Employee Training and Development

  EFFECT OF INDUCTION TRAINING TO EMPLOYEES JOB SATISFACTION   Figure 01: Theoretical Framework      Source: ( Leidner D. E,2006).   Induction training In the present era, one of the most important considerations of organization’s human resource is the induction training program. To welcome the new employees in the organization, it is just not enough to give then induction pack, which will have the rules, regulations, policies etc. and some other important information regarding their support or to know the organization. There must be the thing which will be under employee interest too. Thus, induction training is much ignored part in the organizations. Induction training is the one of the first processes and support by the organization, as it is considered very helpful for new employee to settle down in the organization. For this purpose, organizations first must know about what important things this process should have in it. Literature states ...

  Induction Program Armstrong (2017) defined Induction as the process of receiving and welcoming new employees when they first join the company and giving them the basic information, they need to settle down quickly and happily and start work. He extended the concept by arguing that “a new employee when arriving to a new work station is totally a stranger, so he/she needs to get all information about the organization, co-workers and the specific job he/she had employed for with the remunerations associated with. Lin and Hsu (2017) define Induction as the procedure for providing new employees with basic background information about the firm and the job. It is more or less, considered as one component of the employer’s new-employee socialization process. He further noted that for new employees’ work performance depends to a great extent on knowing what they should or should not do and understanding the right way to do a job is a measure of effective socialization.   Leadin...

  Employee Performance Evaluation Conceptualized Employee performance evaluation is an important element in enhancing the quality of work (Shaout & Yousif, 2014). It is one of the most applied techniques organizational leaders use in the workplace (Long, Kowang, Ismail, & Rasid, 2013). According to Kirovska and Qoku (2014), it is a formal, structured system of assessing the characteristics of employee behaviour in regards to outcomes. It is a process that examines particular performance objectives over a period of time. Nassazi (2013) mentioned that the frequency is usually determined based on resource capability and objectives to be assessed. Such objectives may be categorized as developmental or administrative. The developmental objectives are focused on providing feedback, recognizing strengths and weaknesses, identifying goals, classifying training needs, improving communication, and providing time for employees to voice their concerns. The administrative objectives a...

  Intentions of Employee Training and Development Employee training and development occurs at different levels of the organization and helps individuals in attaining diverse goals. According to Elnaga and Imran (2013), this effort assists individuals in decreasing their anxiety or frustration encountered in the workplace. When a task is not properly performed and the end results are not perceived as expected, the individual may not feel motivated to keep performing (Asim, 2013). Employee training and development is a vital component of Human Resources planning activities, because it not only maximizes the returns of individuals, but it may also attract better talent to the organization (Bapna, Langer, Mehra, Gopal, & Gupta, 2013). Comprehensively, it develops the thinking abilities and creativity of individuals for better decision making, customer service, complaints handling, and overall self-efficacy (Elnaga & Imran, 2013).   According to leading shoe manufactu...

  EXAMINING DEFINITIONS OF TRAINING AND DEVELOPMENT:   The definitions were examined for areas of focus, core element and a dependent variable or outcome. All of the definitions had at least one area of focus, core element and dependent variable and some definitions had more than one area of focus and dependent variable. The major categories developed form the area of focus and dependent variable are: (Laird, 1985). • Develop or gain knowledge • Develop or gain skills • Improve performance • Improve organizational efficiency.   The dependent variables listed above overlapped with the area of focus and core elements in the definitions. To understand the three major areas of focus, and dependent variable - knowledge skills and performance and their contribution to training and development has been discussed below. (Galaagan, 1994)   Knowledge According to Swanson and Holton (2001) knowledge is defined as the intellective mental components acquired a...

  Employee Training and Employee Productivity Training has been invaluable in increasing productivity of organizations. It does not only enhance employees resourcefully, but also provides them with an opportunity to virtually learn their jobs and perform more competently. Hence, increasing not only employees’ productivity but also organizations’ productivity. Various researches indicate the positive impact of training on employees’ productivity. Training as a process is one of the most pervasive methods to enhance the productivity of individuals and communicating organizational goals to personnel (Ekaterini & Constantinos- Vasilios, 2009). Also added by Lowry, Simon & Kimberley (2002), training is a way of enhancing employee commitment and maximizing employee potential. Training affects employees’ behavior and their working skills which results into employees enhanced performance as well as constructive changes (Satterfield & Hughes, 2007).   Following figure e...

  THE IMPACT OF EMPLOYEE TRAINING AND DEVELOPMENT ON EMPLOYEE PRODUCTIVITY   As organizations try to survive in the turbulent dynamic market, strong emphasis must be laid on human capital in order to be competitive and financially solvent. However, there are other factors that affect organizations’ success; organizations must possess productive (i.e. effective and efficient) employees. In addition, organizations differentiating on the basis of human capital due to its intangible characteristics such knowledge, skills and motivation of workforce increasingly sees it as invaluable in order to remain sustainable in the market. Thus, organizations should have employees that have capability of adjusting to swift dynamic business environment. (Paradise.A, 2007). In an environment where there is high uncertainty tends to present organizations with high risk, the knowledge of business and market intelligence present organizations with a reliable competitive advantage over those th...