1. The benefit of the Effective of Learning and Training
for Employees
Organizations and employees derive many benefits from
training and development programs.
1.1 Individual employee benefits
1.1.1 Improve career abilities
Employees learn the soft and technical skills required by
individuals’ jobs. In the last 30 years, unemployment is at the lowest rates
which are not beneficial for the workers to start a new job if opportunities
for growth are fewer (Dobbs, 2000). Fresh university graduates mostly
considering for a steady which provides qualifier training programs to the
employees, but this idea is risky for organizations to lose freshly trained
employees with a couple of years (Feldman 2000). Furthermore, helping employees
to improve their skills and knowledge to cope with future requirements, lead to
job satisfaction.
1.1.2 Employee Satisfaction
Happy employees are extremely important because they
represent the company to the public. Satisfaction, however, is not linked solely
to compensation. Sure, a raise or benefits will probably improve employee
contentment, at least temporarily, but small, inexpensive changes can have a
long-term impact. Organizations that are willing to spend money on their
employees, give value to work with those organizations, even though that
investment eventually benefits the organization (Inc.com, 2018).
Organizations that are providing the training and development programs for
their employees are achieving a high level of employee satisfaction and low
attrition (Wagner, 2000). Training and development increase the organization’s
reliability for the reason that employees recognize their organization is
valuing an employee's future career (Rosenwald, 2000).
1.1.3 Employee Performance.
Employee Performance is employee productivity and output as
a result of employee improvement. It goes without saying that the success of
your company largely depends on how well employees perform their tasks. We
would not be the first company to struggle with defining what that looks like.
Employee performance will finally affect organizational effectiveness. Training
effects on the behavior of employees and their working skills which effected by
enhanced employee performance and further creative changes (Satterfield and
Hughes, 2007) that serve as increase worker performance (Kraiger, 2002). During
an analysis concerning performance in India, Barber (2004) originates that
on-the-job training headed to superior novelty and inherent skills.
Professional and technical skills are very essential for the employees to
perform a job in an effective way. Providing training opportunities for
employees can better the performance of the employees.
1.2 Organizational benefits
1.2.1 Market Growth
Employee learning and training programs are important for
any organization to stay competitive in the market. Though it is costly for the
organization to spend the money on its employees this investment is positive
for the organizations to hold the place in the market. American Society for Training
and Development mentioned two motives that are significant for employee’s
knowledge, first employees identify the worth of training and marketable by the
organization and second CEOs of the companies understand that how fast
information is transferring in the current business environment (Fenn, 1999).
Organizations are required to develop and maintain such a learning and
development environment for employees that expand the knowledge of the
organization and competitive ability. (Greengard, 2000)
1.2.2. Organizational Performance
Training has been defined as a primary contributing factor
to organizational effectiveness (Schuler and MacMillan, 1984). Consideration of
this topic recommends that investment in learning and training development
program can be justified by the impact it creates to developed individual and
organizational effectiveness (Bartel, 2000)
1.2.3. Employee Retention
Employee retention is a challenging notion and there is no
particular method to retain employees with the organization. Right away, we've
faced a number of challenges to tackle on top of our daily responsibilities.
Not only do we have to find a replacement for such a talented team member, but
skilled professionals are also in high demand, as they are today. But you also
have to consider the impact this departure will have on the rest of the staff
in an organization.
Whenever someone walks out the door, people notice. Some
will even start wondering if they should start looking for a new job, too.
That's why employee retention and employee job satisfaction should be high on
every organization's list of priorities, and why creating effective retention
strategies to decrease turnover should be one of management's most important
jobs. Read on for our tips on building strategies that are right for your
company. Several organizations have revealed that one of the characters that
help to retain employee is to offer them opportunities for improving their
learning (Logan, 2000). Thus, it has confirmed that there is a strong relationship
between employee training and development, and employee retention (Rosenwald,
2000).
Reference
|
Barber J. (2004).
Skill upgrading within informal training: lessons from the Indian auto
mechanic. International Journal of Training and Development, 8,pp.28–39.
|
|
Bartel, A.P. (2000).
Measuring the Employer’s Return on Investment in Training. Evidence from the
Literature. Industrial Relations, 39(3), PP.502–524.
|
|
Dobbs, K. (2000).
Tires Plus takes the training high road. Training, 37 (4), 56-63.
|
|
Feldman, D. (2000).
The Dilbert syndrome: How employee cynicism about ineffective management is
changing the nature of careers in organizations. American Behavioral
Scientist, 43, pp.1286-1301.
|
|
Fenn, D. (1999).
Corporate universities for small companies. Inc, 21 (2), 95-96.
|
|
Greengard, S. (2000).
Going the distance. Workforce, 79 (6), 22-23.
|
|
Inc.com. (2018). 7
Ways to Improve Employee Satisfaction. [online] Available at:
https://www.inc.com/guides/201105/7-ways-to-improve-employee-satisfaction.html
[Accessed 8 Oct. 2018].
|
|
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
|
|
Logan, J. K. (2000).
Retention tangibles and intangibles: More meaning in work is essential, but
good chair massages won’t hurt. Training and Development, 54 (4), pp.48-50.
|
|
Rosenwald, M. (2000,
October 15) Working class: More companies are creating corporate universities
to help employees sharpen skills and learn new ones. Boston Globe, H1.
|
|
Rosenwald, M. (2000,
October 15) Working class: More companies are creating corporate universities
to help employees sharpen skills and learn new ones. Boston Globe, H1.
|
|
Satterfield J. M,
Hughes E. (2007). Emotion skills training for medical students: a systematic
review. Medical Education, 41:935–41.
|
|
Schuler, R.S., and
MacMillan, I.C. (1984). Gaining Competitive Advantage through Human Resource
Management Practices. Human Resource Management, 23, 3, 241–255.
|
|
Wagner, S. (2000,
August). Retention: Finders, keepers. Training and Development, 54 (8), 64.
|
Well done Gayanee. Your blog has been covered important key aspects of Learning and development which is vital for any organization. I believe that employees will leave their work place when they are no longer leaning and development. Even old employees or new employees it is essential to arrange a training sessions to increase their Morales. Employee development is a shared responsibility of management and individual employees.
ReplyDeleteSeylan Bank is allocating training programs for their employees when they giving yearly appraisals. Every organization should identity the necessity of training and development for their employees to increase the productivity and the motivations.
Thank you for your comment Udeni, It is very difficult for an employee to perform well at the job place without any per-training (Thomas N. Garavan, 1997).The Seylan bank is identified training needs of the employees and provide per-training for their employees. Trained employees perform well as compared to untrained employees (Partlow, 1996; Tihanyi etal.,2000; Boudreau et l.,2001).
DeleteI agree with your idea about learning and training. It is one of the major factors that could help to increase the productivity of the organization directly or indirectly. I accept your statement about connecting the training and learning with the performance appraisal. According to Paul, Abeguki, Hezekiah and JoyIfiavor (2014), the performance appraisal will be helpful to identify the areas where the employees need to be trained. Therefore, for an effective training and learning procedure I recommend the organization should do a proper systematic performance appraisal first.
ReplyDeleteThank you for your comment Vayanga. I agree with you. Performance Appraisal has been considered as the most significant an indispensable tool for an organization, for the information it provides is highly useful in making decisions regarding various personnel aspects such as promotion and value increases.
DeleteThat employee performance is the Important factor and the building block which increases the performance of overall organization. Employee performance depends on many factors like job satisfaction, knowledge and management. But there is a relationship between training and performance (Chris Amisano,2010).This shows that employee performance is essential for the performance of the organization and the training & development is advantageous for the employee to improve their performance. Therefore, the purpose of this study is to show the impact training & development on the employee performance
Dear Gayanee , You have clearly mentioned effectiveness of Training and Learning to the Company and also Employee , Thus Training presents a prime opportunity to expand the knowledge base of all employees, but many employers in the current climate find development opportunities expensive. Employees attending training sessions also miss out on work time which may delay the completion of projects. However despite these potential drawbacks, training and development provides both the individual and organisations as a whole with benefits that make the cost and time a worthwhile investment. The return on investment from training and development of employees is really a no brainer (Stone , 2002)
ReplyDeleteThank you for your comment Ajantha, In addition Bartel (1994), reports that there is a positive correlation between effective training program and employee productivity, however to make it achievable, (Swart et al., 2005), it is the responsibility of the managers to identify the factors that prevents training program effectiveness and should take necessary measures to neutralize their effect on employee performance
DeleteHi Gayanee , Well descriptive Blog on the Effectiveness of Learning and Training for Employees . I totally agree with your explanations ,where the Effective training practices should establish to gain the expected outcome ,benefits from particular training or training programs . The focus of the training should be to develop transferable skills. The training should be evaluated on the basis of the extent to which it has achieved its purpose (Armstrong and Taylor , 2014) .Lack of Effectiveness of the Learning and Training processes incur only a cost to the organization .
ReplyDeleteAs I agree with your comment Kasun , However it is costly to give training to the employees. But in the long run it give back more than benefits to organization. (Flynn et al.,1995; Kaynak, 2003; Heras, 2006). All organizations should develop its employees according to the need of current situation. So that they could compete with their competitors (Carlos A. Primo Braga, 1995)
DeleteHi Gayanee,
ReplyDeleteInteresting Topic & Valuable content. As you share Learning and training increase the stress level of employee instead of Motivation is very important and valid point. In present working environment this reason can be seen amply and all employers must pay their attention on this. Because Business success is based on many factors and the most important to have competent, skillful and motivated workforce. These skills, competencies, knowledge and motivation can be enhanced through training (Adam, 1963). Therefore training and learning must be designed in order to increase the motivation
Further Swart et al, says organizations are needed to retain human asset by keeping them motivated through effective trainings for further development and to enhance their skills for betterment and success of the company (Swart et al, 2005)
Dear Gayanee,I highly agreed with you as you have mentioned Training is an Investment which gives long term benefit to both employee and the organization.Employee training and development has emerged as a major educational enterprise over the past three decades. This increase is associated with a demand in the workplace for employee at all levels to improve performance in their present jobs to acquire skills and knowledge to do new jobs, and to continue their career progress in a changing world of work(Armstrong,2001).Training effects employee's job performance positively. Training is a motivational factor which enhances the knowledge of the employee towards the job by which employees become proficient in their jobs and they become able to give better results.Training has direct relationship with the employees' performance. A significant relationship was found between the employees training and their resultant performance in accomplishing different tasks. By the help of training employees become proficient in their jobs and they become able to give better results(Bhat,2013).
ReplyDeleteGood work Gayanee.Training should have a purpose — To inform, to teach, to improve, and to teach Introducing evaluation and tying it to performance will identify if learning has occurred during and after training, and if job performance improvements have been realized. Measuring improvements in job performance will also provide valuable data for measuring the cost-benefits to the organization.No programs are developed and implemented unless they are guaranteed to produce results that are identified as critical to the organization.
ReplyDeleteHi Gayanee, this is a very comprehensive blog. Training is a long term investment for any organization and it will enhances company reputation and profile by having a strong and successful training strategy helps to develop your employer brand and make your company a prime consideration for graduates and mid-career changes. Training also makes a company more attractive to potential new recruits who seek to improve their skills and the opportunities associated with those new skills (International Journal of Management and International Business Studies, 2014).
ReplyDelete