EMPLOYEE TRAINING & DEVEOPMENT
Over the past one and half decades,
various arguments have been made that firm’s human resource may be its sole
source of sustainable competitive advantage. So, if take out education and
training of Human resource management than it would be used as main weapon for
gaining competitive advantage (Gully et al., 1996) The resource-based approach
contends that organizations can develop a sustained competitive advantage only
if its activities create value in a unique way, one that competitors cannot
easily copy.
The provision of secondary and technical schools, vocational
training institutes and colleges, professional and tertiary institutions, as
well as the educational reforms currently taking place in the country, are all
geared towards the acquisition of skills and knowledge to ensure effectiveness
and efficiency in our workplaces. Today the transfer process has become broader
and more sophisticated.
Individual Benefits from Training and Development Program
Career Competencies
Young professionals with
entrepreneurial ambitions know that they have shortage of experience and money;
hence they attempt to join companies which provide training programs to prepare
their employees for the betterment of future.
Employee development program help employees to survive in the future and
develop their abilities to cope with new technologies.
Employee Satisfaction
Training increase organization’s
reliability for the reason that employees recognize their organization is
spending in their future career. Employee feels comfortable and wants to stay
with their organization, when they feel they are putting their efforts and
skills in the bottom line for their organization. Employees who are satisfied
with their jobs, believe that their work has a purpose and important for their
organization (Kraiger and Herman, 2009)
Organizational Benefits from Training and Development Program
Market Growth
Employee
development programs are important for any organization to stay solvent and
competitive in the market. Though it is expensive for the organization to spend
the money on their employees but this investment is positive for the
organizations to hold the place in the market.
Organizational Performance
Training
has been defined as mainly contributing factor to the organizational effectiveness
Exploration on this topic recommends that investment in training and
development program can be justified by the impact it creates to developed
individual and organizational effectiveness (Bennett et al., 2003) Furthermore,
the earlier researches have mentioned causation between training and
effectiveness of the organization.
Below
types of trainings are conducting in organization to develop the work standard
of the organization.
|
Orientation |
Technical skills development |
Products and services training |
Safety training |
|
Onboarding |
Soft skills development |
Quality training |
Team training |
Reference:
- Kurt Kraiger and Aguinis Herman, (2009) “Benefits of Training and Development for Individuals and Teams, Organizations, and Society.” Annual Review of Psychology 60.1 (January 2009): 463–492.
- Winston Bennett Jr., Winfred A., Jr., Pamela S. Edens, and Suzanne T. Bell. (2003), “Effectiveness of Training in Organizations: A Meta-analysis of Design and Evaluation Features.” Journal of Applied Psychology 88.2 (April 2003): 234–245.
- Picture from - https://empxtrack.com/blog/not-investing-in-employee-training-development-your-business-is-already-at-risk/
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