How Are Training and Development Effective to Organizational Performance” free essay sample

How are training and development effective to Organizational performance† Abstract: The purpose of the research is to find out how training and development effect organizational performance and to find out what is the impact of training and development in organization. Data is collected from the 100 members of different organizations. And the previous researches carried out on training and development. Training and development is important for the employees in organization, it helps the employees to improve their skills and to give a good performance in workplace. There is a big relation between training and development with the organization performance and the relationship is discussed in the paper. Introduction: The development is basically the process used to advance an employee to the desired level of performance (Holton, 1996) . Training development is process in which skills, behaviors and attitudes are altered in an employee (Laker, 1990) this shows that training includes the polishing of previous skills whereas development is a process of advancing an employee skills to a next level. It is important that top management supports training and provides an environment that is conductive to continued learning and growth and learning should be on on-going basis (Tannenbaum, 1997). Thus training and development should be a continuing process which in long term is beneficial to both the employee as well as organizational output. Training of employees is important for Organizational productivity as well as success. Organizations strongly desire to promote values such as trust creativity, Quality e. t. in their employees and for that proper training and development is necessary (Hassan, 2007). Work force development and transfer of training are important concerns of any organization (Brewer, Lim ,Cross 2008). It is important that the training program should be specific and relevant because its success depends upon the characteristics of the training program itself (Taylor, 1992). Hr practices such as employee selection, appraisal, training and development, compensation are the key point in the performance of an organization (Hassan, 2007). Most of the rganizations have a rigid, wel-defined structure and are not prepared for rapid changes in the environment (Nadim and singh, 2008). Yaghi, Goodman, Holton, Bates (2008) Strongly emphasize on learning and learning transfer ,not only by supervisors but also by other employees and workers. The basic purpose of the paper is to see the result of training and development of employees and managers working in industrial sector and see how it improves their skills, inner capabilities and to sharpen their existent talent and finally working for the betterment of organization . As an employee has a great role in influencing the work outcomes of an organization (Subramony 2009). There is a great effect of training and development to organizational performance. Training and development department helps the employs in boosting up their skills. Dysvik and kuvaas, (2008) prove a positive relationship between perceived training opportunities and task performance. Actually every person is talented, training and development helps in the sharpening their talents skills and making them work in a way that they is helpful for the organization and to enhance their performance at workplace. As a learning process results in innovation and organizations can adapt to changes in a better way (Kontoghiorghes, Awbrey ,Feurig 2005). so, training and development of employees is necessary for organizations to survive and cope up with upcoming challenges. Literature review: Independent variable=Training and development Dependent variable=Organizational performance Variables: The objective of my research is study that how training and development is effective to organizational performance. Independent variables: The dependent variable is the organizational performance which depends on the training and development of an employee. Training should be given and designed or conducted in a way that it is helpful for the trainee and even it is according to the trainee expectations and need (Hutchins ,2009). Training is considered as a critical function of maintaining and development of working capabilities in employees(Valle ,Martin ,Romero ,Dolan 2000). The right training is the one in which the trainee learns ad gets the skills and knowledge that is right to his job. (Cromwell and Kolb, 2004). Two types of training is given to the employees one is internal and other is external, internal training is given by the company it self and external training is given by the outsiders or agencies. Chen, Holton, Bates (2005) lay stress on motivation of employees and persuading them to enhance their skills by training transfer process . Many of the public sector workplaces also face a serious problem of training and development (Yadipadithaya, 2001). Trainings are assessed by taking training tests in which the test declares the trainee knowledge , attributes , skills learned during the training of the job . Tan, Hall, Boyce 2003). High level of learning and training orientations makes the employee more interested and more motivated in learning at workplace (Hartenstein 2001). Organizations continue to look for training for achieving their goals and for achieving for high goals and performance (Krieger, Mclinden, and Casper 2004). Organizational training is a method used to achieve max imum profit and to achieve maximum productivity (tan, hall, Boyce 2003). Organization learning and organization training is the key for the organization success (Egan, yang, Bartlett 2004). Organization learning and training not only contribute on the performance of the organization but also reduce the cost, its helps in reducing turnover rates and helps to train the existent employee to perform well for the organization (Egan, Yang, Bartlett, 2004). A trained employee will always try to put his extra knowledge in the job and always will try to improve the performance of the organization (Burke and Baldwin, 1999). Many organizations spend million of money for the training session in a year so that they achieve the maximum performance and outcome (Krishnaveni and Sripirabaa, 2008). Organization should use training program for the satisfaction of employees (Krishnaveni and Sripirabaa 2008). facilitating trainer training programs will enhance the trainer job performance in organization (Lim 1999). Supervising the trainee and the trainer design will help the trainee to promote the organizational objectives (Lim 1999). well-trained employees do a more efficient and effective jobs and training would decrease the chances of mistakes. (Saibang and Schwindt 1998). While training an employee it should be noted that training should be according to the behavior and interests of the employees . The lack of diversity training especially with respect to trainee characteristics is increasingly a serious problem (Roberson ,Kulik ,Pepper 2001). one thing should be kept in mind while training an employee that the expectations from the employee should be realistic ( Drake, Mackler, Stephens 2002) Training also strengthens the commitment of the employees to the organization which helps in the organization objective. (Eaglen, Lashley, Thomas 2000 ). The cross culture training is done in organizations to make the cross cultural assignment successful , which helps in the organizations performance . Bennet , Aston ,Colquhoun 2000) Organizational performance (dependent variable): Strategies on the implementation of training and development are the core for the business success (Wilkins 2001). The more the organization emphasizes on the organizations performance, the more it emphasizes on the training of the employees (Eaglen, Lashley, Thomas 2000) . The benefit of trained employee is th at they promote the performance of the organization (Glance, Hogg and Huberman 1997). If the manager decides to train his members then the productivity of the organization will increase (Glance, Hogg and Huberman 1997). ncreasing the training and skills of the employees will also enhance the effective of the organization (Collins , Holton 2004). In organizational performance, there is a big role of learning and training of employees. (Hutchins, 2009). The human resource development can provide professional staff development that can enhance the organizational performance in a positive way (Holmes 1998). There is likely to be a positive return on diversity training process on the organizations (Weithoff ,2004) H1: training and development has a positive relationship with organizational performance.