7. Introduction to Employee Training and Development
7.1. How will effect for training for Organisational Performance
The study by N.W.A. Halim and N.D. Adenan
(2022) found a positive correlation between job rotation, on-the-job training,
and off-the-job training for organizational performance. The results indicate
that job rotation, on-the-job training, and off-the-job training all have a
significant impact on organizational performance. The study also found a
significant correlation between staff performance and training and development
for Kelantan State Secretary Office employees. The findings suggest that if the
organization fails to improve personnel performance, it may suffer. The
Training and Development Department should consider various techniques to
enhance employee performance.
Here is the link for that article https://www.researchgate.net/publication/362550234_The_Impact_of_Training_and_Development_on_Organizational_Performance
There are various strategies that can be used to enhance employee training. For example, through training sessions, team assignments, oral presentations, and mentoring other teams, management should give workers the chance to share their knowledge while they are working. This is due to the fact that workers are eager to impart their knowledge, and training is one of the greatest venues for doing so..
Additionally, it is the responsibility of
management to encourage staff members to attend seminars or workshops offered
by the company. This is because the seminars include additional activities, which
may be a productive and cooperative way for staff members from other
organizations to share knowledge and abilities. This can undoubtedly help the
staff members develop a stronger sense of self.
Additionally, if outdoor activities are added to the seminars or
workshops the organization offers, it will make them even more engaging and
encourage employees to attend.
Finally, knowledge and skills play a
significant role in developing high-caliber personnel. Therefore, staff
employees' ability to further enhance their skills and expertise might be aided
by rotating roles or tasks inside an organization. Therefore, before choosing
to alter any employee's job, management should reorganize the staff's
responsibilities by outlining each employee's role inside the company. Ultimately, by putting these recommended
practices into practice, numerous organizations can further accelerate employee
performance as well as organizational performance and offer improved management
and services.
7.2. How are training effectiveness and employee engagement related?
Employee engagement and training
effectiveness are interdependent and have a strong relationship. One way that
training can improve employee engagement is by giving staff members the
abilities, know-how, and competences they need to do their jobs and by
demonstrating to them that the company values and supports their professional
growth. By fostering a good and encouraging learning environment where staff
members may exchange ideas, experiences, and criticism with one another as well
as match their professional and personal objectives with the organization's
vision and mission, training can help increase employee engagement. Conversely,
staff involvement can raise the effectiveness of training by boosting learners'
motivation, engagement, and retention while also making it easier for them to
apply and transfer what they have learned to the workplace. Employees that are
engaged are more likely to actively participate in the learning process,
actively seek out and seize learning opportunities, and use what they have
learned to enhance performance and outcomes. (www.linkedin.com, n.d.)
Figure 01
Organisation performance
7.3 Benefits of
training and development for Organisation and Employees
Figure 02
Benefits of Training and Development
In the first year of the virus pandemic, the Wall Street Journal reported that some 200,000 American businesses permanently closed. Organizations were required to take drastic action quickly and without any planning in 2020–21 due to the pandemic-related leadership problems. Not a single industry on the planet was left untouched by the sudden and profound changes that occurred. As 2024 approaches, company executives need to move past a "survival mode" mindset and use the lessons learned to better position themselves for success. In 2024 and beyond, these issues warrant your consideration.(Mann, 2022) As few examples,
- Changing Business Trends and Hyper competition
- Keeping up with Digital Technologies
- The New Era of Employee Engagement
- Developing and Retaining Talent
- Workplace Flexibility Expectations
Conclusion
References
Anon,
(2018). Organizational Development - Meaning, Definition, Process and
Interventions. [online] Available at: https://www.simplinotes.com/organizational-development/ [Accessed
16 Dec. 2023].
Halim,
N.W.A. and Adenan, N.D. (2022). The Impact of Training and Development
on Organizational Performance. [online] www.researchgate.net. Available at:
https://www.researchgate.net/publication/362550234_The_Impact_of_Training_and_Development_on_Organizational_Performance [Accessed
16 Dec. 2023].
Mann, K. (2022). Council Post:
Challenges Business Leaders Need To Be Prepared For In 2022 And Beyond.
[online] Forbes. Available at: https://www.forbes.com/sites/forbescoachescouncil/2022/01/19/challenges-business-leaders-need-to-be-prepared-for-in-2022-and-beyond/?sh=4ce1096270d2
[Accessed 16 Dec. 2023].
www.linkedin.com. (n.d.). What is the
relationship between employee engagement and training effectiveness? [online]
Available at: https://www.linkedin.com/advice/1/what-relationship-between-employee-engagement-training-hnppc
[Accessed
16 Dec. 2023].
Learning, G. (2016). Introduction
to Employee Training and Development. YouTube. Available at: https://www.youtube.com/watch?v=CLm-UaRAwtE.
[Accessed 18 Dec. 2023].
