HRM training and development effects


Training and development is including activities that develop employees’ knowledge, skills and abilities. This equips employees with competencies to meet the current and future needs of the organization. Through the training interventions, the human resources departments to assists organizations establish a high-performing, active and engaged workforce.

In the business world, “training and development” refers to support in an organization internal human resource efficiency of extra studies education and improve the process. As the training and development intertwined, these two words are generally used to define employee with each other in continuously improve to achieve organizational goals series. Without training and development plan, organization may not be able to reach their full potential. In most organizations, training and development task is handled by human resource management personnel. This relationship depends on everyone’s cooperation, communication and clear set of job skills as defined by work descriptions among all levels of the organization. When an organization’s values make employees eager to achieve their goals, then employee development program can be implemented to make this happen.

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.

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.

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.

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.

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.

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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.

Literature Review

background information

Traditionally, training and development was not viewed as an activity that could help companies create “value” and successfully deal with competitive challenges. Today, that view changed. Companies that use innovative training and development practices are likely to report better financial performance than their competitors that do not. Training and development also helps a company to meet competitive challenges. For example, as companies attempt to bring new products to market and adjust services just-in-time, employees need knowledge and training to be delivered quickly as needed.

Training and development plays a key role in helping companies meet these challenges. To do so, companies need to train employees to work with persons from different cultures both in a country and abroad. New technologies such as Web-based training and multimedia reduce the costs associated with bringing employees to a central location for training. At the same tune, these training methods include the necessary conditions (practice, feedback, self-pacing, etc) for learning to occur. Due to growth of the internet, e-commerce has exploded on the business scene. Companies have recognized that training and development activities can be adapted for internet, reducing costs and increasing their effectiveness, resulting in the development of e-learning.

The role of training has broadened beyond training program design. Effective instructional training remains important, but training managers, human resource experts, and trainers are increasingly being asked to create systems to motivate employees to learn, create knowledge, and share that knowledge with other employees in the company. 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.

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 benefits of training and development programs are that the employees who are trained need lesser supervision than those who are not. A trainee acquires new knowledge, skills and attitudes and applies them in job situations. Training is a way to create the confidence among the employees so that they can operate the tasks without any obstruction with all efficiency and effectiveness. To conduct such programs is to save money because a company is likely to bear heavy expenditure on hiring new employees. It is also one of the best ways to expand the span of management.

Key point 2 Benefits for both the organization and employees.

Benefits of training are intangible and investing in training benefits both, organization and employees for a long period. Training enhances a worker level of skills. It provides sense of satisfaction, which is an intrinsic motivator. Training also provides organization multi skill employees. Training increases an employer commitment to their job and their organization. Better understanding of jobs reduces accidents.

One of the most important benefits of training for an organization is that, it provides skills inside the organization which reduces overall cost of an organization’s operations. Quality is one of the key features required for survival of an organization in long term. Total Quality Management (TQM) and other quality management techniques require staff training as an important requisite for its successful implementation.

Key point 3 Competitive lead

Companies derive competitive advantage from training and development.Training and development programmers, as was pointed out earlier, help remove performance deficiencies in employee. This 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 to do the job better, and (3) supervisors and peers are supportive of the desired behaviors.

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4.5 Summary of Literature Review

5. Analysis

5.1 Analysis for point 1

A trained and skilled employee is far better than those untrained and unskilled. He becomes competent and performs his assigned task independently. As an illustration, once an untrained employee asked his friend who was trained, “After all what you learn by training program? I don’t think it’s of any worth.” He replied jokingly, “We are trained even how to ask questions and the art of effective communication which you seem to be lacking.” In fact, it’s funny instance but it reveals the fact as training is all encompassing – it covers all necessary skills of the employees required in the workplace while motivating them to work in a desired and capable manner.

In house training offers the ability to pinpoint employee developmental needs with satisfaction of those needs then interwoven into current processes and workflow. When a new issue or aspect of work is identified, training and development provides immediate development of the staff skills needed to master this procedure. In addition, training and development in the workplace gives instructional staff opportunity for immediate correction of employee errors, immediate review, and additional training as identified.

When training and development result in better outcomes, employees tend to display a greater sense of ownership and pride in their work. This can help lead to increased productivity and efficiency, and of course, an increase in job satisfaction. Staff who are happy in their work are more likely to work harder and be more valuable to the company, which will in turn, put the company in a stronger position.

5.2 Analysis for point 2

Customer satisfaction increases repeat business, which is a key to success. By training employees for promoting good customer relations will increase customer satisfaction and quality of service. Just-in time philosophy is one of the leading ideas in Japan.JIT emphasize on reduction in waste and waiting time in production process. Better training will reduce waste and machine down time. A major portion of quality costs consists of supervision; by providing proper training this is reduced. Training increases productivity of employees and processes.

High employee turnover may be a serious threat to an organization existence, major benefit of training is that it reduces staff turnover and help an organization to retain its staff. Better training can provide an organization competitive advantage over others in industry.

In service industries the main source of an organization income is its staff expertise and skills, acquiring professional with high skills is comparatively expensive than training current employees to acquire those skills. Training is also a key requirement for new recruits; proper training helps them to understand the job, its requirements and responsibilities. Training also increases understanding of the organizational culture.

Training programs increases communication between different levels of an organization. Any deficiency in processes and jobs are eliminated and those close to production processes become involve in the management. Staff empowerment is a recent trend in management; such empowerment will only be successful when proper training is provided to those empowered.

5.3 Analysis for point 3 Competitive lead

There is greater stability, flexibility, and capacity for growth in an organization. Training contributes to employee stability in at least two ways. Employees become efficient after undergoing training. Efficient employees contribute to the growth of the organization. Growth renders stability to the workforce. Further, trained employees tend to stay with the organization. They seldom leave the company. Training makes the employees versatile in operations. All rounders can be transferred to any job. Flexibility is therefore 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 enterprise? Accidents, scrap and damage to machinery and equipment can be avoided or minimized through training. Even dissatisfaction, complaints, absenteeism, and turnover can be reduced if employees are trained well. Future needs of employees will be met through training and development programs. Organizations take fresh diploma holders or graduates as apprentices or management trainees. They are absorbed after course completion. Training serves as an effective source of recruitment. Training is an investment in HR with a promise of better returns in future. A company’s training and development pays dividends to the employee and the organization. Though no single training program yields all the benefits, the organization which devotes itself to training and development enhances its HR capabilities and strengthens its competitive edge. At the same time, the employee’s personal and career goals are furthered, generally adding to his or her abilities and value to the employer. Ultimately, the objectives of the HR department are also furthered.

5.4 Summary of analyses

6. Conclusion & Recommendation

6.1 Conclusion

In conclusion, all of us know that training is vital for an organization to develop the employee. When a child is born he requires constant touch of parents till he stands 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. Continued self development-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 nonwork interests.

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