Article 02 - Benefits of Training and Development for Employees and the Organization.
Article 02 - Benefits of Training and Development for Employees and the Organization.
According to Jahanzeb & Bashir (2013) organizations find it difficult to stay competitive in the recent global
economy without focusing on employee training. The importance of employee
development programmes is growing for organizations that are pursuing an
advantage among competitors. Employees are a great resource for the organization, and the success or failure of the organization depends on the
performance of employees. Therefore, organizations are spending a large amount
on employee training and development programmes. Furthermore, in training
programmes, it is supportive for companies to emphasise the knowledge,
expertise, and abilities of employees.
There is momentous discussion among scholars and professionals
about whether training and development programmes have an effective impact on
the objectives of employees and organizations. Some of the scholars suggest
that training opportunities increase employee turnover, whereas others claim
that training is an instrument that is beneficial for employee retention
(Colarelli and Montei 1996; Becker 1993). Irrespective of all the discussion,
most scholars agree that employee training is a complicated human resource practice that can have an expressive influence on the accomplishments of organizations. Furthermore, organizations are struggling to get success in the
worldwide economy, trying to differentiate on the basis of the abilities,
information, and enthusiasm of their workforce. According to a current report
prepared by the American Society for Training and Development, organizations are
spending more than $126 billion a year in the USA on employee training and
development (Paradise 2007).
Components of the Training and Development Programme.
There is no particular method for developing employee training;
however, there are some significant methods that would be measured (Jahanzeb
& Bashir 2013). A perfect employee training and development programme must
be a mixture of knowledge, career development, and goal setting. These
approaches will make the programme more useful for employees and the organization. Today, organizations are extensively using information technology
systems for their learning programmes (Jahanzeb & Bashir 2013).
Furthermore, when employees need the required skills and knowledge, they should
be provided at the right time without any delay. As a result, companies are
required to make sure that employees can learn whenever they need to (Garger
1999). To accomplish this purpose, organizations required the internet and
computer-based learning segments. It is the main responsibility of organizations to provide opportunities to their employees, but individuals
should take the initiative to use those opportunities for the betterment of
their future careers (Garger 1999).
Benefits to Organisation.
Training has been defined as a major contributing factor to
organisational effectiveness (Schuler and MacMillan 1984). Exploration on this
topic recommends that investment in training and development programmes can be
justified by the impact they have on individual and organisational
effectiveness (Bartel, 2000). Furthermore, Allen (2003) describes that
work-related performance and attitudes mainly depend on the perception of the
employees, who think that their organizations are taking care of them. In
addition to that, Blau (1987) suggested that the emotional agreement between
employer and employee is the central element of organisational performance.
Garrow (2004) proposed that social exchange theory was originated by
organisations when they decided to care about the interests of their employees.
Employees respond with optimistic attitudinal and behavioural responses that
are supportive of their organisation. However, training can be used to provoke
the preferred results that may be associated with enhanced organisational
commitment (Bartlett 2001). Companies that are willing to spend money on their
employees give value to working with them, even though that investment
eventually benefits the organization (Wilson 2000). Companies that provide
training and development programmes for their employees are achieving high
levels of employee satisfaction and low employee turnover (Wagner 2000).
Training increases an organisation’s reliability for the reason that employees
recognise that their organisation is investing in their future careers
(Rosenwald 2000). Loyalty with the organisation cannot be calculated, but it is
substantial to the intrinsic reward that employees feel. Employees feel
comfortable and want to stay with their organization when they feel they are
putting their efforts and skills to work for the bottom line (Logan 2000).
Benefits to Employees
Employees get a lot of benefits from the employee training and
development programme. They learn the soft and technical skills required by
their jobs. In the last 30 years, unemployment has been at its lowest rate,
which is not beneficial for workers to start new jobs if opportunities for
growth are fewer (Dobbs 2000). Professionals who are placed in the service
industry identify that knowledge is authority, and they are required to retain
their abilities and talent according to the current requirements of the market.
Most of the employees recognize the importance of the training programme and
would like to increase their salary (Dillich 2000). It is also expected of the
fresh graduate who is not appropriately equipped for the continually changing
business environment (Gerbman 2000). Young professionals with entrepreneurial
ambitions know that they have a shortage of experience and money; hence, they
attempt to join companies that provide training programmes to prepare their
employees for the betterment of the future (Feldman 2000). Employee development
programmes help employees survive in the future and develop their abilities to
cope with new technologies. This requirement is compelling workers to appraise
their profession's capabilities to sustain their employment. Due to this
situation, numerous employees have rehabilitated their attitudes to acquire
promotions inside their organisations and to work and develop outside of the organization (Feldman 2000). Therefore, workers used to prepare a 10-year plan
for their future and constantly change their plans after two years as per the
changes in technology and information (Wilson 2000). Employee performance is
improved when employees receive training. During a qualitative study concerning
the service sector in India, Barber (2004) found that on-the-job training led
to superior novelty and implicit skills. Soft skills and professional skills
are very important for employees to perform a job effectively.
Conclusion
According to the above arguments, training leads to important
benefits for both individuals and organizations. The existing analysis of the
literature proposes that these benefits vary with individual and organizational performance. If there is a systematic training and development programme for
the employees, the companies will harvest their profit from the market and
remain competitive in the job market. An organized and efficient development
programme with supportive apparatuses will significantly assist organizations in retaining their most valued human resources, especially those who have a lot
of experience with the organization. If organizations are capable of supporting
all employees in meeting their requirements, then both employees and
organisations will reap the long-term benefits. It is also very important for
organisations to timely evaluate the success of their employee training and
development programmes.
List of References
Allen, D.G., Shore, L.M., and Griffeth, R.W. (2003). The Role of
Perceived Organizational Support and Supportive Human Resource Practices in the
Turnover Process. Journal of Management, 29, 1, 99–118.
Barber J. (2004). Skill upgrading within informal training:
lessons from the Indian auto mechanic. International Journal of Training and
Development, 8:128–39.
Bartel, A.P. (2000). Measuring the Employer’s Return on Investment
in Training: Evidence from the Literature. Industrial Relations, 39(3), pp.502–524.
Bartlett, K.R. (2001). The Relationship between Training and
Organizational Commitment: A Study in the Health Care Field. Human Resource
Development Quarterly, 12, 4, 335–352
Blau, G. J., and Boal, K. B. (1987). Conceptualizing how job
involvement and organizational commitment affect turnover and absenteeism. The
Academy of Management Review, 12(2): 288-300.
Colarelli, S. M., and Montei, M. S. (1996) .
Some contextual influences on training utilization. The Journal of Applied
Behavioral Science, 32(3) pp.306-322. [Online]. Available at https://scholar.google.com/scholar?q=Some+contextual+influences+on+training+utilization.+The+Journal+of+Applied+Behavioral+Science&hl=en&as_sdt=0&as_vis=1&oi=scholart
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Dillich, S. (2000, August 4). Corporate universities. Computing
Canada, 26 (16), 25
Dobbs, K. (2000, April). Tires Plus takes the training high road.
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Feldman, D. (2000, May). The Dilbert syndrome: How employee
cynicism about ineffective management is changing the nature of careers in
organizations. American Behavioral Scientist, 43, 1286-1301.
Garger, E.
M. (1999, November). Goodbye training, hello learning. Workforce, 78 (11),
35-42.
Garrow, V.
(2004). Training and Development and the Psychological Contract. Training Journal,
April 8–10
Gerbman, R. V. (2000, February). Corporate Universities 101. HR
Magazine, 45 (2), 101-106.
Jahanzeb, K & Bashir, N (2013) Training and Development
Program and its Benefits to Employee and Organization: A Conceptual Study. European
Journal of Business and Management, 5(2), pp. 243-252 [Online]. Available at
https://www.researchgate.net/profile/Nadeem-Bashir-3/publication/274703936_Training_and_Development_Program_and_Its_Benefits_to_Employee_and_Organization_An_Conceptual_Study/links/5c650d59299bf1d14cc4d35b/Training-and-Development-Program-and-Its-Benefits-to-Employee-and-Organization-An-Conceptual-Study.pdf
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Logan, J. K. (2000, April). Retention tangibles and intangibles:
More meaning in work is essential, but good chair massages won’t hurt. Training
and Development, 54 (4), 48-50.
Paradise A. (2007). State of the Industry: ASTD’s Annual Review of
Trends in Workplace Learning and Performance. Alexandria, VA: ASTD
Schuler, R.S., and MacMillan, I.C. (1984). Gaining Competitive Advantage
through Human Resource Management Practices. Human Resource Management, 23(3), pp.241–255.
Villegas, F
(2023) questionpro. work force, Employee
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Wagner, S. (2000, August). Retention: Finders, keepers. Training
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Wilson, C. (2000, July 26). More companies recognize the impact of
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The article presents a comprehensive view of the benefits of training and development for both employees and organizations. The positive impact of training and development on organizational commitment and employee satisfaction is evident. Logan (2021) states that organizations that invest in their employees signal their value and commitment to their workforce, leading to increased loyalty and reduced turnover. How can organizations ensure that their training and development programs are effective in improving employee performance and retaining a skilled workforce?
ReplyDeleteYou have highlighted a very valid concern. According to Jahanzeb and Bashir (2013), to create effective training and development opportunities, employers should begin by determining what skills and knowledge employees need to help the company meet its goals. Then organisations should tailor their training and development plans according to employee interests and learning styles. Further, creating effective training and development programmes that improve employee performance and retain a skilled workforce requires careful planning, implementation, and evaluation. Here are some key strategies that organisations can follow:
Delete01.Assessment: Identify skill gaps through assessments.
02.Goals: Set clear learning objectives.
03.Customization: Tailor content to specific needs.
04.Diverse Methods: Use varied learning methods.
05.Engagement: Keep training interactive and engaging.
06.Qualified Trainers: Ensure knowledgeable facilitators.
07.Learning Culture: Foster continuous learning.
08.Feedback: Collect and act on participant feedback.
09.Support: Provide post-training resources.
10.Measurement: Track performance improvements.
11.Career Paths: Link training to advancement.
12.Recognition: Reward improved performance.
13.Adaptation: Update programmes regularly.
14.Management buy-in: secure leadership support.
15.Retention Focus: Connect training to retention efforts.
Great article to read. Nuwan, in this article you mentioned benefits of training and development for employees. can you explain why should employers provide training for employees?
ReplyDeleteProviding training and development to employees allows employers to pinpoint the knowledge and skills they want their employees to have. Training and development programmes can educate employees about new skills or provide updates on existing skills to enhance productivity. According to Maryville University in the USA (2020), employers should provide training for employees to enhance skills, improve job performance, and adapt to evolving industry demands. Effective training boosts employee engagement, aids in talent retention, and fosters a culture of innovation. It ensures standardisation, compliance, and safety while enabling cost savings and delivering better customer satisfaction. By empowering employees and investing in their development, organisations gain a competitive edge, support ethical practices, and contribute to their own growth and success.
DeleteHi Nuwan,
ReplyDeleteAs your blog states, training and development offers numerous benefits. For employees, it enhances skills, boosts confidence, and increases job satisfaction. It fosters career growth, aligns with personal goals, and reduces skill gaps. For organizations, it improves employee performance, productivity, and innovation. It aids in talent retention, attracting top talent, and adapting to industry changes. Overall, training and development contributes to a skilled, motivated workforce and organizational success.
Nice article and a good read.
As you said, it is obvious that training and development offer significant benefits to both employees and employers. For employees, it provides a chance to learn new skills, enhance performance, and grow in their careers. It boosts job satisfaction, increases confidence, and opens up opportunities for advancement. On the other hand, employers benefit from a more skilled and efficient workforce, improved productivity, and reduced turnover. Training fosters innovation, helps the company stay competitive, and ensures employees adhere to best practices and safety guidelines. In essence, training and development create a win-win situation by nurturing employee growth and contributing to the overall success of the organisation.
DeleteToday, organizations are extensively using information technology systems for their learning programmes (Jahanzeb & Bashir 2013).
ReplyDeleteWhat are the methodologies used in organizations for their learning programs using information technology?
Yes, Wasantha, organisations leverage various methodologies through information technology for their learning programs. E-Learning, a common approach, offers online courses, videos, and interactive modules accessible anytime, anywhere. Blended Learning combines online resources with in-person sessions for a balanced approach. Microlearning delivers short, focused content for quick learning on specific topics. Gamification adds a gaming element to enhance engagement and motivation. Virtual Reality (VR) and Augmented Reality (AR) offer immersive experiences for skill practice. Learning Management Systems (LMS) manage, deliver, and track courses. These methodologies harness technology to create flexible, interactive, and effective learning experiences, catering to diverse learning styles and modern workplace needs. In addition to that, Babu (2018) highlights that E-learning has become a necessity in training and development programmes and is being deployed in educational establishments throughout the world. The rise of e-learning technology used by training institutions can be attributed to globalization. This is referring to political and economic phenomena, a worldwide integration of views, culture, and products.
DeleteBy providing ongoing learning opportunities, businesses can enhance employee engagement, reduce absenteeism rates, and increase productivity and profitability.
ReplyDeleteAs you said, by offering continuous learning opportunities, businesses can boost how involved employees are, lower absenteeism rates, and raise both productivity and profitability. When employees have access to ongoing learning, they feel valued and motivated, which heightens their commitment to their work and the company. This engagement leads to a reduction in absenteeism as employees are more likely to be present and dedicated. Additionally, learning new skills or improving existing ones makes employees more adept at their tasks, ultimately increasing their productivity. This improved efficiency, coupled with the enthusiasm generated by learning opportunities, contributes to overall profitability as the workforce becomes more skilled and engaged in driving the business forward.
DeleteHi Nuwan. You clearly explain on the benefits of training and development for the organizations.
ReplyDeleteHovever, according to Bassi, L., & McMurrer, D. (2007), Organizations may be hesitant to invest in training and development due to various reasons, including costs, short-term focus, limited resources, perceived risk, ineffective programs, time constraints, resistance to change, lack of leadership support, unclear ROI, and high turnover.
These factors can lead to a reluctance to invest in training and development, as employees may perceive it as additional work or change that they are uncomfortable with. Additionally, organizations may struggle to allocate resources for comprehensive training programs, leading to skepticism about the value of future initiatives.
Indeed, Nalin, some organisations might hesitate to invest in training and development for several reasons. This could include concerns about costs, a focus on short-term gains, limited available resources, worries about programme effectiveness, time limitations, resistance to change, a lack of support from leadership, an unclear return on investment (ROI), and the challenge of high employee turnover. These factors can create hesitation and lead organisations to question the value and feasibility of implementing comprehensive training and development initiatives. According to Ahmed (2018), in a survey done recently, 40 percent of companies cited time as an issue when training their employees. Employee training takes time. Time that can be spent on getting the work done. Sparing a month’s work to educate employees is a big gamble. A gamble that only a few are willing to take.
DeleteNice article Nuwan. It is very informative and detailed. Thanks for your time and effort taken to formulate the same. Also, in your article, you discussed about employee turnover. It is a very timely topic, given the current political and economic situation in the country which has become a national interest.
ReplyDeleteWhat measures can be taken to curtail the present rate of employee turnover within most organizations? You can take yours as an example also
The political and economic situation in Sri Lanka has become ever more dire in the past few years. Brain drain is one of the most unfortunate results of the problem. According to Samarasinghe (2023), Sri Lanka is currently facing the worst economic crisis in the history of the island nation, and Sri Lanka faces an unsustainable debt and severe balance of payments crisis, which are having a negative impact on growth and poverty.
DeleteStaff turnover has also become a major problem in my firm. To fight excessive employee turnover, the organisation has implemented a number of strategic measures. Offering competitive pay, chances for professional advancement, and efficient onboarding can increase employee engagement and happiness. Additionally, we developed the notion of putting an emphasis on work-life balance, acknowledgment, and continual learning through training programmes, which furthers retention efforts. To aid with employee retention, our company started fostering a welcoming and inclusive work atmosphere, allowing for flexible scheduling, and giving regular performance reviews. However, employers can create a welcoming environment that motivates workers to stay by addressing the aforementioned issues and putting in place specific retention tactics. ultimately curbing turnover rates and maintaining a motivated and engaged workforce.
HI Nuwan,
ReplyDeleteContinual learning offerings amplify employee engagement, curbing absenteeism and heightening productivity and profitability for businesses.
I completely agree with you. Continual learning opportunities have a powerful impact on employee engagement, leading to reduced absenteeism and increased productivity and profitability for businesses. When employees have access to ongoing learning experiences, they feel more connected and committed to their work, resulting in improved attendance rates. Moreover, learning new skills and expanding knowledge enhances employees' capabilities, making them more efficient and effective in their roles. This heightened productivity not only benefits the workforce but also contributes to the overall profitability of the company. As employees engage more deeply with their tasks through continuous learning, businesses experience a positive cycle of improved performance, lower absenteeism, and increased financial success.
DeleteIndeed its informative article Nuwan in apart from this Investing in training and development initiatives offers an extensive list of benefits that benefit both the firm and the workforce. These initiatives not only improve worker productivity and job happiness, but they also promote adaptable skill sets and an innovative culture. High morale and lower turnover as a result improve organizational performance overall and help with succession planning.
ReplyDeleteYes, you are absolutely correct. Investing in training and development initiatives yields a wide array of crucial benefits. It equips employees with new skills and knowledge, enhancing their performance and adaptability. This leads to increased job satisfaction, engagement, and reduced turnover rates. Furthermore, well-trained employees contribute to improved operational efficiency and higher-quality products or services, which can positively impact customer satisfaction and loyalty. Through ongoing learning, employees stay attuned to industry trends and technological advancements, positioning the organisation as a competitive player in the market. Ultimately, such investments nurture a skilled workforce, drive innovation, and fortify the company's long-term growth and success.
DeleteEven though, as Nalin highlighted above, there are two sides, according to Bassi, L., & McMurrer, D. (2007), organisations may be hesitant to invest in training and development due to various reasons, including costs, short-term focus, limited resources, perceived risk, ineffective programmes, time constraints, resistance to change, a lack of leadership support, an unclear ROI, and high turnover.
This comment has been removed by the author.
DeleteAgreed . Training and development programs benefit individuals and organizations, with benefits varying based on performance. A systematic program helps companies stay competitive, retain valuable employees, and reap long-term benefits. Organizations must evaluate the success of their employee training and development programs to ensure long-term success.
ReplyDeleteAccording to Sari (2009), training and development is one of the fundamental tenets of human resource management, and it refers to the initiatives created to educate staff members about the fundamentals of the business, the rules that govern it generally, the technical skills necessary to carry out their duties successfully, and any potential workplace flaws. According to Gomez-Mejia et al. (2007), training is a "systematic process of acquiring knowledge, skills, abilities, and the right attitudes and behaviors to meet job requirements."
Thank you, Niru, for providing insightful literature support to further elaborate on the importance of training and development. Moreover, training and development create a win-win scenario for both employees and employers. Employees gain valuable skills, enhance their job performance, and open doors for career advancement. This boosts their job satisfaction, engagement, and loyalty. For employers, a skilled and motivated workforce leads to improved productivity, innovation, and customer satisfaction. Feldman (2000) explains that, reduced turnover and increased employee commitment result in cost savings and a more stable work environment. Ultimately, by investing in their employees' growth, organisations secure a competitive edge while fostering individual success and establishing a mutually beneficial partnership (Feldman 2000).
DeleteAgreed with all the facts you have mentioned in this article. While positive attributes, such as a willingness to work hard and empathy, are undeniably natural assets, they are becoming eclipsed by the value of learning. Today, knowledge can be relevant in one moment and outdated in the next. Without access to learning and development to keep knowledge up to date, other skills or attributes lose their impact.
ReplyDeleteFurthermore, when organizations invest time and money into professional development, they see a significant return on their investment. Companies with an effective learning strategy are more than twice as likely to achieve their production goals.(continu.com)
I completely agree with your insight. As you stated, without access to learning and development to keep knowledge up-to-date, other skills or attributes lose their impact. Investing in employee training is a strategic move that yields significant returns for organizations. By providing training opportunities, organisations equip their employees with updated skills and knowledge, aligning them with industry trends and advancements. This translates to improved job performance, increased efficiency, and enhanced quality of work.
DeleteAccording to Wagner (2000), companies that provide training and development programmes for their employees are achieving high levels of employee satisfaction and low employee turnover. Moreover, training fosters innovation and creativity, contributing to the organisation's competitiveness. Ultimately, these investments create a skilled and motivated workforce that drives overall growth, productivity, and long-term success.
The article you've provided offers a comprehensive and insightful perspective on the critical role of employee training and development in today's competitive business landscape. The emphasis on how organizations can thrive by nurturing their workforce through continuous learning is truly commendable. The well-researched benefits outlined for both individuals and organizations highlight the symbiotic relationship between training investment and success. This analysis underscores the importance of staying attuned to evolving skills and technologies, ultimately contributing to improved employee satisfaction, organizational loyalty, and enhanced performance.
ReplyDeleteTraining and development programs are crucial for an employee and and also for an organization too. These programs contribute to individual growth, skill enhancement, and overall organizational success. Components of a training and development program, benefits of training and development to an individual and for an organization are well described in the article. A good effort.
ReplyDeleteI completely agree with your note. A training and development programme consists of identifying skill gaps, creating a curriculum, delivering content, and evaluating results. Such programmes offer a range of advantages. For individuals, they lead to improved skills, career growth, boosted confidence, adaptability, and increased job satisfaction. For organisations, benefits include a more skilled workforce, higher employee engagement, improved productivity, better innovation, and a competitive edge in the industry.
DeleteDhar (2015) explains that employee training plays a significant role in improving employee performance, quality service, and competitive advantage. Therefore, quality service delivery and competitive advantage may suffer when training support, training opportunities, and accessibility are scarce.
Hi Nuwan,
ReplyDeleteTraining and development have several benefits, per your blog. It improves skills, confidence, and job happiness for employees. It helps career advancement, personal goals, and skill shortages. Employee performance, productivity, and creativity improve for firms. It helps retain people, attract top personnel, and react to industry changes. Nicely Done!
All your highlighted points are absolutely correct. Further, engaging in training and development activities holds the potential to facilitate career progression by enhancing one's skills and competencies, making individuals better equipped to take on more challenging roles. It also aids in achieving personal goals, as learning new skills contributes to a sense of accomplishment and self-improvement. Moreover, training addresses skill shortages, both at an individual level and within an organisation, by providing the means to acquire the specific abilities needed to fill gaps in expertise.
DeleteArasanmi (20220) highlighted that employee training tactics include the use of formal, informal, on-the-job, off-the-job, professional development, and other developmental learning initiatives. Training ensures the survival and ability of the organisation to realise its stated goals in dynamic business environments.