Training and Development in an Organization
Now a days training is the most vital instrument in the business world, training increases the efficiency and effectiveness of both employees and organization (Khan, 2011). Ken (2003), reveals that an organizational training consists of gaining knowledge, memorize, and acquire experience of ability or skill.
Between
a regular training session and strategic training one is based on Focus, tasks,
available of information, productivity, job satisfaction and development (Alexe, 20218).
An
organizational needs Training and Development in order to enhance the work
place effectiveness. Training and
development’s main focus is to resolve present and future challenges (Majeed, 2017). Training and
Development for staff is a vast educational workshop which improves
performance, skills and knowledge (Somasundaram,
2004).
Before
beginning a training an organization should create a Training Needs Analysis –
this means that why a training is needs and to whom it should be conducted (Sales, 2012).
As
discussed by Shawe (2020), a
Training Need Analysis is a practice that identifies the gaps between skills
and the organizational requirement. This
also defines as Training Needs Assessment.
Figure
1 : The systematic Training Cycle
Ghufli
(2014)
Identify Training Needs: this step consists of identifying the goals,
realities and constrains. The identified
needs should be realistic and they are worth to be considered, the importance
and urgency of the organizational needs and requirements (Nifila, 2005).
In the dynamic business environment training for banking staff is crucial, so our bank requests the superiors to identify the staff who need training in their related field. The biggest challenge to human resource manager is to produce anticipated results. In Pawning section, staff are identified to perform pawning operations and are given special training needs. The train the staff to examine articles and identify the genuine articles.
Plan and Design Training: Learning objectives are road map to learners to achieve the objectives (Duggan 2005).
Video 1 : Grant Wiggins - Understanding by Design
Bown (2017)
Training
and development programme must be able to resolve vital issues of the organization
(Hogarh, 2012). Training new and
existing employees can be the biggest challenge to an organization, especially
in a rapidly changing business environment (Nathan,
2016).
The
second step involves defining the training program’s learning objectives, these
objectives are designed from the training needs (Ubaidullah, 2015).
Our
Banking industry has designed special training programme for different
sections.
Deliver Training: The
training environment should be welcoming, creating continuously learning activities,
and allow an interactive platform to a learner (Gutsche, 2021). Training Methodology consists of Traditional and
Computer Assisted Training, the E-Learning Era, Blended and Informal Learning,
Collaborative Training (Abhishek, 2016).
Our
Bank has developed an online E-learning system, which helps to update
day-to-day changes occur in the organization. These updates are done through
varies types of courses, quizzes and games.
By accessing them staff are able to develop their knowledge and
skills. The particular system has a
points scoring system and staff are graded according to the points.
Evaluate Training: According to Topno (2021) an evaluation of a training programme can help an organization to meet different goals during the life of training programme. The employees should be evaluated after undergone training and this is evaluation will check the positive and negative results of the training (Rama, 2012).
After
the training programmes are conducted accurate data and feedback on
effectiveness of the training programme should be surveyed and pros and cons
should be collected and evaluated (Tyler,
2002).
This
last stage will evaluate the effectiveness of the training. Evaluation can be done in different phases of
a training. For examples phases can be
pre-evaluation, on-going evaluation and post evaluation (Sapkota, 2015).
As
per Gorkun (2019), providing of
constructive feedback to the employees are important. Feed Back should be given in a positive
way. The best approach to provide
feedback is “BOOST”.
Balanced:
Strength and development points
Observed: Based
on what the trainer observed
Objective: Avoid
any bias
Specific: Provide
specific examples
Timely: Provide
feedback as soon as possible after the even
Training Methods
Learning from experts: According to Leonard (2013), some employees get highlighted due to their high
skills and knowledge in the organization.
These employees through their experience become wise in their related
fields, they know how to make swift decisions.
Practicing: Schaffer (2016)
reveals that skill-building requires practice, employees who are willing to
improve their skills need to practice. Huge tasks are broken in to small
fragments and practices over and over again in order to gain more skills.
Hands-on-Practice: Wittman (2021) discussed that, this practice gives employees to get connected with the organizational system and adopt the day to day changes and to be more flexible towards the new changes which occur in an organization.
Applying feedback to learning:
Stenger (2014) narrates that,
researchers suggest taking the time to provide learners with information on
what exactly they did well, and what must they improve. Studies reveal that giving feedback is the
most effective method to improve efficiency.
Case Study: Mcleod (2019) says
that a case study can be carried out in a single person a group or an
event. Information can be gather by
observations and interviewed. Case
study method can be a creative alternative to traditional approaches to
description emphasizing the participant’s perspective (Zucker, 2009)
Game based training: Lynch (2020),
explains that Game based learning is not about using leaderboards or badges.
Rather it is about using your creativity to take corporate training to
the next stage. Game based training
increase learning, but this is not suitable for all situations.
Game
based learning appropriately used and navigated by instructional goals, can
positively impact learning outcomes, improves engagement and motivation and
influence behaviors (Donovan, 2012).
Job Rotation
: Dhanaraj (2014) discussed that
employees notice that job rotation has a high degree of positive impact on
employee, productivity, job security and on the organization respectively.
Job shadowing: Breberge (2020), reveals
that job shadowing is a unique way to network it allows you to build a personal
relationship with the members of the organization, having close acquaintances
with professional will help when recommendations are needed and also to seek
opportunity.
Team Training: Training a Team can
self-motivate, reduce accountability and training as a team will build their
confidence and team members can cheer up each other and encourage them to
achieve their utmost limit of achievement (Warren,
2019).
The Bottom Line: Proving
ongoing training to workers contributes to both employee engagement and
productivity as their skills are enhanced and efficiencies improved (Joseph, 2019).
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I agree with you Treva, in view of the fact that job rotation will increase productivity and job security. However, in order to adopt an effective job rotation strategy, an organization should consider the the factors such as the conditions of employment, job descriptions, job requirements, post levels and selection and should be be aligned with the organisation's plan and policies.(Wyk et al., 2018). This way employee job satisfaction can be achieved.
ReplyDeleteAgree with you Oshadee, Job satisfaction is identified with a positive attitude to the work performed, to coworkers and the entire organization. We may also assume that a satisfied employee builds and participates in the success of any organization (Sypniewska 2014).
DeleteI agree with you Treva, effective employee training and development lead to better job satisfaction. Furthermore, training employees will reflect on performance as well. Effective training programs help employees to get acquainted with the desired new technological advancement, also gaining a full command on the competencies and skills required to perform a particular job and to void on the job errors and mistakes (Robert, 2006). 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, et.al., 2013).
ReplyDeleteIn additional to you comment Gagana, Studies have been shown that training has been linked to improved self-esteem, reduced turnover, better product and service consistence, higher guest satisfaction, reduced costs, the use of new technology, greater ability to meet the needs of a target market, more qualified employees, increased self-awareness, improved attitude, more teamwork, greater job satisfaction and greater organizational commitment (King 2009).
DeleteA Useful post! I want to suggest few additional advantages of experiential learning; one of them is quickened learning. In addition, as stated by Kolb (2015) it stimulates analytical reasoning, enhances problem-solving and decision-making skills. The use of functional, hands-on training further assists in retaining thought development (Frost, 2017).
ReplyDeleteExactly Harsha, every sector is tremendously rely on its employees. An organization need to ensure efficient employees are in line with financially dominant and competitive market. Therefore, to sustain this valuable human resource, organizations required to be conscious about job satisfaction and retention of employees. The importance for training for employees are rapidly growing and organizations are using this tool to compete with their competitors in the market (Jehanzeb et al., 2013).
DeleteYes indeed Treva, Training and development in an organization should happen at all organizational levels as the skills of individuals tend be inappropriate and diminish over a period of time and needs to be updated regularly (Nishtha and Amit, 2010). Nda and Fard (2013) further asserts that employees are only effective and efficient if proper training and development opportunities are provided to them which will in turn increase the productivity of the organization.
ReplyDeleteIn addition, Human resource is the very important and the backbone of ever organization and it is also the main resource of the organization so organizations invest huge amount on the human resource capital because of the performance of human resource will ultimately increase the performance of the organization (Khan et al. 2011),
DeleteYes, Treva adding to your points, Training is a set of activities that are put in place when managing people in organizational contexts, as in HRM practice that can also be thought of as a process comprising four stages: needs assessment, training design, training delivery, and training evaluation (Pajo, 2010)
ReplyDeleteIn addition, employees are esteemed resource of the organization and success or failure of the organization relay on the performance of employees. Therefore, organization financing large amount on employee training and development programmes (Jehanzeb et al., 2013).
DeleteAccording to Kirkpatrick, (2014), one of the most used evaluation frameworks, assessing the training process, implies four levels of the analysis. The first one, reaction, regards the trainees’ opinions concerning the overall degree of satisfaction with the training conditions and trainers. The second level targets learning outcomes: the knowledge, competences, and attitudes that were acquired (Carag, 2005). Next, behavior must also be assessed: it is important to know how knowledge, competences, and attitudes acquired during training activities are transferred to the workplace and interfere with performance requirements. Finally, training should also be evaluated according to results in terms of financial or operational impact on the organization (Robinson, 2009).
ReplyDeleteExactly, training and development are labels used to define those educational activities implemented in organizations to empower the competencies of workers, employees and managers in the lifelong learning perspective of improving their performance (Satori et al., 2018).
DeleteAgreed Treva, Employer invest for training & development to regain the positive outcome from employees, organizations are investing higher percentage a year on employee training and development & it's a challenge for organizational leaders since they are responsible for training & development programmes(Rodriguez & Walters,2019).
ReplyDeleteAs per, Torraco (2016), the quality of movement accompanied the emergence of participatory management, a management style that fostered greater employee autonomy, supported employee development, enhanced productivity, and reduced the hierarchical, top down structure of organizations.
DeleteAgree with you. Training and Development contributes in such a way that employees can enhance their dexterity. There is a causal relation between training and employee performance. Training helps organizations in achieving their strategic objectives and gives organizations a competitive edge. In this context, organizations train and develop their employees to the fullest advantage in order to enhance their effectiveness (Devi and Shaik, 2012).
ReplyDeleteIn addition, Knowledge is complex and can be interpreted in many ways. Knowledge is the cognitive capacity of the organization. Knowledge is the understanding of relations, and is therefore essential in making operations effective, building business process or predicting the outcomes of the business (Somasundaram, 2004).
DeleteWell elaborated Treva. In current context the need of training and development is very vital to upgrade the skill level of workforce to match employee preferences and employer requirements (Cassidy-MacKenzie, 2014)
ReplyDeleteIn addition, as organizations try to survive in the turbulent dynamic market, strong emphasis mush 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 employees (Nda et al., 2013).
DeleteAgree with you Treva, Training in organizations holds the key to unlock the potential growth and development opportunities to achieve a competitive edge (Rama V. & Nagurvali Shaik, 2012). Organizations train and develop their workforce to the fullest in order to enhance their productivity. Thus, knowledge, skill and abilities are determinants of employees’ performance which organizations need to continuously invest in wisely in order to improve their employees’ productivity (Nda & Fard, 2013).
ReplyDeleteAgree with you, and also providing training and development opportunities general decreases the desire to leave the organization. This may be particularly critical in certain jobs that require constant skills updating. Organizations concerned about losing employees by making them more marketable should consider job-specific training and linking development opportunities to tenure (Allen, 2008).
DeleteAgreed with you and also note that, According to Tharenou (2001), Training is now viewed as a learning process. Learning during training is influenced by job/career attitudes prior to during the training. He further states the employees will be motivated if they believe that the training is relevant and will lead to personal growth.
ReplyDeleteIn addition, training is the crucial area of human resource management it is the fastest growing segment of personnel activates. Training which is referred to as a course of diet and exercise for developing the employee towards enhancing his productivity (Obi-Anike, 2014).
DeleteAgreed Treva, In addition, I would like to draw your attention to the following study by Nilesh & Yadav (2018) whereby the Authors states that the organization should mainly focus on Knowledge, Skills, and Ability which are the main aspects of performance to help gain a competitive advantage.
ReplyDeleteIn addition, training is a system development of knowledge, skills and attitudes required by employees to perform adequately on a given task or job. New entrants in to organizations have varies skills, though not all are relevant to organizational needs (Olaniyan, 2008).
DeleteAgree Treva, adding to that, leaner, flatter, continuously evolving organizations need employee development to ensure engagement and commitment. By providing creative development, executives signal that they value employees(SHRM, 2021).
ReplyDeleteIndeed, the aim of a needs analysis is to identify the knowledge, skills, and abilities needed by employees to achieve effective job performance. An effective needs assessment enables those areas that need training initiative (Towler, 2018).
Delete