Impacts of employee training and development on organizational performance

Impacts of employee training and development on organizational performance

Candidates are selected in organizations on the basis of their qualifications and experience. Fresh candidates do not have any on the job experience. They do have knowledge, but it is mostly theoretical. There is a huge difference between theory and practical work. Most colleges provide some degree of practical experience by placing students for a couple of months in companies. They are assigned projects, skill-based on the training is provided, and communication and soft skill workshops are conducted and so on to make the candidates job-ready. It holds true that even experienced employees need some kind of orientation when they join a new company. The policies and goals, work culture and type of work differ form company to company. Hence, whether fresh or experienced, some training is essential for employees.

Training means knowledge/practice for a particular task or purpose. "Training is the process that provides employees with the knowledge and the skills required to operate within the systems and standards set by management" (Sommerville 2007). Training and development go hand-in-hand. Development implies the change that takes place in an employee after training so that he can perform better on a given task. Training and development constitute planned growth of an organization for improved performance.

A training period begins after a brief orientation. This initial program helps to break the ice and allows the new employees to get acquainted with the rest of the group, with other employees, heads of various departments and with the atmosphere in the organization. The employees initially receive offline training. The purpose is to give them an idea about the nature of their work and to enhance their skills.

Sometimes, training needs assessment program is conducted to find out the existing level and capacities of individuals. Training methods and techniques are then decided or designed depending upon the needs. If employees are already good at a task, they can be given training for more difficult tasks. There is no point in giving training to experts.

Employee training is based on the following grounds:

  • A newly appointed candidate needs to be given training so that he gets familiar with the vision, mission, values and working conditions in an organization.
  • Training once received does not suffice for a lifetime; it is necessary to brush up knowledge and polish the skills of employees periodically.
  • Candidates who are considered for promotion are given the training to prepare them for new and greater responsibilities.
  • New technologies, new software, new machines make it necessary to provide training to concerned staff members.

Employee training has deep impact on individual and organizational performance.

  • The first direct impact is increased productivity. When an employee knows the ins and outs of a job, he can work faster and with more confidence.
  • A well-trained employee does not need guidance or supervision. He can work independently and can also assist others who need help.
  • When an employee is trained, there are lesser chances that he will commit errors. All jobs will be perfect, accurate and as per requirements.
  • A trained employee is made aware of the risks and dangers involved in a task. Hence, he will prevent the occurrence of accidents while working. He will be able to use the equipment and machinery with care and give priority to health and safety.
  • A trained employee will provide better quality work than an untrained one. Quality work and timely work directly affect organizational performance in its entirety. Hence, individual performance and development are directly proportional to organizational development.
  • Training includes diverse skill sets. These enable employees to seek promotion and additional responsibilities.
  • Training familiarizes employees with the values, goals and mission of the organization.
  • Training boosts the confidence of workers and plays a significant role in the retention of employees.
  • Training employees give a competitive advantage over other organizations in the ring.

In this world of IT, technology is developing rapidly. Innovation and computerization mark the industry. Conventional practices no longer hold good. It is an age of change. It 's hard to get adjusted to change. To be in the market and to be in demand, one has to cope with change. It cannot be possible without training. Training poses a slight challenge involved in the task. It is very important. The challenge is always motivating. Training keeps the employees upgraded and helps to enhance sharpen their expertise. Training also helps to maintain some check on internal conflicts.

Globalization has made training of employees at all levels imperative. Too much value is attached these days to human capital. Organizations pay good salary packages and offer incentives along with several other benefits; naturally, they wish to get the optimal performance benefits from employees. Training helps to attract, acquire and retain talent. Training is expensive especially if expert trainers are hired for the purpose. The training period is null, and the organization does not get any production or profit from employees although they are paid salaries. However, in the long run, employee training has a broad and positive impact on organizational performance. Remember, "You can hire character, but you can train the skill." ( PeterSchutz)

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