Employees training and development of hrm will influence the performance of an organization.

1. Introduction

Noe(2005) states that “Training and development is including activities that help cultivate employees’ skills, knowledge, and abilities. Trained employees have competencies to meet the current and future needs of organization. Through the training and intervention measures, the human resources departments help organizations to establish a high-performing, active and engaged workforce”.

In the business world, training and development refers to support internal human resource efficiency of extra studies education and improve the process in an organization. Due to the training and development inseparable, these two words are generally used to define employee with each other in continuously improve to achieve a series of organizational goals. If without training and development programs, organization may not be able to realize their full potential. In most organizations, training and development task is to deal with human resource management personnel. This relationship depends on everybody’s communication, cooperation and clear set of job skills as defined by job descriptions among all levels of the organization. When an organization’s values can make employees eager to achieve their goals, then employee development plan can be implemented to make this kind of circumstance happening (Neo, 2005).

The purpose of this assignment is talking about how employees training and development of HRM will influence the performance of an organization. I am going to find out some evidences, provide literature reviews and through analysis to introduce how training and development influence organizational performance.

2. Research Question

This assignment topic describes that how the employees training and development of HRM will influence the performance of an organization.Training and development are important components of human resource. This is a process in which the potential talents and skills of employees are honed and polished. The employees are trained on both the technical aspects of their jobs and on interpersonal skills.

This topic let people know the employees training and development of importance in the human resource management and what relationship between training development and performance of organization is.

3. Importance of Study

Training and development is structure to help employees to develop their personal and organizational skills, knowledge and the abilities. For all aspects of human resource development, especially, the most superior workforce is the development, so that their organizations and individual employees can do the work goals for customer service.

All employees want to be valuable at any times in the competitive labor market. This is only way can be achieved through staff training and development. All employees want to be valuable at any times in the competitive labor market. This is only way can be achieved through staff training and development. Employees always want to for improving career-enhancing skills, which will always lead to the enthusiasm and retention of the employees. there is no  doubt that a good training and development employees will be a valuable asset to the organization and Thus increasing opportunities of efficiency in performing his duties (Tobby,2011).

Training can be primarily of two types in an organization: Internal and external training course. When training is the internal training, it is including that organization’s internal hr department or training department is using a senior staff or any outstanding staff in specific sectors as a resource person. On the other hand external training normally conducted outside the company, mainly is organized training institutions or consultant. No matter which training, it is crucial for all staff and helps in building career positioning and preparation of staff for greater challenges (Tobby,2011).

The employer should enable staff to pursue work training and development in a direction that they choose and are interested in, not just in assigned specific direction. The organizations should support the learning, in general, and not just in support of the current knowledge workers needed for the job or next expected. It should be noted that the key factor is to ensure employees engaged in the interest of, attending, and motivated and retained (Adiele, 2009).

For every employee to perform well especially managers or supervisors, there is need for continued training and development. The right staff training, development and education offer big profit for the employer to the increased productivity, knowledge, loyalty, and contribution to common growth of the organization. In most cases, external training for the participants of the example provides a new way to meet people in the same field and network. The meeting will give them a chance to compare problems, find out what is to obtain the other side environment. It definitely will introduce positive changes where necessary (Adiele, 2009).

4. Literature Review

4.1 background information

Noe(2005) states that “Traditionally, training and development was not considered as an activity that could help organizations to create “value” and deal with competitive challenges successfully. Nowadays, that view changed. Organizations use innovative training and development programs is likely to report better financial performance than their rivals that not do. Training and development also helps a company to meet competitive challenges. For instance, as organizations tried to put new products to market and adjust services just-in-time, employees need training and knowledge required as soon as possible delivery.”

At present, training and development plays an important role in helping organizations meet some challenges. Therefore, organizations need to train employees to work with persons from different cultures both in domestic and foreign people. If the training such as Web and multimedia, these new technologies will reduce the costs associated with bringing employees to a central location for training. In homology, these training methods include the necessary conditions (feedback, practice, etc) for learning to occur. Due to the development of the internet, e-commerce has exploded on the business scene. Organizations have already recognized that training and development activities can adapt to the Internet, reducing costs and increasing their effectiveness, resulting in the development of electronic learning (Neo, 2005).

Training effect has expanded beyond training program design. Effective instructional training is still important, but more and more training managers, human resource experts and training staff have been asked to create systems to motivate employees to learn, share that knowledge with other employees in the organization. Training has moved from an emphasis on a one-time event to the creation of conditions for learning that can occur through collaboration, online learning, traditional classroom training, or a combination of methods. There is increased recognition that learning occurs without a formal training course (Neo, 2005).

4.2 Key point 1 Better performance of the employees

Training is a process of learning as well as the application of acquired knowledge aiming at better performance of the employees,while development involves not only in relation to the process, but also related to help employees in establishing their personality, at the same time as, improve their progress to realize their full potentials. Training and development programs bring a huge change in terms of knowledge, attitudes and behavior of employees. Because of these programs, the employees are not only familiar with what is expected of them and how they need to enhance their skills and abilities, but also it is a way to complete the entire organization development, effectiveness and efficiency in a desired manner.

The major advantages of Training and development programs are the employees who are not trained need more supervision than those who are trained.An employee will gains new knowledge, skills and attitudes and applies them in their work situations.Training is a kind of method to build up confidence among the employees, so that they don’t have any obstruction to operate their tasks. The purpose of this program is to save money, because the organization is likely to bear heavy expenditure on hiring new employees.This is also one of the best ways to expand the span of management.

4.3 Key point 2 Benefits for both the organization and employees

The benefits of Training are intangible and it is good for both sides that the organization and employees for long-term investment in training. Training enhances the employees’ level of skills. It provides sense of satisfaction; this is a kind of inner motivation. The training also provides a variety of sills employees. Training increases the employees’ commitment to their job and their organization. It is better understanding of jobs reduces accidents (Ansar, 2009).

The one of the most important benefits of an organizational training is that it provides skills within the organization to reduce comprehensive cost of the organizational operations.

Quality is one of the key factors needed for survival of an organization in long term interests. Total Quality Management (TQM) and other quality management techniques require employees’ training as an important requisite for its successful implementation (Ansar, 2009).

4.4 Key point 3 Competitive lead

To achieve competitive advantage from the organizational training and development, training and development department help remove insufficient or performance deficiencies in employee. It  is particularly true when – (1) the deficiency is caused by a lack of ability rather than a lack of motivation to perform, (2) the individual(s) involved have the aptitude and motivation need to learn how to do the job better, and (3) supervisors and peers are supportive of the desired behaviors (Kumar, 2011).

4.5 Summary of Literature Review

Training and development is a very perfect way to improve the competitiveness of an organization. It also enhances the employees’ skills, abilities and many other aspects. Actually, both of employees and organization obtain the benefits. Training and development program is one of the best ways to expand the span of management. It is also to save money for organization.

5. Analysis

5.1 Analysis for point1

Well-trained, skilled employees are far better than those without training, and they have better career’s prospects. They will become competent and perform their assigned task independently. For example, once an untrained employee asked his friend who was trained, “I don’t think training program is of any value. After all what you learn by it? ” He replied, “We are trained even how to ask questions and the art of effective communication which you seem to be lacking.”In fact, it’s interesting example, but it reveals the fact as training is covered all necessary skills of the employees required in the workplace while motivating them to work in a desired and capable way (zeromillion.com, 2011).

Internal training provides the accurate positioning and demand with satisfaction of those needs then interwoven into current processes and workflow. When a new problem or aspect of work is identified, training and development provides prompt development of the employee skills needed to master this process. Besides that, the training and development gives instructional staff opportunity for immediate correction of employee with mistakes in the workplace, immediate review, and more training’s identification.

When training and development results have better effect, employees tend to display a greater sense of ownership and pride in their work. This can help organization to increasing productivity and efficiency, at same time, job satisfaction also increases.  Employees who are satisfied in their work are more likely to redouble their efforts and be more valuable to the company, which will in turn, put the organization in a stronger position (zeromillion.com, 2011).

5.2 Analysis for point 2

Customer satisfaction increases repeat business,this is a key to success.Training will promote good customer relations and according to training, organization will increase customer satisfaction and quality of service.“Just In Time” emphasize on waste reduction and production process of waiting time.Better training will reduce waste and machine down time. A major part of quality costs by supervision; by providing appropriate training this is reduced. Training improves productivity of employees and processes (Ansar, 2009).

High staff turnover may be a serious threat to existence of an organization,training can reduce staff turnover and help an organization to retain its staff. Better training can make an organization more competitive in business market (Ansar, 2009).

In a service industry organization main source of income is its employees professional knowledge and the skills, grasping professional with high skills is relatively expensive than training current employees to acquire those skills. Training is also a key requirement for new entry requirements; appropriate training helps them to understand their position, its requirements and responsibilities. Training will also increase the understanding organizational culture (Ansar, 2009).

Training programs increases communication between different levels of an organization.Any shortage in processes and working were canceled and those close to production processes become involve in the management.Employees’ empowerment is a recent trend in management (Ansar, 2009).

5.3 Analysis for point 3Competitive lead

There is greater flexibility, capacity, stability and for growth in an organization.Training provides employees at least in the stability of two aspects.Trained employees become efficient.Efficient employees contribute to the organization, especially when growth.In addition, well-trained employees tend to stay in the organization. They rarely left the organization.All generalists can be transferred to any job.Therefore flexibility is ensured.Growth indicates prosperity, which is reflected in increased profits from year to year.Who else but well-trained employees can contribute to the prosperity of an organization?According to training and development, accidents, scrap and damage to machinery and equipment can be avoided or minimized.Even complaints, absenteeism, dissatisfaction and turnover can be reduced if employees are trained well. Because of training and development programs, the future needs of employees will get satisfaction.Training serves as an effective source of recruitment. Training is an investment in human resources with a promise of better returns in future. Thus, organizations can get more competitive though the training and development (Kumar, 2011).

5.4 Summary of analyses

They will become competent and perform their assigned task independently. Training can reduce staff turnover and help an organization to retain its staff. Better training can make an organization more competitive in business market. Trained employees become efficient.Efficient employees contribute to the organization. Finally, training and development can bring a lot of benefits to both of organization and employees.

6. Conclusion & Recommendation

6.1 Conclusion

In conclusion, we all know that training and development programs are important for an organization to develop the employee. When a child was born he required constant touch of parents till he stood on his own feet.An organization though flowered by creams of the society, still training is required due to rapid technological up gradation and change in working methods every day. Training aims at continued self-development of the employees. Employees are expected to develop themselves continuously in an organization. When the employees in an organization are developed from time to time with all updated knowledge, then definitely that organization will grow to a greater height.

6.2 Recommendation

Both employees and companies are concerned with developing future skills and managing careers. Companies want a work force that is motivated and productive, has up-to-date skills, and can quickly learn new skills to meet changing customer needs. Employees want to develop skills that not only are useful for their current jobs but also are congruent with their personal interests and values. Employees are interested in developing skills that can help them remain employable with either their current employer or a future one. Given the increasing time demands of work, employees are also interested in maintaining balance between work and nonworking interests.