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 manufacturing company, employee training and development
provides the capabilities when individuals move from one assignment to another
of a different nature. It is necessary in providing high quality of work at all
levels in the organization. By providing core proficiencies and structure throughout
the employee training and development process, it increases the probability for
individuals to effectively deliver the mission, while supporting others in
creating a learning culture as part of the organization’s strategic goals. For
achieving organization goals, they provide training and development programs to
their employees from the induction program.
Training
and Development Needs and Common Approaches
The
needs for employee training and development may occur at any level of the
organization, such strategic, tactical or operational. Nassazi (2013) mentioned
that needs occurred at the strategic level are identified by senior leaders
based on organizational goals, mission, and strategy. Middle management is
responsible in identifying the needs at the tactical level with the cooperation
of other lines of businesses. Needs occurred at the operational level are
determined by leaders at lower levels of management, which are mainly focused
on individual’s performance and department-specific subjects. Leaders at all
levels of management are responsible not only for identifying the needs for
training and development, but also for selecting the best methods, approaches,
strategies, programs, implementation, and assessment venues to achieve expected
individual performance and organizational results. A vital element in the
process of identifying employee training and development needs is that all
needs should be relevant to organizational objectives. According to Wognum and
Torrington et al. (as cited by Nassazi, 2013), there are three categories of
identifying employee training and development needs:
(1)
Resolving problems that are focused on individuals’ performance.
(2)
Continuous improvement of working practices regardless of individual’s
performance issues.
(3)
Renewing the organization through innovations and strategic changes.
.png)
As per the leading shoe manufacturing company, they evaluate their employees through KPI once in three months, so that employee can improve their skills, performance and attitudes towards the training programs. And they promoting working as a team and brainstorming ideas. And providing rewards for innovative, creative ideas and following performance appraisal system also is maintained in this company.
REFERENCES
Asim,
M. (2013). Impact of motivation on employee performance with effect of
training: Specific to education sector of Pakistan. International Journal of Scientific
and Research Publications, 3(9), 1-9.
Bapna,
R., Langer, N., Mehra, A., Gopal, R., & Gupta, A. (2013). Human capital
investments and employee performance: An analysis of IT services industry.
Management Science, 59(3). 641-658.
Elnaga,
A., & Imran, A. (2013). The Effect of Training on Employee Performance.
European Journal of Business and Management, 5(4), 137-147
Nassazi,
N. (2013). Effects of training on employee performance: Evidence from Uganda
(Unpublished doctoral dissertation). University of Applied Sciences, Vassa,
Finland.
Through unique programs, services, capabilities, and products, organizations want to succeed. However, such components require the vision, development, implementation, and maintenance of skilled persons. Although investing in staff training and development might be a difficult undertaking for many executives, firms spend more than billion on this every year (Rodriguez & Walters, 2017). If possible, to add challenges of training and development, I hope it may make your blog much stronger.
ReplyDeleteThank you Zacky for suggesting another path. I will add that point also. According to Nassazi (2013) needs occurred at the strategic level are identified by senior leaders based on organizational goals, mission, and strategy. Middle management is responsible in identifying the needs at the tactical level with the cooperation of other lines of businesses. Needs occurred at the operational level are determined by leaders at lower levels of management, which are mainly focused on individual’s performance and department-specific subjects. Leaders at all levels of management are responsible not only for identifying the needs for training and development, but also for selecting the best methods, approaches, strategies, programs, implementation, and assessment venues to achieve expected individual performance and organizational results. A vital element in the process of identifying employee training and development needs is that all needs should be relevant to organizational objectives
DeleteTotally agreed, Employee Training and Developments has become a more powerful way to the success of businesses worldwide. Therefore, Organisations should invest in effective training and development programs to achieve both short term and long-term objectives (Nda and Fard, 2013).
ReplyDeleteThank you Sarasi for commenting on my blog. Elnaga & Imran (2013) mentioned that training and development develops the thinking abilities and creativity of individuals for better decision making, customer service, complaints handling, and overall self-efficacy.
DeleteAgreed on the above content Chathuri according to (Wilson, 2005) the history of training and how it came to excite. The goal of training in many crafts and guilds was to prepare enslaved apprentices to work for a number of years under the guidance of the master craftsperson. After some time, the apprentices pick up the abilities necessary for that job and create a sophisticated "Masterpiece" that incorporates a lot of what they have learned.
ReplyDeleteAgreed Tharaka, 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
DeleteAgreed with your content. According to Oluwaseun (2018), increasing of productivity, high return on investment, high employee satisfaction and retention and betterment of the organization culture identified as the benefits of employee training and development.
ReplyDeleteThank you Himanshu for commenting on my blog. 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).
DeleteGrate blog post Chathuri,The ingredients of motivation lie within all and the internalized drive toward the dominant thought of the moment (Rabby 2001) [1]. Motivation directly links to individual performance that gain to organization performance and as a catalyser for all individual employees working for an organization to enhance their working performance or to complete task in much better way than they usually do. Organization runs because of people working for it, and each person contributes toward achieving the ultimate goal of an organization
ReplyDeleteThank you Isuri, Motivation is defined as the power that triggers action that follows (Cheng, & Cheng, 2012). Furthermore, Motivation can be defined as everything that drives and sustains human behavior (Gard, 2001). Motivation is the process whereby goal‐directed activity is instigated and sustained (Pintrich, & Schunk, 1996).
Delete