An employee who is trained on minor additional skill in sales, customer service, administration and operations also fosters team spirit, as employees appreciate the challenges faced by co-workers. Uncover employee potential: Many organizations neglect or overlook the hidden talent of their employees, Training and development provides a platform for employees to discuss their ideas with management. many employees wait for a leadership role within the business, because there is not such programs, these employees never get the chance to show their talent or skills. Job satisfaction: Training and development makes the employees feel more connected; confident and satisfied with the role they play in the organization. This is driven by the great ability they gain to execute their duties.
It can be concluded that the training and development programmes can be of significant value only when they contribute to the organizational excellence and are carried out after a diagnoses of individual, group and organizational needs. Development focuses on developing in a systematic manner, the knowledge base attitudes, basic skills, interpersonal skills and technical skills of the managerial cadre. Since managers play a vital role in the success of any organization, special attention needs to be provided for their development. Technical or operating employees must also be trained and trained continuously. Development is any attempt to improve managerial performance by improving knowledge, changing attitudes, or increasing their skills.
Investment in human capital through higher qualifications and training is considered as a key step towards achieving sustained long term productivity. There is a positive relationship between training and employee performance. Training generates benefits for the employee as well as the organization by positively influencing employee performance through the development of employee knowledge, skills, ability, competencies and behavior (Benedicta and Appiah, 2010). It is obvious that training plays an important role in the development of organization, improving performance as well as increasing productivity, and eventually putting companies in the best position to face competition and stay at the top. This means that, there is a significant difference between the organizations that train their employees and that organizations that do not (Benedicta and Appiah, 2010).
It might be relatively easy to develop and improve upon the success oriented traits such as persistence, organized planning, decision making, specialized knowledge etc. if one has a strong intrinsic motivation. Furthermore the trainer may assist the trainee in defining a mission statement of how one may reach his objective in business which means that there needs to be a description of how one may need to behave in order to get where he wants to be. By defining such a way to behave the trainer needs to make sure that the described behavior is in alignment with the internal success factors mentioned in previous chapters. In addition the trainer needs to monitor the behavior from the trainee from time
Training can incorporate classes, exhibits, addresses, recreations, and numerous different assets. It may furnish trainees with immediate abilities that could be important in their work. Directors may review or evaluate understudies and give criticism on their performance in training. The objective of off-the-job training is to create new abilities that will make a worker more helpful and more adaptable. It can be exceptionally helpful for workers coming back to the workforce who need to catch up on aptitudes and get to know new improvements in the field.
Areas for this type of training may include perspective taking and meaning making, emotional intelligence, and team relationships. 2.5 EMPLOYEE TRAINING BENEFITS The most significant reason of training is to improve abilities and attitudes toward work related tasks. It is one of the principle competencies motivators that will have advantages on the short and long run for employees and organizations. We can state many different advantages related to training. (Cole, 2001) stated those benefits as follows: 1) Increase morale: employees who obtain training have improved confidence and motivations.
On the Job Training is a popular learning interventions that presupposes employees acquiring and/or developing work-related skills while at the workplace. The main goal of this intervention is to increase productivity of an employee by allowing him or her to become more skillful and, consequently, more useful for the company (Barron, Berger, & Black, 1997). Types of On the Job Training can be very different, depending on the work setting and specific goals of any particular On the Job Training intervention. Examples of such training may include teaching a new assistant how to use text processing software more effectively or educating Starbucks employees on how to select, taste, prepare, and pour coffee (Barron, Berger, & Black, 1997; Starbucks
The purpose of training is to develop the human resources and not the methods, therefore, more than one method may be followed side by side for different groups. 11. The main purpose of the training programme should be to motivate the employees to learn to improve job performance and, therefore, a reward will also be expected at conclusion of the learning process such as promotion or a better job. Transfer of
And through this process particular skills the organization requires are impacted. The individuals involved work, learn and develop expertise at the same time. (Armstrong 1995 as cited in Chris obisi paper) On-the-job training has been found to have a significant impact on job satisfaction, employee motivation and commitment. The disadvantages on the job training has is that the value of the knowledge imparted is determined by the quality of the guidance and coaching provided , also the instructions may not be sufficient and the learner maybe distracted by the same environment and find it difficult to acquire basic skills quickly. To remedy these disadvantages train the trainers programs should be instituted to further develop the skills of in house trainers and supervisors (Obisi
Most of the studies from the broad empirical studies which represent the association between innovation and performance of the organization yield positive relation (Weerawardenaa, O‟Cass, and Julian, 2006). The process which is involved in improving skills, knowledge and other expertise with positive attitude in order to developing the efficiency and effectiveness on a specific job is known as Training and Development (Fajana, S.I. 2002). Mondy and Noe (1986) defines training as a process of inviting individuals on a timely footing, in sufficient and with required qualifications and motivate individuals with skills to apply for specific positions with the organization. Literature related to organizational commitment and human resource theory identified that if proper training facilities are provided to the employees of the organization, it may create a positive employee attitude and commitment with the organization.