyDeleteThe blog successfully describes important arears where it is truly relevant to its topic in a complete manner.
As I agree with you comment Chaminda, effective training programs helps employees to get familiarity with the desired new technological advancement, also gaining full command on the abilities and skills required to perform at s particular job and to void on the job errors and mistakes (Robert, 2006).
DeleteHi Gayani , As you clearly described , While new techniques are under continuous development, several common training methods have proven highly effective. Good continuous learning and development initiatives often feature a combination of several different methods that, blended together, produce one effective training program.
ReplyDeleteHi Gayanee you have clearly identified effective learning and training can help the employee to gain efficiency through performance management. Reynolds (2004: 3) observed that: The simple act of observing more experienced colleagues can accelerate learning; conversing, swapping stories, cooperating on tasks and offering mutual support deepen and solidify the process... This kind of learning – often very informal in nature – is thought to be vastly more effective in building proficiency than more formalized training methods.
ReplyDelete