Module 03 - LEARNING AND DEVELOPMENT

IMPACT OF TRAINING AND DEVELOPMENT ON ORGANIZATIONAL PERFORMANCE

“A set of planned activities on the part of an organisation to increase job knowledge and skills, or to modify attitudes and social behaviour, to achieve specific and which are related to a particular job or role.”(Henderson, 2017)


The internal educational activities within an organisation designed to enhance the completion and performance of the employees. Training and development programs are designed with various instructional techniques and applications related to the organisation & the employees’ participation are the compulsory or voluntary basis by staff. Further training always incorporates with objectives of the origination and achieve the established goals. Now the practices are the essential factor in the organisation because it enhances the capabilities of the employees and increases the efficiency and effectiveness of the employee as well as the employer. The employees who have the best experiences have the best performances, and those are direct effects to the organisations' performance.


Human resource is the backbone of every organisation or institute, and it is a valuable resource for any organisation. Further, it is unique to the culture of the organisation. Hence, the organisations are investing more to get the best output to increase the performance of the same.


“Performance is a major multidimensional construct aimed to achieve results and has a strong link to strategic goals of an organisation” (Mwita, 2000). Performances are the critical element to achieve the goal of the, and it increases the effectiveness and efficiency of the organisation which is helpful to the achievement of the organisation goals.


The training is designing accordingly essential of the employees and changes in the principles of the organisation. “Those organisations which develop a good training design according to the need of the employees as well as to the organisation always get good results.”(Boudreau, 2001). Hence the training designs also one of important part in the employees as well as the organisational performance — otherwise the organisation or the institute loss time and money by conducting lousy training.


Further, on the job training helps employees to get the practical knowledge of their job in a better way. “People learn from their practical experience much better as compare to bookish knowledge. On the job training reduces cost and saves time.” (Heras, 2006). It is suitable for an organisation to give their employees on the job training so that their employees learnt in a practical way (Baum, 2007). It seems that on the job training is the better solution to the employees in the organisation because it is cost effective and time-saving.

Source: 1 Global Journal of Management and Business Research

References,

Henderson, R. (2017). Education, training and rural living: young people in Ryedale. Education + Training, 47(3), pp.183-201.

Isaac Mwita, J. (2000). Performance management model. International Journal of Public Sector Management, 13(1), pp.19-37.

Baum, A. (2007). Book Reviews. Novum Testamentum, 49(4), pp.410-413.


Managementstudyguide.com. (2019). Training and Development - A Key HR Function. [online]
Available at: https://www.managementstudyguide.com/training-development-hr-function.htm [Accessed 14 Nov. 2018].