7. Relationship between Training and Development and Organizational Performance.

 7. Introduction to Employee Training and Development 

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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

Through training sessions, team assignments, oral presentations, and mentor ship of other teams, management should give employees the chance to share their knowledge while they work. This is due to the fact that employees love to share what they know and that training is one of the greatest venues for knowledge sharing and education.  Additionally, it is the responsibility of management to encourage employees to attend seminars or workshops offered by the company. This is because the seminars include more activities, which can be a productive and cooperative way for employees from various organisations to share knowledge and skills. This can undoubtedly help the staff members develop a stronger sense of self.  Furthermore, adding outdoor activities to the organisation's seminars or workshops would make them even more engaging and encourage employees to attend

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].

6.Learning and Development Strategy for Organisation Development

6.1 What is learning and development mean?

Learning and development, or L&D, is the process of giving workers specialised skills so they can improve business performance. They might receive retraining to fill the skills gap that is increasingly common in the workplace today, or they might receive upskilling to improve their performance in their current roles.

6.2 Learning Culture

An environment that prioritises knowledge acquisition and sharing while demonstrating and encouraging individual and organisational learning is known as a learning culture. Because top management, line managers, and employees in general view it as a crucial organisational process that they are committed to and actively participate in, it is one that fosters learning.

6.3. To develop the Learning Culture 

 

  

 Figure 01

To develop the Learning Culture

According to Reynolds (2020), a learning culture is a "growth medium" that possesses the following traits and will "encourage employees to commit to range of positive discretionary behaviours including learning":

 

Figure 02

Benefits  of Learning Culture

6.4 Elements of Learning and Development

Learning and Development (L&D) is a timeless and priceless tool for developing staff members' abilities, boosting their motivation, and increasing engagement and productivity. When the learning exercises are connected to the employees' developmental objectives as determined by the performance management procedure, it is especially beneficial. Companies rely on learning to provide skills to their customers, channel partners, and employees as well. There are few components of Learning and Development.

https://www.researchgate.net/figure/Components-of-learning-and-development_fig1_309134383

Below chart we can identify that.

                                                                  Figure 03

Components of Learning and Development

Source-(ResearchGate, n.d.)

 6.4.1. Organizational Learning and Knowledge Management

Knowledge creation, retention, and transfer within an organisation is known as organisational learning. As an organisation accumulates experience, it gets better over time. It can produce knowledge from this experience. Organisational learning studies how team and individual learning can be converted into an organisational asset in this setting. Effective organisational procedures and systems are required for this. The knowledge management process is connected to it.

To improve learning and performance in organisations, knowledge management refers to any process or practice that involves creating, acquiring, capturing, sharing, and utilising knowledge wherever it may be found. According to Susan Dimattia and Norman Oder (1997), knowledge management entails using a technological platform to combine internal and external data from a company and transform it into actionable knowledge.

One way to think of knowledge management is as an effort to make tacit knowledge explicit knowledge. (Knowledge about individuals and organisations)

Explicit Knowledge	Tacit (Implicit) Knowledge
Objective, rational, technical	Subjective, cognitive, experiential learning
Structured	Personal
Find Content	Context sensitive
Context independent	Dynamically created
Externalized	Internalized
Easily documented	Hard to document
Easy to codify	Difficult to capture and codify
Easy to Share	Difficult to share
Easily transferred/taught/learned	Hard to transfer /teach /learn
Exists in high volume	Involves a lot of human interpretation

                                                              Figure 04

                                                   Knowledge Management

6.4.2. 1 Individual Learning

Encouraging people to take charge of their own learning requirements, whether to fulfil their career goals or to perform better at their current job, is known as self-directed or self-managed learning. It is also known as self-reflective learning (Mezirow, 2018). This type of learning entails helping people create new cognitive, behavioural, and understanding patterns. These are

•         Determine your level of learning readiness.

•         Determine learning objectives;

•         Participate in the learning process;

•         Evaluate the learning process

6.4.2.2 Coaching and Mentoring

A personal on-the-job method for assisting people in raising their skill and competency levels is coaching. At its core, coaching is a purposeful and organised dialogue. The coach applies input and offers a dispassionate viewpoint.

The process of using carefully chosen and trained individuals to provide direction, wise counsel, and ongoing support that will aid in the learning and development of the person or people assigned to them is known as mentoring.

Coaching	Mentoring
Evaluates performance	Does not evaluate performance
The relationship is led by the coach.	The relationship is driven by the mentee.
One can standardise coaching.	Mentoring is individualised.

                                                               

                                                                   Figure 05

                                             Different between Coaching and Mentoring 

6.4.3 Blended Learning

Learning that is enabled by the skilful blending of various delivery methods, instructional models, and learning styles and their application in an engaging, interactive learning environment is known as blended learning.

6.4.4 Training and Development

Training and development refers to learning activities within a company created to enhance the knowledge and skills of employees while providing information and instruction on how to better perform specific tasks.

6.5 Tips for a Winning Learning and Development Strategy

 

 

Conclusion 

A learning and development (L&D) strategy is a plan that describes how an organisation will assist employees in developing professionally. It's a thorough plan that directs the company in offering beneficial learning experiences. A well-defined set of goals and techniques is a sign of an effective learning and development strategy. As a result, it assists companies in making more informed choices about the allocation of resources and training priorities for optimal effect.

 References

ResearchGate. (n.d.). Figure 1: Components of learning and development. [online] Available at: https://www.researchgate.net/figure/Components-of-learning-and-development_fig1_309134383. (Accessed date-15/12/2023)

www.youtube.com. (n.d.). 7 Tips for a Winning Learning and Development Strategy. [online] Available at: https://www.youtube.com/watch?v=ISM5ceu_KO0  [Accessed 18 Dec. 2023].