Employee Training and Development

  Introduction The meaning of engagement can be defined as an act of engaging or state of being engaged. Many experts do not agree on when consider an organization and /or how it can be achieved. There is no common fit for all solution, but success can be reached when if one recognizes the consequence of engagement and moves beyond the specified rules (Agarwal, 2016 ).Employee engagement is an attractive situation. It has an organizational purpose, signifies participation, commitment, passion, enthusiasm, dedicated effort and energy, also it has both behavioral and attitudinal elements ( Macey and Schneider ,2008 ).May et al. (2004) explained ‘engagement as an antecedent to job involvement as engagement is a state of involvement that implies a positive and relatively complete state of engagement of core aspects of self in the job’. As explained by Robinson (2006), employee engagement can be achieved through the creation of an organizational environment where encouraging positiv...

  Introduction   ‘Employee engagement is important to employers because a considerable amount of research indicates that high levels of engagement results in behaviors such as maximizing discretionary effort, taking initiative, wanting to develop, or aligning actions with organizational needs (Armstrong,2010).  Employee Engagement will be demonstrated in positive attitudes and behaviors of employees in an organization, that can be all the employees or part of employees in an organization ( David Guest,2009 ) Employee Engagement provide series of organizational benefits Higher productivity / performance - According to the Conference Board (2006) of New York, engaged employees performing level is higher in 20 per cent than the average employees. Lower employee turnover - 87 per cent of engagement employees are not willing to leave the organization. It’s a really important fact of Employee engagement, leaving a loyal and experienced employee from an organization is a consi...

  Introduction The concept of in terms of Employee Engagement ‘Job satisfaction ‘, motivation’, and ‘commitment are commonly being changed now in business by ‘engagement ‘because it appears to have more explanatory influence authenticity ( Reilly and Brown ,2008 ). Khan (1990) defines Employee Engagement as “the harnessing of organization members’ selves to their work roles; in engagement, people employ and express themselves physically, cognitively, and emotionally during role performances”. Engaged employees feel positive their role and perform well to achieve organizational goals and improve the organization to met set goals (Emmott,2006 ). According to the Catteeuw (2007) when employees are engaged, they satisfied with their jobs constantly and will stay with the organization for long period and look for effective innovations to add values to the organization therefore ultimate result is an excellent level of performing organization where its employees are successful, and p...

  Introduction The learning organization is defined as “one in which provision is made for the continuous learning of its members” ( Armstrong ,2010).   Senge ( 1990 ) defined the learning organization as “Where people continually expand their capacity to create the results, they truly desire, where new and expansive patterns of thinking are nurtured, where collective aspiration is set free, and where people are continually learning how to learn together ( Senge ,1990). The Learning Organization is one ‘which facilitates the learning of all its members and continually transforms itself’ (Pedler et al ,1997 ). Further learning organization refers as ‘continually improves by rapidly creating and refunding the capabilities required for future success’ ( Wick and Leon ,1995 ).   Critical Evaluation of the Learning Organization Concept The Concept of the Learning Organization is concept of convincing because of its wisdom, attractiveness of human and potential to sup...

Introduction In an organization if employees are not given opportunities for learning and development, there is no retention, turnover and resignations can be increased, Employees feel that task are being assigned upon them that they cannot be executed in expected level within time period without proper training (Armstrong,2008). ‘New employees can go through an ‘induction crisis’ if they are not given adequate training when they join the organization. Proper training will help to acquire basic knowledge and identify the skills what needed to get start in their new roles and would increase employability both inside and outside of the company (Armstrong, 2008 ). Training and development strategies and practices are targeting to ensure that the employees are in the organization acquire and develop their knowledge, skills, and /or modify attitude that they need to carry out their jobs and/or their roles efficiently and effectively and improve their careers to their own benefit as well...