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 explains the relationship cycle of employee training and employee
productivity.
Figure
1: Relationship Cycle
Source
: Rohan & Madhumita (2012)
According to the figure 1, employee training and employee productivity has positive relationship. Well
trained employee gives better output for the organization. When we consider
about manufacturing-based organization, an employee who has one-year experience
about job has more productivity then the employee who has one-month experience.
Employee Development and Employee Productivity
Development programs worth investing so much into, as most successful organizations consider the progress of workforce and therefore invest in their training. This results to increase in skill and competence that improve morale and productivity (Sheeba, 2011). Thus, advancement opportunities do not only reduce absenteeism, but it increases employee’s commitment and satisfaction that helps reduce turnover (Atif et al. 2010).
For instance, when
organization conduct a training and development program for employees, it will
increase not only productivity but also increasing employee’s satisfaction and
decreasing work stress and absenteeism rate.
Discussion
Training and
development must be designed and delivered to meet the needs of all employees
in such a way that the employees will not be only productive but also be
satisfied. Training and development have a positive impact on the employees to
carry out their work more effectively, increasing their interpersonal and
technical abilities, team work, job confidence and work motivation (Kate
Hutchings, Cherrie J. Zhu, Brian K. Cooper, Yiming Zhang and Sijun Shao 2009).
Organizations
train and develop their workforce to the fullest in order to enhance their
productivity. Thus, knowledge, skill and abilities are determinants of
employees’ performance which organizations need to continuously invest in
wisely in order to improve their employees’ productivity. As supported by (Noe,
2006), organizations spend an enormous amount of money and time on training in
order to aid employee's learning of job-related competencies. Thus, it is
important to fully provide the results from training efforts (Dowling &
Welch, 2005).
REFERENCES
Atif
et al. (2010): “Employee Retention Relationship to Training and Development: A
Compensation Perspective”. African Journal of Business Management. Vol. 5(7),
pp. 2679-2685.
Dowling,
P.J., and Welch, D.E. (2005), International Human Resource Management: Managing
People in a Multinational Context. (4th Ed), (Mason, O.H: Thomson
South-Western.
Ekaterini
Galanou, Constantinos-Vasilios Priporas (2009): “A model for evaluating the
effectiveness of middle managers‟ training courses: evidence from a major banking
organization in Greece”. International Journal of Training and Development, pp
221-245.
Kate
Hutchings, Cherrie J. Zhu, Brain K, Cooper, Yiming Zhang and Sijun Shao (2009):
“Perceptions of the effectiveness of training and development of „grey-collar‟
workers in the People’s Republic of China”. Human Resource Development
International, Vol.12, No.3, pp 279-296.
Lowry,
D.S., A. Simon and N. Kimberley. 2002. “Toward improved employment relations
practices of casual employees in the New South Wales registered clubs
industry”. Human Resource Development Quarterly, Vol. 13, No1, pp 53-69.
Noe,
R.A., Hollenbeck, J.R., Gerhart, B. & Wright, P.M. (2006): “Human Resource
Management: Gaining a Competitive Advantage”. (6th Ed), (Boston,MA:Mc Graw
-Hill Irwin).
Rohan,
S. & Madhumita, M. (2012): “Impact of Training Practices on Employee
Productivity: A Comparative Study”. Interscience Management Review (IMR) ISSN:
2231-1513 Volume-2, Issue-2, 2012.
Satterfield
JM, Hughes E. (2007):” Emotion skills training for medical students: a
systematic review”. MedicalEducation, 41:935–41.
Sheeba
Hamid (2011): “A Study of Effectiveness of Training and Development Programmes
of UPSTDC, India – An analysis”, South Asian Journal of Tourism and Heritage,
Vol.4 (1).
Agreed on the content above Chathuri. Furthermore, According to Wang et al. (2006), the training program is divided into two parts, and the efficacy is assessed using both formative and summative methods while the summative method revolves around the results of the training program, the formative approach focuses on the training programs. In contrast, training senior employees is unsuccessful, which may be because various groups of establishment employees have different training motivations (Zwick,2013).
ReplyDeleteThank you Romeda for commenting my blog. According to Noe (2006) organizations train and develop their workforce to the fullest in order to enhance their productivity. Thus, knowledge, skill and abilities are determinants of employees’ performance which organizations need to continuously invest in wisely in order to improve their employees’ productivity. As supported by
DeleteIn the current business climate, it is important for organizations to stop losing performing employees because of declining job satisfaction and a lack of motivation to stay with the company for a long time. This is true as it relates to high job losses due to layoffs and retrenchment to create a lean organization. Employees who are motivated and content will pursue company goals with commitment (Risambessy et al 2012). if you can possibly add some benefits of employee motivation to your blog it may give high value to your blog.
ReplyDeleteThank you Zacky for giving your comment on my blog. I've add that point in anither blog article.
DeleteAbomeh & Peace, (2015) employee training enhances organizational productivity by providing employees with the necessary skills to meet deadlines and complete assignments ahead of specific deadlines, ensuring subsequent success in achieving organizational objectives. Training has a positive impact on employee productivity in the workplace.
ReplyDeleteThank you Sufiya for commenting on my blog. According to Lowry, Simon & Kimberley (2002), training is a way of enhancing employee commitment and maximizing employee potential.
DeleteEmployees are motivated and performance-managed leading to increased performance and productivity through training and development to meet organizational goals (Francis Boadu, 2014).
ReplyDeleteThank you Upul, training and development must be designed and delivered to meet the needs of all employees in such a way that the employees will not be only productive but also be satisfied. Training and development have a positive impact on the employees to carry out their work more effectively, increasing their interpersonal and technical abilities, team work, job confidence and work motivation (Kate Hutchings, Cherrie J. Zhu, Brian K. Cooper, Yiming Zhang and Sijun Shao 2009).
DeleteInteresting article Chathuri. For an employee to grow and develop through training is one key aspect of employee motivation. This in turn helps to develop a high performing workforce in the organization to drive productivity to remain competitive in the market (Sahoo and Mishra, 2012).
ReplyDeleteThank you Dehara. 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).
DeleteAgreed Chathuri, Moreover The productivity of organizations has greatly benefited by training. It not only increases employee creativity but also gives them the chance to digitally train for their tasks and do them more expertly. boosting both organizational productivity as well as employee productivity, Numerous studies show that training has a positive effect on employees' productivity. One of the most common ways to increase individual productivity and inform staff of corporate goals is through the process of training (Ekaterini & Constantinos-Vasilios, 2009).
ReplyDeleteThank you Insaff, development programs worth investing so much into, as most successful organizations consider the progress of workforce and therefore invest in their training. This results to increase in skill and competence that improve morale and productivity (Sheeba, 2011).
DeleteFurthermore, Training and development are processes that invest in people so that they are prepared to perform well. They are part of an overall human resource management approach that, ideally, results in people being motivated to perform (McDowall & Saunders 2010) (Oluwaseun, 2018)
ReplyDeleteThank you Farhan, 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).
DeleteGood article Chathuri. In my experience, the Organizational productivity has greatly benefited from training, to learn their duties and perform tasks more professionally, accurately and efficiently. One of the most pervasive ways to increase individual productivity and inform staff of corporate goals is through the process of training (Ekaterini & Constantinos-Vasilios, 2009).
ReplyDeleteAgreed Nirosha, training and development must be designed and delivered to meet the needs of all employees in such a way that the employees will not be only productive but also be satisfied. Training and development have a positive impact on the employees to carry out their work more effectively, increasing their interpersonal and technical abilities, team work, job confidence and work motivation (Hutchings, Zhu, Cooper, Zhang and Shao 2009).
DeleteInteresting article Chathuri. Moreover, training and development strategies nowadays are a great tool to prepare employees to function more effectively in teams as well and achieve better results. On variance, team training explains 20% of the variance in team performance (Salas et al, 2008) which is encouraging and goes on to show that team training also works.
ReplyDeleteThank you Tarishma, training and development must be designed and delivered to meet the needs of all employees in such a way that the employees will not be only productive but also be satisfied. Training and development have a positive impact on the employees to carry out their work more effectively, increasing their interpersonal and technical abilities, team work, job confidence and work motivation (Hutchings, Zhu, Cooper, Zhang and Shao 2009).
DeleteWell explained Chathuri. Adding further, 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).
ReplyDeleteThank you Manodya, 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).
DeleteThere are two major types of training, on-the -job training and off- the -job training as identified by Alo (1999):
ReplyDeleteOn-the-job training, is normally handled by colleagues, supervisors, managers, mentors' to help employees
adjust to their work and to equip them with appropriate job related skills Armstrong (1995) argues that on-thejob training may consist of teaching or coaching by more experienced people or trainers at the desk or at the
bench. It may also consist of individual or group assignment and projects and the use of team leaders and
managers.
According to Armstrong, on-the-job training is the only way to develop and practice the specific managerial,
team leading, technical, selling, manual, and administrative skills needed by the organization and it has the
advantages of actuality and immediacy as the individual works, learns and develops expertise at the same time
Thank you Gamage, according to Beach (1985) defines training as the organized procedure by which people learn knowledge and/or skill for a definite purpose. Training refers to the teaching and learning activities carried on for the primary purpose of helping members of an organization acquire and apply the knowledge, skills, abilities, and attitudes needed by a particular job and organization.
Delete