The Impact of Employee Training and Development on Employee Productivity
Employee Training
By providing new and
current employees with structured training, organizations foster professional
growth and enhance the overall quality of their workforce. Training is defined
as a methodical approach to learning and growth that improves the performance
of individuals, groups, and organizations, as stated by Khawaja and Nadeem
(2013). Because of this, the actions that a company does in order to expand are
the ones that ultimately result in either the acquisition of new information or
skills. Therefore, improving the health and efficiency of a company, as well as
its human capital and society as a whole. According to Manju and Suresh (2011),
training functions as an intervention that raises workers' levels of technical
skill in order to protect an organization from the threat of external
competition while simultaneously improving the products and services offered by
the business.
Employee Development
Activities that result in
the acquisition of new knowledge or skills for the aim of development are
referred to as development. In order to improve their capabilities,
organizations offer development programs to their staff. In the current
business climate, Abdul Hameed, employee development is becoming an
increasingly crucial and strategic requirement in firms (2011). Therefore, in
order to sustain employees and the success of the firm, employers must invest
in ongoing employee development (Khawaja & Nadeem 2013).
Employee training and
employee productivity
When it comes to boosting
an organization's production, training has been invaluable. Employees are given
the opportunity to digitally learn their tasks and perform more competently,
which not only increases their creativity.
Increasing staff
productivity also increases organizational productivity. Numerous studies show
that training has a positive effect on employees' productivity. One of the most
common ways to increase individual productivity and inform staff of corporate
goals is through the process of training (Ekaterini & ConstantinosVasilios,
2009). The investment in educating employees in decision-making, teamwork,
problem-solving, and interpersonal interactions has a positive impact on the level
of growth of the business as well as having an impact on employees'
performance, according to Rohan & Madhumita (2012). Training has an impact
on how people behave and how they work, which leads to improved performance and
positive changes in the workforce (Satterfield & Hughes, 2007). According
to Kate Hutchings, Cherrie J. Zhu, Brain K. Cooper, Yiming Zhang, and Sijun
Shao (2009), training is the most efficient strategy to retain and motivate
high-quality human resources inside a business. Training is a means of boosting
employee dedication and optimizing employee potential, according to Lowry,
Simon, and Kimberley (2002). Training is a tool that fundamentally affects the
effective achievement of an organization's goals and objectives, according to
Konings & Vanormelingen (2009), Colombo & Stanca (2008), and Sepulveda
(2005). However, the ultimate objective of every firm is to increase revenue
and maximize profit, and an effective and efficient workforce is a crucial tool
to achieve this. Therefore, staff can only be successful and efficient if the
necessary training and development are offered, resulting in production.
Employee Development and
employee productivity
Because successful
businesses typically invest in their employees' training, spending a significant
amount of money on development programs is money well spent. This results in an
improvement in capability and proficiency, which in turn raises morale and
increases output. It would appear that development reduces the amount of staff
turnover. As a result, giving employees the opportunity to advance in their
careers not only reduces absenteeism but also fosters employee loyalty and
satisfaction, which in turn reduces employee turnover.
Discussion
When developing and
providing training and development programs, it is imperative that all of the
demands of employees be taken into consideration. This will ensure that workers
are not only productive but also satisfied with their jobs. Training and
development have a favorable impact on employee performance, in addition to
improving teamwork, technical and interpersonal skills, job confidence, and
motivation (Kate Hutchings, Cherrie J. Zhu, Brian K. Cooper, Yiming Zhang and
Sijun Shao 2009).
Training of employees
inside an organization is essential to achieving a competitive advantage, which
in turn enables prospective opportunities for growth and development (Rama V.
& Nagurvali Shaik, 2012). Companies invest much in their employees'
education and professional growth in order to boost their overall productivity.
In order for businesses to improve employee productivity, they need to make
consistent investments in the employees' knowledge, expertise, and abilities,
which are the factors that ultimately define an employee's performance. As can
be seen, companies put a significant amount of effort and resources into
employee training in the hopes of assisting workers in acquiring knowledge and
abilities pertinent to their work (Noe, 2006). As a result, it is absolutely
necessary to reveal the results of training activities in an appropriate manner
(Dowling & Welch, 2005).
Conclusion
In the long run, employee
productivity and organizational productivity both benefit from training and
development. It has been observed, and not without some justification, that the
key to organizational longevity is investing in the growth of one's workforce.
Employees of a company need to have the ability to quickly adapt in order for
the company to compete in a global market that is always shifting. Spending
money on continual employee training and development is something that
businesses must do if they want to be successful and keep their staff.
Businesses that are able to acquire new competencies and adjust to shifting
market conditions more rapidly than their competitors will have a competitive
advantage in the 21st century. Training that boosts employees' initiative and
the quality of their work, thereby assisting them in becoming more dedicated to
the accomplishment of the organization's goals and objectives, is one of the
most effective ways to increase employee effectiveness within an organization.
In conclusion, the impact
of training and development on employee productivity has improved not only the
health of organizations but also the prosperity of most nations that have taken
into account the planning and delivery of national training and development of
the workforce. This is because training and development has a positive impact
on employee productivity, which in turn has a positive impact on organizational
health. The enhancement of a nation's human capital should be the primary focus
of national policy because doing so will result in the expansion of the
country's economy. However, in order for the management of organizations to get
the most out of their workforce and increase productivity, it is recommended
that they place a high priority on the training and development of their
employees. It is also recommended that additional research be carried out on
the topic of staff training and development in order to gain a deeper
understanding of the positive effects that it has.
References
Colombo, E., & Stanca, L. (2008). The effect of training on productivity: evidence from a large panel of firms. Università Bicocca WP.
Hameed, A., & Waheed, A. (2011). Employee development and its affect on employee performance a conceptual framework. International journal of business and social science, 2(13).
Hutchings, K., Zhu, C. J., Cooper, B. K., Zhang, Y., & Shao, S. (2009). Perceptions of the effectiveness of training and development of ‘grey-collar’workers in the People's Republic of China. Human Resource Development International, 12(3), 279-296.
Konings, J., & Vanormelingen, S. (2009). The Impact of Training on Productivity and Wages: Evidence from Belgian Firm Level Data.
Ko, H. C., & Yang, M. L. (2011). The effects of cross-cultural training on expatriate assignments. Intercultural Communication Studies, 20(1).
Lowry, D. S., Simon, A., & Kimberley, N. (2002). Toward improved employment relations practices of casual employees in the New South Wales registered clubs industry. Human Resource Development Quarterly, 13(1), 53-70.
Manju, S., & Suresh, B. H. (2011). Training Design Interventions and Implications for the Productivity Effectiveness. Synergy (0973-8819), 9(1).
Nda, M. M., & Fard, R. Y. (2013). The impact of employee training
and development on employee productivity. Global journal of commerce and management perspective, 2(6), 91-93.
Nda, M. M., & Fard,
R. Y. (2013). The impact of employee training and development on employee
productivity. Global journal of commerce and management perspective, 2(6), 91-93.
Rama Devi, V., & Shaik, N. (2012). Evaluating training & development effectiveness-A measurement model.
Rohan, S., &
Madhumita, M. (2012). Impact of Training Practices on Employee Productivity. A Comparative Study” Interscience Management Review (IMR) ISSN: 2231-1513
Volume-2, Issue, 2, 2012.
Satterfield, J. M., & Hughes, E. (2007). Emotion skills training for medical students: a systematic review. Medical education, 41(10), 935-941.
Thank You for Your valuable comment Ranga, Training and development helps companies gain and retain top talent, increase job satisfaction and morale, improve productivity and earn more profit.
ReplyDeleteThank You Chathuri for your valuable comment, Ttraining and development benefits individual employees through helping them make better decisions and effective problem solving, assisting in encouraging and achieving self-development and self-confidence, helping an employee a person handle stress, tension, frustration, and conflict, increasing job satisfaction and recognition and moving the person toward personal goals while improving interaction skills (Sims, 1990).
ReplyDeleteAgreed, according to Nda & Fard, (2013) training and development ultimately improve not only employee productivity but also the productivity of the organization. Employee development, as it has been correctly stated, is the key to organizational long-term development. Employees in organizations must be able to quickly adapt to an ever-changing global market. In order to retain employees and be successful, businesses must invest in ongoing employee training and development.
ReplyDeleteAgreed Safiya, Training and development programs can have a huge impact on a company. Like every other function in your company, training and development should be focused on producing targeted and tangible results for the business. The key is to treat it seriously and consider it a capital investment and make it results-driven. (Bhanu Chopra -Founder & CEO at RateGain)
DeleteGood content Sachin, According to Tahir et al (2014), In contributing to the overall goal of the organization, training and development processes are implemented as this benefits not just the organization but also the individuals making up that organization. For the organization, training and development leads to improve profitability while cultivating more positive attitudes toward profit orientation. For the individuals, training and development improve job knowledge while also helping in identifying with the goals of the organization. According to Armstrong (2009), Training and development is defined as the planned learning experiences that teach employees how to perform current and future jobs.
ReplyDeleteAgreed Sachini, For organizations to survive in this current dynamic business environment and attain competitive edge, employee training and development must be considered as an invaluable tool for building employee competences, enhancing productivity, gaining competitive advantage and sustainability.
DeleteGood content Sachin, However, Kawara (2014) said that it is a popular strategy that might affect employee productivity to link rewards to performance and productivity through a variety of incentive programs, whether financial (cash bonuses) or non-financial (recognition, awards, vacation). This shows that even a trained individual might be less productive if certain environmental elements are not present, such as a positive corporate culture, internal power dynamics, group dynamics, work design, and a strong appraisal system. Due to this, these contextual aspects must be taken into account in the quest to maximize training efficacy and ensure that it has a good impact on employee productivity (Wright& Geroy, 2001)
ReplyDeleteFurthermore, The need for developing employees is compelling because a sound Training and Development plan has its contributions to increase productivity and quality of work. The development strategy reduces staff turnover and absenteeism and also helps in improving motivation among the employees (Tyson and Fell 1986; Hendry and Pettigrew 1990)
DeleteGreat Article Rayan and adding furthermore, Employee Development is one of the most important functions of Human Resource Management. Employee development means to develop the abilities of an individual employee and organization as a whole so; hence employee development consists of individual or employee and overall growth of the employee as when employees of the organization would develop the organization, organization would be more flourished and the employee performance would increase (Elena P. 2000).
ReplyDeleteThank You commenting my blog Malshani, Without the human resources in an organization with good knowledge as well as good experiences, it is difficult to achieve the goals of the organization. Training and the development is a key element for this kind of developing world today when moving with other competitive organizations in same category or else
DeleteAgreed to the content. Training improves the productivity of both company and employee at the same time. Training will increase the knowledge regarding the company, global market, and job profile. This knowledge improves the output of employee which will inturn turns to be a better results for company
ReplyDeleteThank You For your comment Uday. According to Mawita (2000) the training can be described as a systematic process of developing knowledge, skills, attitudes and technology needed to assist a person to perform in his present job. It helps the individual to match up to the requirements of their jobs.
DeleteHi Rayan this is a very interesting Article, People learn from their practical experience much better as compare to bookish knowledge. On the job training
ReplyDeletereduces cost and saves time (Flynn et al., 1995; Kaynak,
2003; Heras, 2006). It is better for the organizations to
give their employees on the job training because it is cost effective and time saving (Ruth Taylor et al., 2004).
Agreed Shermila, Further.. The on the job training is used during the workers engage in their duties, whereas off the job training are conducted outside from their job duties such as lectures, role plays, computer aided instructions etc. If the workers’ performance does not enhance after the training, it will become wastage of both money and time of the entire organization. In this rapidly changing world, the management and achievement of employee’s performance is gradually become more challenging and multi-tasking in an organization. In many instances poor performance arises because of the design of the job (Yaqoob, 2011)
Deletevery interesting Article Rayan, One of the most crucial aspects of human resource management is employee development. Development programs are worth spending a lot of money on since most successful businesses invest in their employees' training. This leads to an increase in ability and proficiency, which boosts morale and production (Sheeba, 2011).
ReplyDeleteAgreed Manoj, In present business world a lot of entities tend to conduct training programs to the employees and expecting high level of performance from the working employees. The different kinds of training methods are used by the many entities to train their workforce.
DeleteGreat approach Rayan. Given the competitive global environment in which organizations operate, the need to develop (and retain) highly skilled employees is paramount for prosperity and survival (Crawshaw, Van Dick, & Brodbeck, 2012). Performance management (PM) is widely advocated as a way to develop employees (Aguinis, 2013; Cascio, 2014).
ReplyDeleteInteresting article Rayan. The ultimate goal of the organization is to achieve organizational
ReplyDeletegoals and objectives. That can be achieved by appropriate training and
development provided for employees. The relationship between
employee training and revenue is nicely described by
Rohan & Madhumita (2012) as Training > Employee > Productivity > Revenue
Great blog Rayan, also to add on the training process is one of the most common methods for enhancing the productivity of individuals and communicating organizational values and objectives to personnel (Ekaterini, 2009).
ReplyDelete