The amount, and quality of training carried out varies enormously from organization to organization due to factors such as the degree of external change, for instance, new markets or new processes, the adaptability of existing workforce and importantly the extent to which the organization supports the idea of internal career development. Most organizations meet their needs for training in an ad hoc and haphazard way whiles others set about identifying their training needs, then design training activities in a rational manner and finally assess the results of training. The research was intended to determine the role and impact of training on employees with emphasis on the lower, middle level staff and the administrators of GPHA, who were randomly selected. The study assessed the training and development process of GPHA and whether training has improved employee performance.
Comp Communication Why Employee Development Is ImportantEmployee development is something that most people imagine as intrusive all-day group training sessions. Unfortunately, this dreaded approach to employee development is just the opposite of how employee development should occur and feel to employees.
Employee development can manifest itself in many forms of training, evaluations, educational programs, and even feedback.
If executed correctly, the effects of training on employee performance can often encourage growth within the worker and the organization itself.
September 7, Why Employee Development Is Important Employee development is something that most people imagine as intrusive all-day group training sessions. View our webinar Employee Retention: The attention by the organization coupled with increased expectations following the opportunity can lead to a self-fulling prophecy of enhanced output by the employee.
Organizations should look at the positive effects of training on employee performance, and consider employee development as a targeted investment into making the front line worker stronger.
This training can be anything from how employees can do their own jobs better to these employees being groomed to replace their supervisor.
In addition, employees who are invested as a trainer might be further inclined to stay with the organization, and possibly reduce employee turnover.
Perceived Benefits of Employee Development Along with supporting the organization, employees might recognize that most types of employee development provide them benefits.
Employee development programs that range from certifications to education reimbursement, to even basic job skills training, have a certain cost to the organization that can easily be considered a benefit to the employee. Such awareness on the part of the employee can also lead to greater loyalty to the organization as well as enhanced job satisfaction.
Training and education that can be added to the employees resume are big ticket items in terms of compensation plans, and should be treated as such.
Employee Development Limits Organization Liability Most HR professional would agree that limiting organizational liability when training employees is a very important aspect of employee development.
Certain jobs require training and certifications in order for an employee to successfully execute the minimum job requirements related to their position. An example of how documented employee training could be helpful would be if a stockroom employee were assigned the position of forklift operator.
Obviously, the organization would be expected to put this employee through all necessary training to ensure the employee can both operate the equipment and do so in accordance with any applicable policies and regulations.
Also, to the previous point about benefits, this forklift operation knowledge would then be a skill that this employee would benefit from listing on their resume. Although employee training documentation will almost never completely protect an employer from legal liabilities, training and certifications can hopefully reduce legal costs and reputation damage for the organization.
Changing Goals and Objectives Beyond employee training and certification courses, evaluations and counseling sessions are another form of employee development. They provide performance feedback and allow employees to be apprised of changes to both their work goals and the overall objectives of the organization.
Employees who do not receive feedback on a regular basis usually end up feeling as though they might be forgotten by their supervisor, and this pattern may even lead to feelings of dissent among the workforce.
Going back to the Pygmalion Effect, employees who have consistent knowledge of their levels of performance, and who feel that their supervisors are placing expectations on them, generally perform better on an individual basis.
Another positive effect of consistent employee feedback is that is help limit organizational liability in case that the employee needs to be discharged. Be Specific and Consistent with Employee Development Employee development should be tailored to the individual employee and address all aspects of their job position.
The training should also allow for the widening of the skill set to include the possibility of cross functional training. As a follow up, employee reviews should be scheduled and done as needed. Documentation and clear communication are vital when providing professional feedback to employees.
Employee development plans, when tailored correctly and executed in accordance with the individual and organizational needs, can significantly increase the efficiency of the worker, and dramatically decrease any associated costs that may be generated by the employee.the effect of the training on the performance of staff in the public health institutions in Kenya.
The target population is the doctors, clinical officers, nurses and subordinate staff serving in public health facilities within Siaya County. Training effects employee’s job performance positively. One significant function of Human Resource Management to the effective use of human resources is training and de-velopment.
Effective training and development is an invest-ment in the human resources of an organization, with both immediate and long-range returns. 3 The Negative Effects of a Lack of Training in the Workplace 4 The Effects of Lack of Employee Training Companies can reap the rewards of providing training for their employees because well-trained workers help increase productivity and profits.
Jun 29, · 4 The Effects of Lack of Employee Training Companies can reap the rewards of providing training for their employees because well-trained workers help increase productivity and profits. Abstracts Training and Development, On the Job Training, Training Design and Delivery style are four of the most important aspects in organizational studies.
Oribabor () says that the aim of training and development to develop competencies such as technical, conceptual and managerial advantages for the furtherance of individual and organizational growth, also Isyakn () identified that this process “TRAINING and DEVELOPMENT” is a . employee development, human resource development, and learning and development. This study aimed at examining the effect of training and development on employee performance with a case study of Safaricom Call Center. Toward a better understanding of the effects of training and development in the workplace, this research points out the importance of training and development the workforce, determines the major types of training and development programs, discusses the relationship between training and the overall organizational performance, and .
The focus of current study is to understand the affect of Training and Development, On the Job Training, Training Design and Delivery style on Organizational performance. Oribabor () submitted that training and development aim at developing competences such as technical, human, conceptual and managerial for the furtherance of individual and organization growth, also Isyaku () postulated that the process of training and development is a continuous one.