Benefits of Training Employees



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 as organizational benefits (Armstrong,2014).

According to the conclusion of the research done by Benabou(1996), Proper designed Training and development programs will help to improve and increase potential business in an organization. Invest on such development and training programs return will be high (Benaboue,1996)

According to the research done by Aragon and Valle (2013 ) performance of Managers much better those who undergo training and results lower those who not gone under training. which designed for performance of Managers result (Aragon Valle ,2013 )    


Benefit of training to the Employees and Organization

I am working for One of the leading Apparel manufacturing organizations in Sri Lanka. Organization’s Human Resource Development team along with the external expertise conduct training programs for both production and none production employees. Trainings were helping to increased efficiency and productivity in manufacturing plants as well as front end teams. It’s a labor-intensive industry, so labor turnover, absenteeism, retention and recruitment are major challengers which Human resource management team is facing. Training and development programs which design, defined and implemented within the organization helped a lot to control and overcome certain extend of those major challengers.

Training is an invaluable it’s definitely enhancing the productivity of employees in organizations. Training just not only increase employee’s creativity, but also support them to get an opportunity to virtually learn their task and perform more competently. Hence as explained above Training not only increasing the productivity of employees but also organization’s productivity as well (Maimuna Muhammad Nda & Dr. Rashad Yazdani Fard , 2013 )

Various researches indicate the giving a training on employee’s optimistic influence is productivity, training as a process is one of the most effective methods to increase the productivity of employees and communicate company strategic plans to the individuals (Ekaterini & Constantinos,V, 2009)

As mentioned by Rohan & Madhumita (2012) investing on training and development for employees on decision making, Teamwork, problem analyzing-solving and interpersonal relations would be benefited for employee’s performance as well as degree of growth of the organization


Figure 1

 

 

 

 

 

 

 


Source: Rohan & Madhumita (2012)

 

 

List of References

 

·       Armstrong, M  2008 , Strategic Human Resource Management,  4th edn, Kogan page.

·       Armstrong, M  & Taylor,S 2014 , Armstrong’s Handbook of Human Resource Management Practice,  13th edn, Kogan page.

·       Aragon, I B and Valle, R S 2013 Does training managers pay off? The International Journal of Human Resource Management, 24 (8), pp 1671–84

·       Benabou, C 1996 Assessing the impact of training programs on the bottom line, National Productivity Review, 15 (3), pp 91–99

·       Ekaterini Galanou, Constantinos-Vasilios Priporas ,2009, “A model for evaluating the effectiveness of middle managers‟ training courses: evidence from a major banking organization in Greece”. International Journal of Training and Development, pp 221-245.

·       Maimuna Muhammad Nda & Dr. Rashad Yazdani Fard  2013, ‘The  Impact of Employee Training and Development on Employee Productivity’, Global Journal of Commerce & Management Perspective , Vol 2, no 6 ,PP 91-93.

·       Rohan, S. & Madhumita, M. 2012, Impact of Training Practices on Employee Productivity, A Comparative Study. Interscience Management Review (IMR) ISSN 2231-1513 Volume-2, Issue-2, 2012


Comments

  1. Dineth PereraDecember 7, 2021 at 7:03 AM

    Hi manoj, agree with you, adding to your points, its hard to prepare the new trainings due to varies reasons. organizations which develop a good training design according to the need of the employees as well as to the organization always get good results (Boudreau et al., 2001).

    ReplyDelete
    Replies
    1. Manoj JayasiriDecember 27, 2021 at 10:22 AM

      This comment has been removed by the author.

      Delete
    2. Manoj JayasiriJanuary 3, 2022 at 6:46 AM

      Hi Dineth , thank you for your valuable comment. Research by Aragon and Valle (2013) into the impact of training on the performance of managers established that firms that train their managers obtain better results than those that do not.

      Delete
  2. Sanmuganathan JanakanDecember 14, 2021 at 2:34 AM

    Agree with you Manoj. Training is defined as a systematic method of learning and growth that improves the individual, group, and organizational levels (Goldstein and Ford, 2002). Training not only increases employees' creativity, but it also allows them to virtually learn their tasks and perform more competently ( Nada and Fard, 2013).

    ReplyDelete
    Replies
    1. Manoj JayasiriDecember 27, 2021 at 10:23 AM

      This comment has been removed by the author.

      Delete
    2. Manoj JayasiriJanuary 3, 2022 at 6:58 AM

      Thank you for your valuable comments Janakan , further Birdi et al (2008) highlighted on their case study of 308 organizations found that training and development produced a gain of approximately 6 per cent in value adding per employee.

      Delete
  3. Lakshan SamaranayakaDecember 16, 2021 at 9:10 AM

    Hi Manoj, agreed to your points and adding to that, Training for development has been observed as the most wide-ranging work available to professionals in the field of training and development (Lynton & Pareek, 2011).

    ReplyDelete
    Replies
    1. Manoj JayasiriDecember 27, 2021 at 10:24 AM

      This comment has been removed by the author.

      Delete
    2. Manoj JayasiriJanuary 3, 2022 at 7:40 AM

      Hi Lakshan, thank you for your valuable comment, further Learning and development activities give a major contribution to the successful achievement of the company objectives and investment in it benefits all the investors of the organzation (Armstrong,2014).

      Delete
  4. Gihan AmaratungaDecember 16, 2021 at 11:33 PM

    This comment has been removed by the author.

    ReplyDelete
  5. Ganith KandanarachchiDecember 16, 2021 at 11:42 PM

    Well Explained Manoj, further the main purpose of training is to acquire and improve knowledge, skills and attitudes towards work related tasks also it is one of the most important potential motivators which can lead to both short-term and long-term benefits for individuals and organizations (Dhanonjoy K. and Humaira S. 2017).

    ReplyDelete
    Replies
    1. Manoj JayasiriDecember 27, 2021 at 10:25 AM

      This comment has been removed by the author.

      Delete
    2. Manoj JayasiriJanuary 3, 2022 at 7:52 AM

      Hi Ganith , thank you for your valuable comment, agreed with you further Learning and development design and programmes should be incorporated with and help to achieve business and human resource strategies( Armstrong,2014)

      Delete
  6. D.P Dileep ErandaDecember 19, 2021 at 3:57 AM

    Good explanation Manoj. Further, Training and development is incredibly vital for ensuring effectiveness of the employees in an organization. The organizations have stretched understood so as to their most precious asset is their human capital where many are convinced for the large investments in employee training and development (Abdullah, 2009).

    ReplyDelete
    Replies
    1. Manoj JayasiriDecember 27, 2021 at 10:26 AM

      This comment has been removed by the author.

      Delete
    2. Manoj JayasiriJanuary 3, 2022 at 7:58 AM

      Hi Eranda, thank you for your valuable comments and agreed with your view as well.Everyone in an organization should be encouraged and given the opportunity to learn and develop their skills and knowledge to the enhance their capacity and to meet organizational goals ( Armstrong,2014).

      Delete
  7. ThilokaDecember 22, 2021 at 3:37 AM

    Hi Manoj, Yes, Training is one of the human resources practices that exert employee commitment. The Training of employees has both aspects as can lead to an increase in turnover, and the other states can lead to a higher level of employee retention (Colarelli & Montei, 1996; Becker, 1993).

    ReplyDelete
    Replies
    1. Manoj JayasiriDecember 27, 2021 at 10:28 AM

      This comment has been removed by the author.

      Delete
    2. Manoj JayasiriJanuary 3, 2022 at 8:24 AM

      Hi Thiloka , thank you for your valuable comment and further Training-related changes should result in im proved job performance and other positive changes( Kraiger,2008)

      Delete
  8. Ravi Dissanayake, PhDDecember 25, 2021 at 12:44 AM

    Training and development programs can send an important signal to employees that the organization is investing in them and that they are deemed as invaluable company resource. Organizational investments in employee development strengthen employees' own perspective of motivating employees to devise vertical progress in their careers and corporate productivity (Aguinis 2009).

    Aguinis, H. and Kraiger, K., 2009. Benefits of training and development for individuals and teams, organizations, and society. Annual review of psychology, 60, pp.451-474.

    ReplyDelete
  9. Manoj JayasiriJanuary 3, 2022 at 8:11 AM

    Hi Ravi thank you for your inputs and agreed with your view as well.Learning and development should be performance-related – designed to achieve specific improvements in corporate departments , cross functional departments , among teams and individual employees performance and make a major contribution to the ultimate results( Armstrong,2014)

    ReplyDelete
  10. ajaykrJanuary 4, 2022 at 1:46 AM

    Wonderful blog! Employee engagement is one of the most important factors in measuring work satisfaction. Employees today want to be involved in their work, passionate about the organization they work for, have a sense of belonging. An Employee engagement company help organizations to engage their employees in various fun exciting activities and games to boost their team bonding.

    ReplyDelete
    Replies
    1. Manoj JayasiriJanuary 4, 2022 at 10:15 AM

      Thank you for your comment , it's a great idea to keep their team bonding and engage with the organization which will help to achieve organizational and individual goals within the organization.

      Delete

Post a Comment

Popular posts from this blog

Training and Development

Image
  Introduction   Employee training and development has emerged as a major educational enterprise over the past three decades. This increase is associated with a demand for employees at all levels in the organization to improve performance in their present jobs and to continue their career progress in changing world of work ( Armstrong , 2001 ).           Training Training defines as “ A set of planned activities on the part of an organization to increase job knowledge and skills, or to modify attitudes and social behavior, to achieve specific ends which are related to a particular job or role” (Henderson, 2017). “Training is the organized way in which organizations provide development and enhance quality of new and existing employees. Training is viewed as a systematic approach of learning and development that improve individual, group and organization (Goldstein& Ford, 2002) in Khawaja & Nadeem (2013). Thus, it is the series of...
Read more

What Factors May Influence Employee Engagement

Image
  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...
Read more

Employee Engagement

Image
  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...
Read more