Introduction
The employees are the biggest asset in
an organization. An organization need to ensure efficient employees to
be dominant and competitive in the market. Therefore, organizations
provide learning and development programs for employees to improve their skills
and abilities (Jehanzeb and Bashir, 2013).
Definitions of Learning and Development
Learning and development is the method
of gaining and increasing knowledge, skills, capabilities, behaviours and
attitudes over experience, events and programs provided by the institute,
direction and instruction provided by line managers and others,
and self-directed or self-managed learning activities. It confirms that
the organization has the knowledgeable, skilled and engaged employees it
needs (Armstrong, 2010). The main purpose of learning and development as
an organizational procedure is to support combined development through the
collaborative, expert and ethical inspiration and enabling of learning and
knowledge that backing business goals, develop individual potential, and
respect and build on diversity (Harrison, 2009). Learning is the method
by which a person builds new knowledge, skills and capabilities, whereas
training is one of numerous responses an organization can accept to promote
learning (Reynolds et
al, 2002).
According to Armstrong (2014) the components of learning
and development are as follows.
I) Learning is a thing which is acquired by people by experience.
II) Training helps to strengthen their skills pertaining to a
particular subject or area.
III) Development is a continuous process which brings all employees to a higher
level over a period of time.
IV) Education is acquiring growth in every area rather than confine in to a
particular area. It is considered as a broader thing than Learning,
Training and Development.
Definitions of learning, training, development and education
Learning and development is the method
of gaining and increasing knowledge, skills, capabilities, behaviours and
attitudes over experience, events and programs provided by the institute,
direction and instruction provided by line managers and others,
and self-directed or self-managed learning activities. It confirms that
the organization has the knowledgeable, skilled and engaged employees it
needs (Armstrong, 2010). The main purpose of learning and development as
an organizational procedure is to support combined development through the
collaborative, expert and ethical inspiration and enabling of learning and
knowledge that backing business goals, develop individual potential, and
respect and build on diversity (Harrison, 2009). Learning is the method
by which a person builds new knowledge, skills and capabilities, whereas
training is one of numerous responses an organization can accept to promote
learning (Reynolds et
al, 2002).
The benefits of learning and development
A well-planned training and development
programs enable both employees and organizations to enjoy benefits. Hence, many
organizations facilitate training and development programs for their employees
to update their knowledge and skills (Jehanzeb and Bashir, 2013). Also,
it helps to improve personal characteristics of employees as well as better
understanding of their works by creating competitive advantage (Sommerville,
2007).
According to Jehanzeb and Bashir
(2013) the benefits of learning and development for employees are as follows.
*
Enables employees to keep pace with the current standards of others in the same
field. Therefore, employees are more aware of the changing trends and
directions in their professions.
*
It enables employees to maintain and enhance the knowledge and skills which
need to deliver a professional service to clients and the community.
*
Help employees to deliver a meaningful contribution to their team. Then they
can become more effective in the workplace. This assists them to advance in
their careers.
*
Help employees to stay interested and interesting.
*
It can deliver a deeper understanding of various subjects in a professional
way.
*
Can lead to increase public confidence in individual professionals and their
profession as a whole.
According to Falola, Osibanjo
and Ojo ( 2014) the benefits of learning and development for organizations are
as follows.
According to Falola, Osibanjo
and Ojo ( 2014) the benefits of learning and development for organizations are
as follows.
Improved employee performance.
Improved employee satisfaction and morale
Addressing weaknesses
Market growth through consistency
Increased productivity and adherence to quality
standards
Increased innovation in new strategies and products
Reduced employee turnover
Enhances company reputation and profile
Market growth through consistency
Drawbacks of improper learning and development
Non-impressive training styles
Based on too much theory.
Cultural differences.
According to Armstrong (2014) the key methods of
learning and development are as follows.
Blended
Learning
This
is a combination of online learning and class room learning methods.
Workplace
Learning
This
is an experiential learning. It is learnt by someone by doing and
reflecting.
Self-directed
Learning
This
is the way of encouraging individuals to take responsibility for their own
learning needs.
E-learning
This
is a learning method done using computer, web based and network technology.
Coaching
This
is usually one to one approach to help people to develop their skills and
knowledge.
Mentoring
This
is the process of using specially trained individuals to provide guidance for employees.
Examples
Employee
training and development is one of the vital functions of HR management and it
helps to motivate the employees and also to increase their productivity
(Mccleland, 2002). Training and development helps employees to behave well with
their customers (Poulston, 2008). Internationally, many organizations
provide training and development programs for their employees to enhance their
skills and abilities in line with the fast developing
technology (Jehanzeb and Bashir, 2013). Following are the examples for
training and development programs conducted by some of the leading
organizations.
Hatton National Bank PLC
M/s
Hatton National Bank PLC, one of the premier private commercial banks in Sri
Lanka has conducted 232 nos. internal training programs covering 100% of its
employees during year 2017. Average training per employee was 27.7 hours. This
excludes e-learning and external programs. Rs 38.2 Mn has been invested in
this regard by the bank in 2017 (HNB annual report, 2017, pp. 50-2).
HSBC Holdings PLC
HSBC
holdings PLC, one of the world’s largest banking groups has introduced ‘HSBC
University’ the new home of learning at HSBC in 2017 to provide new programs
and training facilities for their employees. HSBC trained 98% of their
employees in 2017 via a mandatory e-learning course viz ‘My Financial Crime
Risk Responsibilities’. Further in 2017, HSBC provided training for their
relationship managers globally on sustainability risk policies and their
responsibilities. By end of last year, over 9000 employees had completed this
training. Also, they delivered training covering 53,500 employees globally to
use plain language in communicating with their customers. In 2017, the HSBC
group has delivered a training and information programe on ‘health and safety’
covering every one of their employees globally. (HSBC holdings PLC annual
report and accounts, 2017).
Ceylon Cold Stores PLC
M/s
Ceylon Cold Stores PLC (widely known as Elephant house), the leading ice
cream and carbonated soft drinks producer in Sri Lanka has been conducted
164,549 hours training programs covering 4116 their employees in year 2017.
It’s an increase of 92% compared to 2016 (85,533 hours in 2016). Average
training hours per employee was 40 and the investment in this regard was Rs.
47.0 Mn (Ceylon Cold Stores PLC annual report, 2016/2017).
Nawaloka Hospitals PLC
M/s
Nawaloka Hospitals PLC, the leading private sector hospital in Sri Lanka
has conducted 126 numbers of learning and development programs for the
financial year 2016/17 covering 3356 participants. Average training hours
per employee was 4 hours where as it was 1 hour in 2015/16. They have invested
Rs 11.5 Mn for employee training in year 2016/17. Total training hours were
10,046. It was a clear growth from 2,499 hours in 2015/16 (Nawaloka Hospitals
PLC annual report, 2016/17).
Nestle Lanka PLC
Nestle lanka PLC has completed 29 training hours per employee in 2016. They
have followed experiential learning (70%), relationship based learning (20%)
and class room based learning (10%) in 2016. Nestle provides research and
development programs, internet, e-learning, library facilities for their
employees to increase their knowledge (Nestle Lanka annual Report, 2016). Experience
I
am a professional banker having 20 years experience in one of the leading
private sector commercial banks in Sri Lanka. In my organization, we have a
dedicated training and development center which facilitates all kind of
internal and external training programs for employees including library
facilities. I have undergone series of internal and external training programs
conducted/organized by our talent center during the past two decades. Further,
I was directed for several overseas training programs by my organization during
past years. The knowledge, skills and experience I gained from those training
programs have been really helped me to upgrade my professional qualifications
to a greater extent. Further, my organization facilitated me to enjoy cost
reimbursements which I have spent for my professional education programs. It's
a real encouragement for each and every employees in the bank who engage in
learning process.
Conclusion
In
today’s context, many organizations offer continuous learning and development
programs for their employees to keep them up to date on new trends and fast
developing technology. Also, it helps employees to enhance their skills,
knowledge and attitudes to greater extent which ultimately leads to create
competitive advantage for organizations. The process of recruiting new
employees and maintaining them may be more expensive than developing existing
employees. It is definitely an additional cost for the company while the
existing employees also retained with them. Also there is no guarantee that the
new comer is going to be fit for the company as they
expected. Hence, the best way is to invest on learning and
development programs which allow companies to strengthen the skills that each
and every employee needs to be improved. Nevertheless the fact is that, it
is utmost important of every organization to schedule the correct learning and
development programs for their employees after critically evaluated the needs
of both employer and employee rather than merely conducting training programs.
Otherwise it may be an unproductive, boring, time and money wasting
process. However, despite the probable drawbacks, learning and development
programs provide benefits for both the organizations and individual employees
which ultimately become a worthwhile investment for both parties.
List of references:
Armstrong, M., (2008). Strategic
Human Resource Management, A Guide to Action, 4th ed. London: Kogan
Page.
Armstrong, M., (2010). Armstrong’s
Essential Human Resource Management Practice, A Guide to People Management,
1st ed. London: Kogan Page.
Armstrong, M., (2014). Armstrong’s
Handbook of Human Resource Management Practice, 13th ed. London: Kogan
Page.
Ceylon Cold Stores PLC Annual Report
2016/17, [Online], Viewed 12 May 2018,
<https://www.elephanthouse.lk/annualreport/CCS-Annual-Report-2016-2017.pdf>
Falola, HO, Osibanjo, AO & Ojo, SI
2014, 'Effectiveness of training and development on employees performance and
organisation competitiveness in the Nigerian banking industry', Transilvania
University of Brasov, Vol. 7 (56) No. 1 - 2014
Harrison, R., (2009) Learning
and Development, 5th ed, London, CIPD.
Hatton national Bank PLC Annual Report
2017, [Online], Viewed 12 May
2018,<https://www.hnb.net/images/annual_reports/2017/integrated-report-2017.pdf>
HSBC Annual Report 2017, [Online],
Viewed 12 May 2018, <hsbc-180220-annual-report-and-accounts-2017.pdf >
Jehanzeb, K & Bashir,
NA 2013, ‘Training and Development Program and its Benefits to
Employee and Organization', European Journal of Business and Management,
Vol. 5, No. 2
Kim, D. H., (1993), The link
between individual and organizational learning, Sloane Management
Review, 35 (1), pp. 37–50
Mark, A: Griffin & Neal, A. 2000.
'Perceptions of safety at Work: A Framework for Linking Safety Climate to
Safety Performance, Knowledge, and Motivation', Journal of
Occupational Health Psychology, Vol. 5(3), pp:347-358
Mcclelland, S.D. 2002. A Training needs
Assessment for the United Way of Dunn Cunty Wisconsin. The Graduate School,
University of Wisconsin Stout.
Nawaloka Hospitals PLC Annual Report
2016/17, [Online], Viewed 12 May 2018, <https://nawaloka.com>
Nestle Lanka Annual Report 2016,
[Online], Viewed 12 May 2018,
<https://www.nestle.lk/asset-library/documents/annual-reports/nestle-annual-report-2016.pdf>
Pimpa, N. (2009), ‘Learning problems in
transnational business education and training: the case of the MBA in
Thailand’, International Journal of Training and Development, Vol.13, No 4,
262–79
Poulston, J. 2008, 'Hospitality
workplace problems and poor training: a close relationship', International
Journal of Contemporary Hospitality Management, Vol. 20 (4); pp. 412-427
Reynolds, J, Caley, L and Mason, R
(2002) How Do People Learn? CIPD, London
Saks, AM; Tamkin, P & Lewis, P.
2011, 'Management training and development', International Journal
of Training and Development, Vol. 15. No. 3
Seamen, P & Eves, A 2005. 'The
management of food safety—the role of food hygiene training in the UK
service sector', International journal of hospitality management,
Vol. 25(2), pp: 278-296
Sloman, M., (2003) E-learning:
stepping up the learning curve, Impact, CIPD, January,
pp.16–17
Sommerville, K.L. 2007. Hospitality
Employee Management and Supervision, Concepts and Practical Applications. New
Jersey: John Wiley & Sons.
ReplyDeleteStudies on this subject also confirm the above. A Learning and development culture is an important factor for any employee and organization. It helps to motivate and retain skilled, competent employees who have the correct mind-set since they are eager and willing to learn (Armstrong, 2010). This helps with employee satisfaction, which is key for any company in today's world. Many employees in this day and age recognize "Motivation" as an aspect that is even more important than remuneration. This in return helps the company to reach its growth plans, strategies and targets.
Learning and Development is a key way to retain skilled employees and reduce retention. This way it is beneficial to the company as it doesn’t need to waste time on recruitments or costs for training of new employees. Many companies in this day and age offer continuous training to its employees and workforce. Employees without the proper training and guidance from the company can lack confidence and ability to carry out their jobs to the company’s expectations.
This comment has been removed by the author.
DeleteDefinitely, as you commented training and development programs produce significant influence on organizational success. It enhances the overall performance of the organization (Shepard and Jon et al., 2003). Even though it is costly to provide training to the employees initially, in the long run it will give more than it took (Kaynak, 2003 and Heras, 2006). That is why the organizations spend so much of money to provide training for their employees in today's world.
DeleteToday most of the organizations have built up different programs for the training and development of their employees. Usually companies offered tuition reimbursement package to their employees so that they can improve their knowledge and education. It has been found by the Corporate University that almost 10 percent of employees are entitled for this benefit (Rosenwald 2000). Furthermore, only senior management and those employees who are at top level are entitled for tuition reimbursement (Rosenwald 2000). As a result thereof, many organizations conduct in-house training programs for their employees that are more beneficial and cheap. Training section of the organizations attempts to concentrate on particular job proficiency whereas the corporate department is proactive with an additional strategic approach. Training and development program is a planned education component and with exceptional method for sharing the culture of the organization, which moves from one job skills to understand the workplace skill, developing leadership, innovative thinking and problem resolving (Meister, 1998). Employee development programs includes a variety of teaching technique, schedule, and helping learning environment that ensure employee to improve their skills and later apply on their jobs (Gerbamn 2000).
ReplyDeleteAs you mentioned, many organizations conduct different training programs for their employees in today’s world. However, the module of the training should be applicable to the needs of the employees (Ginsberg, 1997). Those organizations which arrange good training models according to the need of both the employees and organizations definitely get good results at the end (Tihanyi et al., 2000). Further, as you stated, training cost reimbursement packages introduced by some organizations definitely encourage the employees to engage in learning which I also have experienced as I mentioned under my experience.
DeleteAs development of each employee will depends upon the each individual employee whether employee is willing to participate or not. Employee development also depends upon the organization culture, attitude of top management, and limited opportunities of promotion. (Elena P. 2000; Antonacopoulou 1996).
ReplyDeletehttp://www.ijbssnet.com/journals/Vol._2_No._13_Special_Issue_July_2011/26.pdf
As you stated, employee development from training programs depend on his/her wiliness to participate for it. That is why training programs should be designed very carefully by the organizations (Armstrong, 2000).
DeleteAddition to this informal learning also very important for organizations, Given the finding that informal learning activities account for 96% of the time that workers are involved in activities from which they learn, informal learning in the workplace is far more important for the human capital development of the working population than formal learning. However, this does not mean that participation in formal training is not important. Formal training and informal learning appear to
ReplyDeletebe complementary, although this finding is probably also due to a selection effect: workers who participate in a training course spend on average five percentage points more time on informal learning in the workplace than workers who do not, and 34% of the workers who participated in formal training report that the training stimulated them to learn more at work
The Dutch study also shows that informal learning has grown in importance, rising from 31% of working time in 2004 to 35% in 2013. Although higher-educated workers spend more time on learning at work (38% of their working time), lower-educated workers still spend a considerable part of their working time on activities from which they learn (26%). However, learning time as a percentage of working time has increased only for workers with an intermediate (vocational) or higher education. As might be expected, younger workers spend more time on activities that improve their competencies than older workers do. However, the learning potential of work appears to increase over time, especially for older workers. This increase might reflect older workers’ need to remain productive at a later age in countries that have raised the mandatory retirement age in recent years. ( Grip,A.The importance of informal learning at work)
Thank you Lakmal. You have highlighted an important area which I have not covered. Also, according to Armstrong (2010) the learning and development can be formal or informal. Formal learning is well scheduled and methodical. But informal learning is an experiential method. Here, people learn from their experience on the job. That is why Its called work place learning too. So, as you stated, it may be a very much practical method. But, according to Armstrong (2010) informal learning may not necessarily satisfy the needs of individuals or organizations due to its unsystematic and unplanned nature. However, he has also pointed out several advantages as well. According to him, one advantage is ability to put employee’s learning in to practice immediately since it (informal learning) is appropriate and focus in immediate environment.
ReplyDeleteMost of the organizations tend to train employees in an effective manner in terms of cost, time and knowledge delivering promptness. On the job training helps employees to acquire knowledge of their job in a significant way (Deming, 1982). People learn from their practical experience much better compared to academic knowledge. On the job training reduces cost and saves time (Flynn et al., 1995; Kaynak, 2003; Heras, 2006). Organizations could provide employees with on the job training at a very low cost compared to other training methods. On the Job training may save the transitional period of fresh employees as well (Taylor, 2004). By practicing on the job training, employees could learn in a practical way which is beneficial for the organization (Baum, 2007).
ReplyDeleteTraining has the distinctive role in the accomplishment of an organizational goal by incorporating the interests of organization and the workforce (Stone, 2002). Now a days training is the most important factor in the business world because training raises the efficiency and the effectiveness of both employee and the organization.
DeleteTraining has become the buzz word in the dynamic competitive market environment.Human capital differentiates a great organization from a good one. Organizations investing in effective training and development for human resource tend to achieve both short and long term benefits. This study presents a literature review on the significant of training and development on employee productivity. Employees tends to become absolute, and therefore making the need to adapt to the continuous learning and updating of the skill and knowledge invaluable, due to the organizational, technological and social dynamics. Thus, in order for organizations to achieve optimum returns from their investment, there is imperative need to effectively manage training and development programs. However, the most vital asset of every organization under stiff and dynamic competition is its human capital. Training and development is an instrument that aid human capital in exploring their dexterity. Therefore training and development is vital to the productivity of organization's workforce.
ReplyDelete(R Yazdanifard,2013)
The organizations which improve a good training design according to the need of the employees as well as to the organization always get good results (Partlow, 1996; Tihanyi et al., 2000; Boudreau et al., 2001). Hence as you stated, the organizations investing in productive training and development will achieve both short and long term benefits.
DeleteDevelopment programs come in all forms and figures. In some vocations, constant learning courses are essential to specify a certain professional/technical certificate. There are also occupation-specific refresher courses. Many organizations provide training refund for employees who attend academy programs. Whatever the type, the purpose of development programs is to enhance the professional performance and productivity of employees (Gillespie and Robertson, 2010).
ReplyDeleteAs you mentioned, many organizations provide learning refund for employees since the organizations have understood the importance of training and development. Trained employees always perform in a better way compared to untrained employees (Boudreau et al., 2001). Therefore, it is vital for every organization to give training for their employees in order to achieve overall goals of the organization in a better way (Kaynak, 2003).
DeletePreparing is said to be the securing of learning of abilities, and the capabilities. It has particular objectives of enhancing one's learning, aptitudes and their ability, capacity, execution and their efficiency. It is said that spectators of work advertise has unmistakably said, more than introductory capabilities for a work, to redesign and refresh abilities. Fiery preparing what's more, improvement ought to be three in the association. Hence the preparation and improvement is the branch of human asset work. It is said that lone preparing and improvement is much imperative since it prompts a most extreme usage of all the some of firm. In this manner the aptitudes which were used by the human asset of firm can increment in yield, quality change at the organization. Preparing and advancement increment in proficiency, increment of resolve of representatives, better human relatives, decrease in supervision, expanded in hierarchical risk and adaptability (Ganesh M., 2015)
ReplyDeleteTraining design has importance influence on the organizational performance. And it has a positive outcome on the organizational performance. It increases the organizational performance too (Khan et al, 2011).
DeleteAccording to Dressler (2003) a five-step training and development process is recognized as useful for any organization. Step one is to complete a «needs analysis, Step two involves planning the actual training program, Step three, refers to the validation, in which the organization is able to confirm that the training program developed satisfies the needs analysis The next step is that of the implementation of the program, Training evaluation consists the fifth and final step. The HR organization plays an integral role in: establishing the organization’s learning policy, designing a structure for the learning program, determining the learning topics to be included, selecting the mode for delivery of each topic, delivery of the learning modules, and storing training records. According to Quinn, Anderson and Finkelstein (1996), the goal of training is for employees to master the knowledge, skill, and behaviors emphasized in training programmers and to apply them to their day-to-day activities.
ReplyDeleteThe organizational performance is subject to employee performance since they play a vital role for growth (Khan, 2011). That is why training programs should be designed very carefully by the organizations (Armstrong, 2000).
DeleteThis comment has been removed by a blog administrator.
ReplyDeleteMcCutchan (1997) urged that the HRM strategies to create a learning organization were many and include activities that focused on work redesign, experiential learning, dialoguing, and mechanisms to learn from customers (Marsick & Watkins, 1994) systematic problem solving, experimentation, and demonstration projects (Garvin, 1993); and (Senge's ,1990) five disciplines. Especially for Senge's (1990) five disciplines, they would need a set of practices which one spends one's life mastering. HRM helps employees practice their learning to integrate with the essence of the strategies or disciplines are the premise for farming of a learning organization.
ReplyDeleteSchuster & Kanouse (1996) In order to improve on learning processes examine the changing internal and external environments. When seeking new chances to exploit, ideas emanate from inside and the external environments. Ecological factors from within may comprise of areas for example dynamic corporate culture, new organizational policies, or changes to the organizational structure. Externally influenced aspects may consider like the varying market share, increased competition, or decreased product demand. These are representation examples to show areas where learning can occur. Occasionally knowledge is instilled upon institutions, but other times organizations may be proactive, and in anticipation of impending changes, strive to educate their employees ahead of time.
According to Cole (2002), there are factors which influence the quantity and quality of employee training and development activities such as the degree of change in the external environment, the degree of internal change, the availability of suitable skills within the existing staffs and the extent to which management see training as a motivating factor in work. Also, according to Butler (2010) training is directly related to the skills, knowledge, and strategies necessary to do a particular job. Hence, training and development is vital for both the employee and employer immensely.
DeleteAs per CIPD (2017) Learning methods may be defined as any intermediations purposely commenced to assist the learning process at individual, team or organizational level. The choice of method for each particular need will depend on several factors including:
ReplyDelete• the nature and degree of priority of the learning needs
• the required expectation and impact on performance post-intervention
• type of occupation and the respective needs and accessibility
• background of learners
• organizational culture and budget provision
• evaluation of the effectiveness of previous learning interventions
• complexity of knowledge, skill or behavior the learning intervention covers
• Learner preference and perception.
As you mentioned, there are various learning methods and the organization should select the most appropriate method depending on the facts you mentioned above. However, the module of the training should be applicable to the needs of the employees according to Ginsberg (1997). However, whatever the method used, the training and development programs are seen as instructor-led and content-based interventions which leads to desired changes in behavior (CIPD, 2005).
DeleteAccording to Armstrong, M. (2014), Learning and development is defined as the process of ensuring that the organization has the knowledgeable, skilled and engaged workforce it needs. It involves facilitating the acquisition by individuals and teams of knowledge and skills through experience, learning events and programmes provided by the organization, guidance and coaching provided by line managers and others, and self-directed learning activities carried out by individuals. Harrison (2009: 8) defined learning and development more broadly as follows:
ReplyDeleteThe primary purpose of learning and development as an organizational process is to aid collective progress through the collaborative, expert and ethical stimulation and facilitation of learning and knowledge that support business goals, develop individual potential, and respect and build on diversity.
The components of L&D are:
Learning – the process by which a person acquires and develops knowledge, skills, capabilities, behaviours and attitudes. It involves the modification of behaviour through experience as well as more formal methods of helping people to learn within or outside the workplace.
Development – the growth or realization of a person’s ability and potential through the provision of learning and educational experiences.
Training – the systematic application of formal processes to impart knowledge and help people to acquire the skills necessary for them to perform their jobs satisfactorily.
Education – the development of the knowledge, values and understanding required in all aspects of life rather than the definitions suggest, but should focus on helping the firm attain its strategic objectives.
Armstrong, M. (2014). A Handbook of Human resource Management Practice, Thirteen Edition, Kogan Page Publishing, London
According to Armstrong (2006), training and development program should be
Deletesystematic and it should be specifically designed, planned and implemented to
meet defined needs. Then it will be beneficial for both the employee and employer.
This comment has been removed by the author.
ReplyDelete
ReplyDeleteAccording to Armstrong, M. (2014), The components of L&D are:
Learning – the process by which a person acquires and develops knowledge, skills, capabilities, behaviours and attitudes. It involves the modification of behaviour through experience as well as more formal methods of helping people to learn within or outside the workplace.
Development – the growth or realization of a person’s ability and potential through the provision of learning and educational experiences.
Training – the systematic application of formal processes to impart knowledge and help people to acquire the skills necessary for them to perform their jobs satisfactorily.
Education – the development of the knowledge, values and understanding required in all aspects of life rather than the definitions suggest, but should focus on helping the firm attain its strategic objectives.
Armstrong, M. (2014). A Handbook of Human resource Management Practice, Thirteen Edition, Kogan Page Publishing, London
As you stated, mainly there are four components in learning and development according to Armstrong (2014) which I have highlighted in the blog. Further, according to Armstrong (2001), there are three particular training purposes of employees in an organization. The first objective is to improve the capabilities of employees and develop their performance. Secondly training is invented to help people grow within the organization in order to meet the future needs of human resources within the organization. Finally training is supposed to reduce the learning duration of employees starting new jobs, transfer or promotion, and ensure that they become fully competent as quickly and economically as possible.
ReplyDeleteLearning organization learns through its members individually and collectively to craft
ReplyDeletecompetitive advantages by efficiently and effectively managing internal and external
engendered change (Senge, 2004). Many researchers advocated the relationship between
learning organization and competitive advantage. (Senge, 1990; Brown & Duguid, 1991;
Redding & Kamm, 1999).
As you stated, learning and development programs help the organizations to achieve the competitive advantage through human capital by enhancing the skills, attitudes and knowledge of employees. According to Chen et al. (2004), training programs may also help the employee to reduce their anxiety or frustration, originated by their work. Therefore employees who have acquired enough training are more likely to be satisfied with their job than those with less training.
DeleteTraining & developing existing employees has become a must for any organization in order to make sure that every employee is an engaged employee contributing towards the overall organizational goal. Especially when an employee is promoted, it is mandatory for that employee to go through a training & development process to make sure he/she understand what needs to be done against what was done until now. Failing to do so will create chaotic situations resulting employee frustrations, demotivation & eventually organization loosing a loyal employee due to a promotion that was supposed to benefit both the employee & the organization.
ReplyDeleteAny organization whose objective is to survive and prosper in today’s economy has found it worth to invest in training and development of employees to improve proficiency in production as well as to acquire the greatest return in investment of human capital (Knoke and Kalleberg, 1994). Hence, training and development consider as a vital role of an organization in today's world.
DeleteMany companies offer continuous training to their employees. In general, continuous training is a good idea as it keeps employees up to date on new trends and also keeps them knowledgeable in their particular area of work. However, some companies go overboard by requiring their employees to complete an unrealistic number of hours of ongoing training. This level of over-training can become very stressful to the employee over time. And when employees are stressed, job performance goes down.
ReplyDeleteAs you stated, over-training in the organization can be a waste of valuable resources and time and the company needs to spend money on training materials, hire or promote individuals to train other employees. Due to loss of interest the ultimate aim will be lost in this scenario. Hence, organization should pay more attention on productivity and usefulness of program before schedule it.
DeleteLearning is the process by which a person acquires and develops new knowledge,
ReplyDeleteskills, capabilities and attitudes. As Williams (1998) defined it, ‘learning is goal
directed, it is based on experience, it impacts behaviour and cognition, and the
changes brought about are relatively stable’. Honey and Mumford (1996) explained
that: ‘Learning has happened when people can demonstrate that they know something that they did not know before (insights, realizations as well as facts) and when they can do something they could not do before (skills)’. Mumford and Gold (2004) emphasized that: ‘Learning is both a process and an outcome concerned with knowledge, skills and insight.
Learning is a continuous process that not only enhances existing capabilities but also
leads to the development of the skills, knowledge and attitudes that prepare people
for enlarged or higher-level responsibilities in the future.
Before the employee is nominated for the training, the course content should be provided to him and he will be required to carryout the pre training exercise. Post completion of the exercise, his Departmental Head and HR Department should jointly facilitate the employee by sharing the content of the programme, objective of identifying the said training need and nominating him for the programme, key learnings expected from him and the action plan to translate the learning into action in the workplace (Santhanamani & Panchanatham, 2005).
DeleteLearning and development, a subset of HR, aims to improve group and individual performance by increasing and honing skills and knowledge. Learning and development, often called training and development, forms part of an organisation’s talent management strategy and is designed to align group and individual goals and performance with the organisation’s overall vision and goals.
ReplyDeleteOn a practical level, individuals responsible for learning and development must identify skills gaps among groups and teams (often through SMART objectives, one-to-one interviews and performance appraisals) and then finding suitable training to fill these gaps.
Procurement is an important part of the training and development process because training providers must be cost-effective and appropriate for the organisation’s needs. Good training provides individuals with tools and skills and shows them how to apply these new tools and skills within their own organisation and role.
Employee performance depends on many factors like job satisfaction, training, knowledge and management. Hence, there is a relationship between training and performance (Amisano, 2010). This shows that employee performance is important for the performance of the organization and the training & and development is beneficial for the employee to improve his/her performance.
DeleteTraining is an investment in the organization since the trained employees could perform useful with newly gained sets of skills. It is also a consider situation what type of training is provided. However, different organizations maintain different policies on training and development. Some policies are convenient for the employee point of view but some are for the employer. Again this would apply to the employee and employer expectations as explained https://peirismelan.blogspot.com/
ReplyDeleteAs per a current report prepared by American Society for Training and Development, organizations spend more than $126 billion yearly on employee training and development (Paradise 2007). It shows the importance of T & D for organizations. Employee development programs includes a variety of teaching technique, schedule, and helping learning environment that ensure employee to improve their skills and later apply on their jobs (Gerbamn 2000).
ReplyDeleteSome organizations train employees in an efficient way with respect to cost, time and knowledge. (Deming, 1982). Many organizations offer training refund for employees who join academic programs. The purpose of development programs is to enhance the professional performance and productivity of employees (Gillespie and Robertson, 2010).
ReplyDeleteAs you mentioned, many organizations train employees in efficient ways. However, since there are various learning methods, the organization should select the most appropriate method depending on the facts you mentioned above. However, the module of the training should be applicable to the needs of the employees according to Ginsberg (1997). However, whatever the method used, the training and development programs are seen as instructor-led and content-based interventions which leads to desired changes in behavior (CIPD, 2005).
DeleteLooking for some professional development activities for employees? This list of activities and ideas is created to keep employees with up-to-date knowledge and skills that will greatly contribute to the mission, strategy and performance of the organization.
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