Training and Development

 

Training and development is a systematic process initiated by the organization resulting in relatively permanent changes in the knowledge, skills, or attitudes of the members of the Organization (KRAIGER, 2003). To make a cohesive workforce and the measure of the loyalty to the company of its employees will vary with their motivation level. Training and development are effective ways of making the employee motivated. A company substantiated the need for continued support in employee training and demonstrated its effect on employee development. As an effective retention strategy, training and development are really important (Heathfield, 2008).

Organizations can conduct training and development alignment with their employees according to their job content and assigned responsibilities. By looking at the job content of each employee and their responsibilities and considering those as an opportunity to expand the roles of the employees within the department in the company (Heathfield, 2008). When employees are a part of the company their bond with the company will enhance once the employee gets leadership roles in Tasks and projects. In other words, the employees get considered with attention when they have a positive working relationship with their Superiors. Through that kind of relationship, employees get the opportunity to grow up and develop their skills and experiences through leadership goal sharing, self-management and development, and more important career objectives (Heathfield, 2008).

When a company recognizes their employee’s efforts and talents and values them, the employees feel appreciated and feel that they are really important to their organization. Fringe benefits such as higher wages, fair pay, and other benefits make a direct correlation to career development too. “Expose people early and often to the training they will need to become successful leaders” says (Cloutier, et al., 2015). Like this, it is necessary to build leadership training programs and leadership skills to make successful leaders fulfill the requirement in a department within an organization (Cloutier, et al., 2015)

An organization should plan with a set of goals to determine the future needs of the business by identifying internal employees to participate in training programs for leading positions that directly affect the organization’s effectiveness. It is really important to create a management and leadership rotational programs for future management which allows one to get a broad view of the company, and it helps the employees to understand their impact on the organization’s bottom line (KRAIGER, 2003).
(Gray, 2014) states “We need to start building our next generation through leadership training, accurately access personal weaknesses, and seek out solutions and advisors”. As an impact of training and development, it expresses the terms of the economic impact of losing critical employees and the knowledge they have with them (Ramlall, 2004).

Through training and development, employees can grow in leadership, satisfying themselves by improving their skills. A company needs the employees to be developed in different skills which are efficient to the company and set them with supplemental training to understand the major obstacles and challenges that a company faces and the decisions they make as business owners. Also, enhanced skills cause to be promoted and better fringe benefits (Cloutier, et al., 2015).
It is clear that the employees need to be offered training and development through retention strategies which means that the organization should have to considerably decide and plan training and development options as a strategy to retain their employees. Organizations should invest in it since the employees are one of the major stakeholders and the company has to put efforts to identify and understand the employees and their needs to be addressed. (Karia, et al., 2016) On the other hand, the employee should put their effort to deliver their best and fulfilling the corporate needs of the organization. This should be a mutual understanding with a collaboration that benefits both employer and employee. These strategies make it possible to retain the company workforce and motivate them to remain loyal, productive, and effective with higher efficiency and competitiveness (Rodriguez & Walters, 2017).

Methods of Training

1.    on the Job Training-

Coaching, Job Instruction Training, Job Rotation, Mentoring, Apprenticeship

 

“According to Baum & Devine (2007), on-the-job training is a useful method of transferring knowledge from one another. Employees are able to practice as they learn through this method”  (Mahadevan & M.H. Yap, 2019).

 

2.    off the Job Training-

Lecture Method, Role playing, Case Studies, and Seminars

 

Example: 

Methods of Training conducted by the company I work for.

Coaching, Job Instruction Training, Job Rotation, Internal Leadership Programmes, Outbound Training Programmes

 “According to Shafini et al (2016), employees are able to pay more attention when they attend training outside of their working environment as the likelihood of being disturbed by work operations is far lesser compared to if the training was conducted in the working environment” (Mahadevan & M.H. Yap, 2019).

Training and development are also a long term investment for an employer which cannot see the results in the short term. It is one of the main factors that facilitate the company's future and growth. Within the competitive business world, a company has to follow several kinds of retention strategies to make the company tasks to be archived in a proper manner with efficiency. In other words, the labor market nowadays has become really competitive and there are many people with talents and various skills (Pace, 2011).
Talents and skills are really essential to compete in the business world and they will be directly correlated with the growth of the companies. After a critical procedure of selecting a candidate for a particular position in an organization, employers must identify the points to be addressed by their staff. This is a big challenge for employers and a cost for them to invest in training and development. Each employer should maintain a unique way of training their staff with their own leadership patterns (Cloutier, et al., 2015).
Employers can recognize future leaders of the company from those training and development programs. Step by step the company can train them by appointing them with new projects by optimizing the best available opportunities to support the retention strategies and invest in their employees. So the stakeholders can gain the expected outcomes and deliverables through increased competitiveness of the company workforce and they will be able to financially strengthen the bottom line of the organization which will lead the company toward the success (Cloutier, et al., 2015).

(Cloutier, et al., 2015)

References

Cloutier, O., Felusiak, L. & Hill, C., 2015. and Pemberton-Jones, E.J.. Journal of Leadership, Accountability & Ethics, 12(2).

Heathfield, S. M., 2008. Training and development for employee motivation and retention.. The Lama Review, 20(2), p. 20.

Karia, A. O., Omari, S., Mwanaongoro, S. & Kimori, Y., 2016. Importance of training and development on performance of public water utilities in Tanzania. African Journal of Education and Human Development, 2(2), pp. 10-18.

KRAIGER, K., 2003. Perspectives on Training and Development.

Kulkarni, P., 2013. A literature review on training & development and quality of work life. Researchers World, 4(2), p. 136.

Mahadevan, A. & M.H. Yap, 2019. Impact of training methods on employee performance in a direct selling organization, Malaysia. IOSR Journal of Business and Management, 10(21), pp. 7-14.

Pace, A., 2011. OPM makes diversity a top priority. Training and Development, 65(6), pp. 16-17.

Ramlall, S., 2004. A review of employee motivation theories and their implications for employee retention within organizations. Journal of American academy of business, 1/2(5), pp. 52-63.

Rodriguez, J. & Walters, K., 2017. The importance of training and development in employee performance and evaluation. World Wide Journal of Multidisciplinary Research and Development, 3(10), pp. 206-212.