Article 01 - The Importance of Training and Development for Employee Performance.
Introduction
Employees are the backbone of the organization. The organization's accomplishments or challenges are dependent on the performance of its employees (Mwema & Gachunga, 2014). The performance of employees significantly affects an organization's overall success. Hence, it is the duty of organizational leaders to recognize the significance of employee training and development in influencing employee performance and evaluation. Training and development initiatives benefit both the organization and its employees by achieving various objectives, such as boosting morale, enhancing a sense of security, increasing employee engagement, and acquiring the necessary skills to excel in their roles. Furthermore, leaders should adopt systematic methods to evaluate employee performance, taking into account personal, organizational, environmental, motivational, skill level, aptitude, and role perception factors ( Rodriguez &Walter, 2017). Organizations aspire to be successful through differentiated programmes, services, capabilities, and products. However, such elements need to be planned, developed, implemented, and sustained by well-trained individuals. Although employee training and development could be a challenging task for many leaders, in the USA organizations are investing more than $126 billion a year on employee training and development (Jehanzeb & Bashir, 2013)
As
highlighted in the above debates, training and development are inevitable parts
of all kinds of organisations in order to achieve their goals and remain
sustainable in today’s competitive global market.
What is Training and Development
Training and development is a function within Human
Resources management used to fulfill the gaps between current and expected
performance (Elnaga & Imran, 2013) and also comprehensively, it develops
the thinking abilities and creativity of individuals for better decision
making, customer service, complaints handling, and overall self-efficacy
(Elnaga & Imran, 2013). Individuals who are not able to perform at the
expected level of performance may even decide to leave the organization,
because they feel they are not productive and become dissatisfied with their job.
For this reason, employee training and development serves as the tool that not
only enhances the competencies required to perform a job, but it also provides
the means to assist individuals in feeling more satisfied with the results of
their performance. Enhanced competencies lead to better performance and
retention. Employee training and development is a vital component of Human
Resources planning activities, because it not only maximizes the returns of
individuals, but it may also attract better talent to the organization (Bapna,
Langer, Mehra, Gopal, & Gupta, 2013).
Benefits of Training and Development
Employee training and development is one of the most
important motivators used to support individuals and groups in attaining their
short- and long-term goals and objectives. The benefits of training and
development go beyond improving knowledge, abilities, and attitudes. According
to Nassazi (2013), employee training and development often result in the
following benefits.
(1) It increases employees’ morale, confidence, and
motivations.
(2) It lowers production costs because individuals are able
to reduce waste.
(3) It promotes a sense of security which in turn reduces
turnover and absenteeism.
(4) It increases employees’ involvement in the change
process by providing the competencies necessary to adjust to new and
challenging situations.
(5) It opens the doors for recognition, higher pay, and
promotion.
(6) It helps the organization in improving the availability
and quality of its staff.
According to Nassazi, (2013) organizational policies and procedures ensure that employee performance evaluations are accomplished in a timely and effective manner, since such documents provide the guidelines or courses of action in identifying and fulfilling employee developmental needs.
Conclusion.
Employees are the most valuable asset of the organization as they take responsibility for enhanced customer satisfaction and quality of products and services. Without proper training and development opportunities, they would not be able to accomplish their tasks at their full potential. Employees who are fully capable to perform their job-related tasks tend to keep their jobs longer due to higher job satisfaction. Training and development is a vital tool used to not only maximize the performance of employees, but also to help them in becoming more efficient, productive, satisfied, motivated, and innovative in the workplace (Elnaga & Imran, 2013). Identifying the right learning opportunities for employees will help the organization in achieving its competitive posture in today’s global market.
List of References
Bapna, R., Langer, N., Mehra, A., Gopal, R., & Gupta, A.
(2013). Human capital investments and employee performance: An analysis of IT
services industry. Management Science, 59(3). 641-658.
Elnaga, A., & Imran, A. (2013). The Effect of Training
on Employee Performance. European Journal of Business and Management, 5(4),
137-147.
Jehanzeb, K., & Bashir, N. A. (2013). Training and
development program and its benefits to employee and organization: A conceptual study.
European Journal of Business and Management, 5(2), 243-252.
Mwema, N. W., & Gachunga, H. G. (2014). The influence of
performance appraisal on employee productivity in organizations: A case study
of selected WHO offices in East Africa. International Journal of Social
Sciences and Entrepreneurship, 1(11), 324-337.
Nassazi, N. (2013). Effects of training on employee
performance: Evidence from Uganda (Unpublished doctoral dissertation).
University of Applied Sciences, Vassa, Finland.
Rodriguez, J. & Walters, K. (2017) The Importance of
Training and Development in Employee Performance and Evaluation. World Wide
Journal of Multidisciplinary Research and Development, 3(10). Available at The
Importance of Training and Development in.pdf . Accessed on 02nd
Aug 2023.
Well described Nuwan. Your article on training and development in the service industry was quite interesting to me. I would want to express my appreciation for the seven benefits you listed in the caption above. What are the well-known obstacles that are thought to be making the service sector's issues more serious?
ReplyDeleteThank you for your comment, Nalin. There are multiple obstacles pertaining to the services sector. especially when it comes to training and development, it is significant. According to Daly, (2017) One of the challenges facing many service organizations, particularly those that Face-to-face interaction with customers, involves the need to adjust to unique customer situations in real time. Services bring together customers and employees in an interactive exchange process that often creates the need to accommodate special requests, respond to service failures, and modify the service's performance. Restaurant meals, airline flights, medical examinations, bank transactions, hotel visits, and numerous other service encounters encompass circumstances that may necessitate such employee actions. Ultimately, the service employees’ skill at adapting to varying situations may affect customers’ perceptions of service excellence. The issue, of course, is how to develop such skills among the service organization's workforce. Following are the main challenges currently facing the service sector:
Delete01. Lack of skilled work force and outdated training and development content and Methods/Unable to retention of Trained Employees
02. Time Constraints/Employee Engagement and Participation
03. Economic instability and budget constraints
04. Workforce Skills and Education Gap/Diverse Learning Styles
05. Infrastructure Limitations/Lack of Management Support
06. Remote Work Challenges/Identifying Training Needs
07. Global Economic Factors/Tourism Vulnerability
The post effectively defines training and development as a function within Human Resources management that aims to bridge the gap between current and expected performance. By citing scholarly sources like Elnaga & Imran (2013), it substantiates the claim that training and development not only enhance competencies required for the job but also contribute to employee satisfaction, retention, and improved performance. According to Nassazi (2013), organizational policies and procedures ensure timely and effective employee performance evaluations. How do these evaluations help in identifying and fulfilling employee developmental needs?
ReplyDeleteDivvigaa, These two arguments have a correlative connection, and as Nassazi (2013) explains, organizations need to stipulate policies and procedures to ensure that employee evaluations are conducted in a timely manner in order to avoid any frustration and dissatisfaction among the employees. Fulfilling the employee development path based on the proper and timely conduct of trainings, as stated by Elnaga & Imran (2013) In order to get all the above-mentioned benefits for both the employee and the organization, training and evaluation need to be integrated and evaluated in a timely manner.
DeleteI enjoyed your article Nuwan, It discusses how training bridges the gap between current and expected performance, empowering individuals with the necessary skills and confidence to excel in their roles. By investing in employee training, organizations can boost morale, reduce turnover, and improve overall productivity. How do you recommend organizations strike a balance between investing in employee training and development while also ensuring competitiveness in the dynamic global market?
ReplyDeleteYes, indeed, your concern really matters. Since most of the current organisation's primary goal is to make strong financial returns, controlling costs is also important to their businesses. Even though gaining a high profit and remaining competitive in today's dynamic market is a challenging obstacle to overcome, especially in the service industry, organisations need to have well-trained, well-motivated, and skilled employees. Zeynep Ton (2014) has introduced a theory called " The Good Job Strategy" and explained how to invest in your employees. According to the author, long-term team investment in your employees will generate quality and long-term benefits that are worth more than they cost. The author's research revealed that what makes an employee worth more than they cost is operational excellence, and that is the best and most sustainable way to provide superior financial returns. It is worthwhile to refer to "The Good Job Strategy": How the smartest companies invest in employees to lower costs and boost profits, by Zeynep Tonne, to understand and gain comprehensive knowledge.
DeleteThe question raised on balancing investment in employee growth and satisfaction encourages leaders to consider holistic approaches that prioritize both performance enhancement and employee well-being, ultimately fostering a motivated and efficient workforce.
ReplyDeleteHow can organizational leaders strike a balance between investing in employee training and development to enhance performance and productivity while also ensuring that employees feel valued, satisfied, and motivated in their roles?
Striking a balance between investing in employee training and development for improved performance and ensuring employees feel valued, satisfied, and motivated can be challenging, but it's crucial for the long-term success of the organisation, as I described in the above question. Here are some strategies that organisational leaders can implement to achieve this balance, according to Zeynep Ton (2014).
Delete01.Personalising development plans for employees.
02.Providing regular feedback and recognition.
03.Cultivating a learning culture.
04.Offering diverse training methods.
05.Ensuring reasonable workloads.
06.Supporting work-life balance.
07.Creating a supportive environment.
08.Involving employees in decision-making.
09.Measuring training impact regularly.
These approaches enhance performance while making employees feel valued and motivated in their roles.
Comprehensive article Nuwan. The systematic process of discovering, fostering, and strengthening young people's leadership potential and abilities gives them the knowledge and experience they need to assume leadership roles in the future. This process is known as training and development of leaders inside organisations. What effects does a lack of training and development have on the availability of young leaders and how does it affect business performance? Do you recommend the paradigm for evaluating training needs tabled by McGehee & Thayer's (1961) applicable for organizations today?
ReplyDeleteA deficiency in training and development for young leaders has multifaceted repercussions on both their availability and business performance. The absence of targeted programmes results in a restricted leadership pipeline and skill gaps among potential leaders, inhibiting their capacity to make informed decisions and drive innovation. This inadequacy can foster discontent, leading to high turnover rates and reduced employee morale and productivity. Additionally, the organisation misses out on fresh perspectives and struggles with succession planning, while also damaging its reputation as an employer of choice. In essence, neglecting the growth of young leaders hampers their emergence, limits organisational adaptability, and undermines overall business success.
DeleteYes, McGehee & Thayer's (1961) framework for evaluating training needs, while offering a structured approach and emphasising performance alignment, requires adaptation for today's rapidly evolving work landscape. Factors such as technological advancements, diverse learning preferences, data-driven insights, and agile learning methods should be considered for their continued applicability. Integrating these elements can enhance the framework's relevance and effectiveness in identifying and addressing training needs in modern organisations.
Detailed article Nuwan and interesting reading.
ReplyDeleteThe benefits of Training and development add value to personal and company success as we both know. I was exploring more about the "Training and Development" methods and came across this article done by the Sri Lanka Journal of Training & Development. The article mentioned ;
"Blended learning refers to a course, which combines traditional face-to-face (F2F)
classroom teaching with teachers and students and the extra addition of a computer-learning
component. According to Sharma and Barrett (2007), a blended learning approach combines
F2F classroom methods with computer-mediated activities to form an integrated instructional
system"
Here are the references if you are interested in reading more;
Sri Lanka Journal of Training & Development (2021) available at;
https://www.slitad.org.lk/storage/downloads/SLJT&D%20Volume%201.pdf [online]
Furthermore, we both also learned yesterday in the HRM lecture about the training and development method of "Blended Learning", and Do you think this method will help to improve service sector training and development in Sri Lanka or its challenging?
Thank you, Niru, for directing me to further reading an interesting and very informative journal about training and development.
DeleteYes, I agree with you that, as we learned in our HRM lecture, blended learning will be one of the best methods that we can practise in order to improve the quality and standards of the service sector in Sri Lanka. Moreover, blended learning, a combination of online and in-person training, offers flexibility and cost-effectiveness, potentially benefiting service sector training in Sri Lanka by catering to diverse learning styles and large-scale training needs. However, challenges such as limited digital access, cultural adaptation, change management, and effective assessment need to be addressed to ensure its successful implementation. With strategic planning and efforts to bridge digital disparities, blended learning has the potential to improve training and development in the service sector in Sri Lanka.
According to Dr. Samantha (2021) in the Sri Lanka Journal of Training and Development, students in a blended learning curriculum may learn more out of class than they will in course, using their new skill set that utilises the most up-to-date software available. In the past, digital materials have served a supplementary role, helping support face-to-faceinstruction. However, with the blended learning concept, technology now plays a significant role in the actual learning material, completely changing the traditional way in which students learn. A well-structured blended learning course will have no learning time restrictions and allowing students to learn autonomously at a pace that suits them.
Hi Nuwan, An interesting article with much info on the subject. The video too was informative with a message at the end asking to get those skilled staff to train the others - a simple but very important point. Having read your write up I also thought to add another point. "For the Line Manager, training and development is not an activity taking the employee away from the job, but enabling the person to do the job. The job becomes a setting for learning and a synergy is created between job design and learning / development of the individual and the organization". Larsen, Henrik Holt (2017). Key issues in Training & Development. Policy and Practice in European Human Resource Management, 108.
ReplyDeleteYes, Thilak, I agree. As you stated for the line manager, training and development are not activities that take the employee away from the job, but enable the person to do the job. The role of line managers and training and development activities is not to separate employees from their work, but rather to empower them to excel in their roles. These activities are designed to enhance skills, knowledge, and capabilities, enabling individuals to perform their jobs more effectively. Line managers play a crucial role in facilitating this process by aligning training with job requirements and providing ongoing support. By investing in training and development, organisations ensure that employees are better equipped to contribute positively to their roles and the overall success of the company.
DeleteAs you cited in Larsen, Henrik Holt (2017), the survey analyses training and development practises in the following areas: the strategic role of training and development, the use of systematic methods for analysing training needs and effectiveness, the role of line managers in training and development; and the actual volume of training in European organisations. It is worth reading the paper and being exposed to many aspects of European training and development strategies.
An interesting article and effectively described Nuwan.
ReplyDeleteThe best type of training and development program for an organization will depend on the specific needs of the employees and the organization. However, any type of training and development program can be beneficial if it is well-designed and implemented.
It is important to note that training and development is not a one-time investment. It is an ongoing process that needs to be continuously evaluated and updated to ensure that it is meeting the needs of the employees and the organization. By investing in training and development, organizations can gain the many benefits of a more skilled and dynamic workforce.
In addition to the benefits mentioned above, training and development can also help to improve employee retention, reduce turnover, and increase employee engagement. By providing employees with opportunities to learn and grow, organizations can create a more optimistic work environment and fascinate and retain top talent.
Thank you for the comment. Sachini, Indeed, as you stated in your comment, it is important to note that training and development are not one-time investments. It is an ongoing process that needs to be continuously evaluated and updated to ensure that it is meeting the needs of the employees and the organisation.
DeleteFurther, training and development initiatives play a pivotal role in fostering employee retention, reducing turnover rates, and boosting engagement. When organisations invest in their employees' growth and skill enhancement, it signals a commitment to their professional advancement, making them more inclined to stay with the company. Engaging training programmes not only improve job-related skills but also provide a sense of personal development, increasing job satisfaction and loyalty. Additionally, as employees become more proficient and confident in their roles through effective training, their performance improves, leading to greater job satisfaction and reduced frustration. This positive cycle contributes to a healthier work environment, increased job commitment, and ultimately, reduced turnover.
Best article. You mentioned Nuwan training and development important for employee's performance. Can employee training and development improve your company's performance?
ReplyDeleteThank you, Sewwandi, for your comment. Indeed, according to Nassazi (2013), training and development initiatives significantly enhance a company's performance by cultivating a skilled and motivated workforce. Well-designed programmes impart the necessary expertise and proficiency, enabling employees to perform their roles effectively and efficiently. This leads to increased productivity, improved quality of work, and a reduced margin of error. Moreover, ongoing learning opportunities foster innovation and adaptability, as employees are empowered to embrace new technologies, strategies, and industry trends. Training also plays a crucial role in succession planning by preparing future leaders within the organization. As employees develop professionally, their job satisfaction and engagement rise, resulting in higher retention rates and reduced turnover costs. Altogether, effective training and development not only optimise individual performance but also create a culture of continuous improvement that propels the company's overall success and competitiveness.
DeleteHi Nuwan,
ReplyDeleteTraining and development significantly impact employee performance. It equips employees with updated skills, knowledge, and tools to excel in their roles. Continuous learning enhances confidence, efficiency, and problem-solving abilities. Employees become adaptable to industry changes, leading to improved task execution and innovative contributions. Training fosters a culture of growth, resulting in enhanced job satisfaction and overall organizational success.
Nice article and a good read.
Yes, Ralph, Training and development significantly enhance employee performance by equipping them with essential skills and knowledge, leading to increased competence, confidence, and efficiency. These initiatives address job-related challenges, fostering adaptability and problem-solving abilities that positively impact overall productivity. According to Elnaga & Imran (2013), employees who receive training are more motivated and engaged, which translates into higher effort and commitment. As skills stay aligned with organisational needs, a culture of continuous learning is cultivated, promoting improved job performance, job satisfaction, and valuable contributions to the company's success.
DeleteA well-written and engaging piece that describes. Investing in employee training and development is a strategic decision that reaps numerous benefits for both employees and the organization as a whole. It fosters a culture of continuous learning, elevates job satisfaction, enhances performance, and contributes to overall organizational success. As you've highlighted, employees who are well-trained and empowered to excel bring about a positive impact that resonates throughout the organization.
ReplyDeleteThank you, Sampath, and I agree with your comment. As I stated above, investing in employee training and development is a strategic decision that yields multifaceted benefits for both individuals and the organization. It equips employees with essential skills, enhances job satisfaction, and boosts motivation, resulting in improved performance and productivity. Additionally, a culture of learning fosters adaptability and innovation, aligning employees' growth with organisational goals. This, in turn, enhances employee retention, reduces turnover costs, and contributes to the company's long-term success and competitiveness.
DeleteHi Nuwan,
ReplyDeleteAs you have mentioned in your blog Training and development is a crucial function in Human Resources management, addressing performance gaps and developing individuals' thinking abilities and creativity for better decision-making, customer service, and self-efficacy.
Training and development are pivotal functions within human resources management. It serves as the linchpin for nurturing employee growth, optimising performance, and fostering organisational success. By providing employees with opportunities to acquire new skills, refine existing ones, and adapt to evolving industry landscapes, training and development not only enhance individual capabilities but also contribute to a skilled and versatile workforce. This function aligns closely with talent retention strategies, as employees are more likely to remain engaged and committed when their growth is nurtured. According to Elnaga & Imran (2013), effective training and development initiatives reflect an organisation's commitment to employee well-being, professional advancement, and innovation, strengthening its competitive edge and ensuring sustained growth.
DeleteAdding to your article Nuwan, the success of the service sector depends utterly on excellent training and development. They provide staff with the most recent skills, increase their confidence, and guarantee dependable, excellent customer encounters. Continuous training makes sure that personnel can adapt and provide great experiences in light of the constantly evolving technology landscape and client expectations. Technical expertise is important, but so is fostering a culture of learning and excellence that distinguishes firms from their competitors and creates a lasting impression on customers.
ReplyDeleteI completely agree with your comment, Randika. The service sector relies heavily on exceptional training and development due to its inherently people-centric nature. In this sector, the quality of customer interactions, problem-solving abilities, and overall service delivery directly impact customer satisfaction and loyalty. Effective training equips employees with the necessary skills, product knowledge, and interpersonal aptitude to consistently deliver high-quality services. It ensures that employees understand customer needs, can address inquiries effectively, and handle challenging situations with professionalism. Moreover, Mwema & Gachunga (2014) note that the service sector is dynamic, often requiring rapid adaptation to changing customer preferences and market trends. Comprehensive training and ongoing development programmes enable employees to stay updated, fostering agility and innovation. In essence, outstanding training and development not only elevate service quality but also shape the sector's reputation, customer loyalty, and long-term success.
Delete"Great article! Your insights on HRM training and development in the service sector are spot-on. I appreciate how you've highlighted the importance of continuous learning and its impact on employee growth. Your clear explanations and real-world examples make this topic easy to grasp. Thank you for sharing your expertise!"
ReplyDeleteI appreciate your comment, Ilma. As you highlighted in your comment, real-world examples serve as powerful tools to facilitate a clear understanding of complex topics like training and development. They provide tangible illustrations of theoretical concepts, making the information relatable and practical. For instance, imagine a retail company that invests in comprehensive training for its sales staff. Through role-playing exercises, product knowledge workshops, and customer service simulations, employees gain the skills needed to engage customers effectively and enhance their shopping experience. This example vividly demonstrates how training directly impacts employee performance and customer satisfaction.
DeleteNuwan,
ReplyDeleteYour article, was truly enjoyable. It delves into the way training serves as a bridge between current and desired performance levels, equipping individuals with the essential skills and self-assurance to thrive in their positions. Through a commitment to employee training, organisations can uplift morale, curtail turnover rates, and enhance overall productivity.
Thank you, Hissanthi, further, and Rosemary (2013) explain that training serves as a vital bridge connecting an employee's current performance to the desired level of proficiency. It addresses the gap between existing skills and the evolving demands of a role or task. Through targeted instruction and practise, training equips individuals with the knowledge and abilities they need to excel. For instance, consider an employee transitioning to a leadership role who lacks managerial skills. Training in areas like communication, conflict resolution, and decision-making equips them with the competencies needed to effectively lead a team. By focusing on specific skill development, training ensures that employees acquire the tools to bridge the performance gap and meet organisational expectations. This transformation enhances not only individual effectiveness but also overall team and company success.
DeleteTraining and development are crucial for enhancing employee performance, fostering a skilled, motivated workforce that contributes to organizational success, productivity, and adaptability in the ever-changing business environment.
ReplyDeleteAs you pointed out, Wasantha, training and development are crucial not only for employers but also for employees. According to Rodriguez (2017), employees are the backbone of the organization. The accomplishments or issues experienced by the organisation are contingent on the performance of its employees. Therefore, it is vital for organisational leaders to recognise the importance of training and development in employee performance and evaluation. Enhanced capabilities, knowledge, and skills are the foundation for the organisation’s competitive advantage in today’s global market.
DeleteEmployees are a company's biggest asset.Training and developing their skills is key to driving business growth and success.When organizations take the effort to incorporate training and development as part of their benefits they are able to retain skillful and experienced employees.
ReplyDeleteI completely agree with your note. A company's most valuable asset is its employees. To drive business growth and achieve success, it's crucial to train and develop their skills. By investing in their professional growth, employees gain the tools and knowledge needed to excel in their roles. This boosts overall performance, efficiency, and innovation, contributing to the company's success. Continuous training keeps employees updated on industry trends, helping the company stay competitive. Prioritising employee growth empowers them and forms the foundation for long-term business success.
DeleteAccording to Rowold (2007), staff training and continuous development contribute to organisational success and performance. Providing unique customer satisfaction and experience in the hospitality industry can be attained through continuous team and individual training.