Drawbacks of ineffective training programs

3. Drawbacks of ineffective training programs

Learning and training for an employee are essential for any business, employers should consider potential drawbacks that training employees can have on the company, existing staff, and bottom line. Companies can use several ways to train employees, such as on-the-job training or classroom training. Selecting a training method, employers facing the advantages and disadvantages of training and development.

3.1 Advantages of training employee

3.1.1 Employee turnover rate.

The training has the potential to change the turnover thoughts and is an important factor that helps in originating the intentions of turnover (Kyndt et al., 2009). Those employees that are highly committed to the organization have lower turnover thoughts. Training basically brings an association between commitment and retention (Abdulkadir et al, 2012) has considered training as an investment, the organization bears the whole expenditures of training employees which eventually act as an investor and expect a return in the form of commitment and retention from employees. Training elevate commitment and retention rate when employees consider it as an investment and force them to offer a return to the organization. According to Sahinidis and Bouris (2007), training is a long term investment in the skills of employees. Training is not a tool to polish the current skills of employees but to prepare employees for future impacts from competitive forces. This kind of training boosts the commitment and employees think that organization is opening doors to our success. This sense eliminates the thoughts or intentions to quit from employees' mind and force them to retain. Fheili (2007) has stated that employee turnover is a major human capital risk for an organization, which needs to be catered. Organizations that provide training that is specific in nature applied only to the specific work within the organization that makes the employee's specialists, not generalists. By doing this Organization limits the employment opportunities and leads to the development of committed employees and will eventually affect the retention rate.

3.1.2 Reduce long-term staffing cost

When employees having better training, then the company can improve productivity and the bottom line. Training new employees, the company has to pay for more initial training costs. Effective learning and training allow the employer to lower companies' long-term staffing cost because the satisfied employees are less to looking for new employments (Gaille, 2016 ; Lionbridge, 2014).

3.1.3 Increasing product knowledge

If employees have better product and technology awareness, productivity could be increased and further to do constructive changes (Satterfield and Hughes, 2007). Employees share their product knowledge and experience with others, then performed employees could be in a better position in the company (Kraiger, 2002). And they would have good job satisfaction.

3.1.4 Working with the team

When employees training together it creates a common goal and vision. All employees work to a common goal have created relationships that are necessary for a team to co-exist in a meaningful way. Effective training programs train an employee to properly do their job, this builds relationship among the team (Gaille, 2016 ; Lionbridge, 2014).

3.2 Disadvantages of training an employee

3.2.1 Training Cost

Today most of the organizations have built up different programs for the training and development of their employees. Generally, companies offered education reimbursement package to their employees so that they can improve their knowledge and education. It has been found by the Corporate University that almost 10 percent of employees are entitled to this benefit (Rosenwald, 2000). It is the most expensive method of developing an employee’s skills and knowledge in the present situation. As a result, many organizations conduct in-house training programs for their employees that are more beneficial and cheap. The training section of the organization attempts to concentrate on particular job proficiency whereas the corporate department is positive with an additional strategic approach. Training and development program is a planned education component and with an exceptional method for sharing the culture of the organization, which moves from one job skill to understand the workplace skill, developing leadership, innovative thinking and problem resolving (Meister, 1998). Employee development programs include a variety of teaching techniques, schedule, and helping a learning environment that ensures employees to improve their skills and later apply to their jobs (Gerbamn, 2000).

3.2.2 Compositors take skills

If the organization spends money to train a new employee and new member resigns to join a competitor, then the organization has spent money on a competitor. The employee can join any other company with new skills and techniques. Employees' career development should be established on a bright career path which employees can easily accept and gave it worth (Nunn, 2000).

3.2.3 Increased Stress

Many organizations offer continuous training to their employees. Generally, continuous training is a good idea as it keeps employees up to date on new trends and also keeps them knowledgeable in their particular area of work. However, companies go overboard by requiring their employees to complete an unrealistic number of hours of ongoing training. This level of over-training can become very stressful for employee overtime. And when employees are stressed, job performance goes down.

Reference

Abdulkadir, D. et al., (2012). Effects of Strategic Performance Appraisal, Career Planning and Employee Participation on Organizational Commitment: An Empirical Study. International Business Research, 5(4), 124-133.

Fheili,  M.,  (2007)  Employee  turnover:  an  HR  risk  with  firm-specific  context. Journal of Operational Risk, 2(3), 69-84.

Gaille (2016), 10 Pros and Cons of Training Employees[online] Available at https://brandongaille.com/10-pros-and-cons-of-training-employees/, [Accessed on 20 September 2018]

Gerbman, R. V. (2000). Corporate Universities 101. HR Magazine, 45 (2), 101-106.

Kraiger K. (2002). Decision-based Evaluation. In Creating, Implementing, and Maintaining Effective Training and Development, State-of-the-Art Lessons for Practice, 1st ed. K Kraiger, pp. 331–75. San Francisco, CA: Jossey-Bass

Kyndt,  E.  et  al.,  (2009).  Employee  Retention:  Organizational  and  Personal Perspectives. Vocations and Learning, 2, 195-215.

Lionbridge (2014), Top 5 Training and Development Challenges [online] Available at http://content.lionbridge.com/top-td-challenges-address/, [Accessed on 20 September 2018]

Meister, J. C. (1998). Ten steps to creating a corporate university. Training and Development, 52(11), 38-43.

Nunn, J. (2000). Career planning key to employee retention. Journal of Property Management, 65 (5), 20-21.

Rosenwald, M. (2000) Working class: More companies are creating corporate universities to help employees sharpen skills and learn new ones. Boston Globe, H1.

Sahinidis, A. & Bouris, J., (2008) Employee perceived training effectiveness relationship to employee attitudes. Journal of European Industrial Training, 32(1), 63-76.

Satterfield JM, Hughes E. (2007). Emotion skills training for medical students: a systematic review. Medical Education, 41:935–41.