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 that do not have
such (Jelena.V, 2007). Therefore, knowledge is turning to basic capital that
triggers development. The success of organizations is however dependent on its
knowledgeable, skilled as well as experienced workforce. Therefore, in order to
maintain sustainability, organizations must see continuous employee training
and development as invaluable. Training and development is very essential at
all employee levels, due to the reason that skills erode and become obsolete
over a period of time and has to be replenished (Nishtha. L and Amit. M, 2010).
Employee Training
Training
is the organized way in which organizations provide development and enhance
quality of new and existing employees. Training is viewed as a systematic
approach of learning and development that improve individual, group and
organization (Khawaja & Nadeem 2013).
For
instance, there should be employee training programs for each and every employee
of the organization. It would be enhancing the skills, knowledge and
performance of the employee and directly involve for the betterment of the organization.
Employee Development
Development refers to activities leading to the acquisition of new
knowledge or skills for purposes of growing. Organizations provide employees
with development programmes in order to enhance their capabilities. Employee
development is gaining an increasingly critical and strategic imperative in
organizations in the current business environment (Abdul. H 2011).
Thus, organizations need to invest in continuous employee development in order
to maintain employees as well as the organization success (Khawaja & Nadeem
2013).
Trained
and developed employee give better input for the organization. It will enhance
and upgrade the organization performance. The are asset for the organization.
Productivity as defined in Oxford dictionary (2007) is the
efficiency with which things are being produced. Employee productivity however
is the measure of output per unit of input economically. It is the log of net
sales over total employees (Rohan. S & Madhumita. M,2012)
For instance, in manufacturing organization, in one production
line output per one hour can be define as a productivity of that particular
production line. On the other hand, productivity of fixed deposit section of banking
sector can be measured as the number of fixed deposits that placed in the particular
day.
REFERENCES
Abdul Hameed Aamer Waheed (2011): “Employee Development and Its
Affect on Employee Performance A Conceptual Framework”. International Journal
of Business and Social Science Vol. 2 No. 13 [Special Issue - July 2011] 224.
Jelena Vemic(2007): “Employee Training And Development And The
Learning Organization”. Facta Universitatis Series; Economics And Organization
Vol. 4, No 2, 2007, Pp. 209 – 216.
Khawaja & Nadeem (2013): “Training and Development Program and
its Benefits to Employee and Organization: A Conceptual Study”. European
Journal of Business and Management. ISSN 2222-1905 (Paper) ISSN 2222-2839
(Online). Vol.5, No.2, 2013.
Nishtha Langer and Amit Mehra (2010), “How Training Jump-Starts
Employee Performance”, Indian Management, Vol 49 (6), pp: 14-18.
Paradise A. (2007): State of the Industry: ASTD’s Annual Review of
Trends inWorkplace Learning andPerformance. Alexandria, VA: ASTD
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.
I agreed. Organizations must recognize the value of ongoing staff development. Due to the fact that skills deteriorate and become outdated over time and must be replaced, training and development are crucial at all staff levels (Nda & Fard , 2013).
ReplyDeleteThank you Zacky. Khawaja & Nadeem (2013) mentioned that training is the organized way in which organizations provide development and enhance quality of new and existing employees. Training is viewed as a systematic approach of learning and development that improve individual, group and organization .
DeleteI agreed with your details, 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. Paradise (2007) mentioned that 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.
DeleteI agreed with the content, One of the most significant motivators used to assist people and businesses in attaining their short- and long-term goals and objectives is employee training and development. Along with improving knowledge, skills, and attitudes, training and development also has a number of other advantages. According to Nassazi (2013), the following are typical advantages of staff training and development. It boosts the motivation, self-assurance, and morale of workers.
ReplyDeleteThank you Prabuddha for commenting on my blog. According to Nishtha and Amit (2010) knowledge is turning to basic capital that triggers development. The success of organizations is however dependent on its knowledgeable, skilled as well as experienced workforce. Therefore, in order to maintain sustainability, organizations must see continuous employee training and development as invaluable. Training and development is very essential at all employee levels, due to the reason that skills erode and become obsolete over a period of time and has to be replenished .
DeleteGood Intoduction Chathuri, would like to share an impact on the above topic that Training and development is a crucial tool for increasing employee performance as well as their effectiveness, productivity, satisfaction, motivation, and innovation at work (Elnaga and Imran, 2013).
ReplyDeleteAgreed Azhar, 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 that do not have such (Jelena.V, 2007).
DeleteI agree with your content Chathuri. Training does not only enhance employees resourcefully, but also provides them with an opportunity to virtually learn their jobs and perform more competently.
ReplyDeleteHence, increasing not only employees productivity but also organizations’ productivity(Nda and Fard, 2013)
Thank you Hemantraj, training is the organized way in which organizations provide development and enhance quality of new and existing employees. Training is viewed as a systematic approach of learning and development that improve individual, group and organization (Khawaja & Nadeem 2013).
DeleteOrganizations provide development and improve the quality of both new and existing employees through organized training. Training is seen as a systematic method of learning and growth that enhances the performance of an individual, a group, and an organization (Goldstein& Ford, 2002) in Khawaja & Nadeem (2013). Therefore, the activities that a business engages in in order to expand are what ultimately result in knowledge or skill gain. hence enhancing the health and effectiveness of an organization, its human capital, as well as society at large. Training operates as an intervention to enhance an organization's products and services while combating the competition by raising workers' technical skill levels (Manju & Suresh, 2011).
ReplyDeleteOn the other hand, development is the process of learning new things and developing existing ones in order to advance. Organizations provide their staff development programs to help them improve their skills. In the current business environment, firms are making employee development an increasingly crucial and strategic priority (Sheri-lynne 2007) in Abdul Hameed (2011).
Agreed Ranga. Development refers to activities leading to the acquisition of new knowledge or skills for purposes of growing. Organizations provide employees with development programmes in order to enhance their capabilities. Employee development is gaining an increasingly critical and strategic imperative in organizations in the current business environment (Abdul. H 2011). Thus, organizations need to invest in continuous employee development in order to maintain employees as well as the organization success (Khawaja & Nadeem 2013).
DeleteI completely agree with the content Chathuri.ultimate aim of each and every organization is to make profit. And the employees plays a huge told on that. To perform in a company, one should be completely aware of the roles he needs to perform in a 360 degree angle. A good induction training can results in better output from employees which will give a confidence and self satisfaction to employees
ReplyDeleteAgreed Udaya, 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.
DeleteHi Chathuri, Thus organizations need to invest in continuous employee development in order to maintain employees as well as the organization success (Khawaja & Nadeem 2013).
ReplyDeleteAgreed Naushad, 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).
DeleteHi Chathuri really good article , Training is most extensive only in establishments which operate in complex market environments (Rowden & Conine, 2005; Sahinidis & Bouris, 2008).
ReplyDeleteThank you Shermila, training is the organized way in which organizations provide development and enhance quality of new and existing employees. Training is viewed as a systematic approach of learning and development that improve individual, group and organization (Khawaja & Nadeem 2013).
DeleteGood article Chathuri. Employee productivity and training is considered invaluable to an organization. It provides employees with the opportunity to perform competently once they have learnt their jobs and therefore, enhances employees more resourcefully (Nda & Fard, 2013)
ReplyDeleteAgreed Onita, 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, 2007).
DeleteGood article Chathuri. Further, training and development is a continuous process as the skills, knowledge and quality of work needs constant improvement. Since businesses are changing rapidly, it is critical that companies focus on training their employees after constantly monitoring them & developing their overall personality (Steven & David, 2012).
ReplyDeleteAgreed Miyuru and thank you for sharing comment on my blog. 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 and improve organizational efficiency.
DeleteI totally agree with your content. Comprehensive training and development program aids in deliberating on the knowledge, skills and attitudes crucil to achieve organizational goals and objectives and also to sharp competitive advantage (Peteraf 1993). Furthermore, in the commencement of the twenty-first century Human Resource Managers have opined that one of the main challenges they are to confront had involved issues in regards to training and development (Stavrou, Brewster and Charalambous 2004). Moreover , by selecting the right type of training, employers ensure that their employees possess the right skills for the business, and the same need to be consistently updated in the follow up of new HR practices. To face current and future business demands, training and development process has mingled its strategic role and in this way few studies by Stavrou et al.’s (2004) and Apospori, Nikandrou, Brewster and Papalexandris’s (2008), have scored much attentiveness as they highlight the T&D practices in cross-national approach. Apospori et al. (2008) had deduced that there is a considerable impact on training organizational performance.
ReplyDeleteThank you Thilini for commenting on y blog. 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.
DeleteI completely agreed with your point. In my view in the Sri Lankan context organizations don't allocate a reasonable amount of budget for employee training. That is the main reason many startup companies faced. According to the report of Paradise, (2007), he stated the U.S.
ReplyDeleteorganizations alone spend more than $126 billion annually on employee training and development.
Thank you Visitha, productivity as defined in Oxford dictionary (2007) is the efficiency with which things are being produced. Employee productivity however is the measure of output per unit of input economically. It is the log of net sales over total employees (Rohan. S & Madhumita. M,2012)
DeleteGood article Chathuri. Further, an effective employee training program should focus on developing individuals' operational skills, management abilities, and orientation. Any employee development program is built on these concepts (Mel Kleiman, 2000).
ReplyDelete