Impact of Manpower Training and Development of Workers' Productivity in a Manufacturing Company

Training and Development is imperative to the organization’s progress. Training helps addressing employee weaknesses and builds a reliable and skilled workforce. This will improve the employees’ performance and boost their self confidence, and innovation. By acquiring the needed knowledge and skills, employees can perform more efficiently and increase the overall productivity of the organization.

Knowledgeable and well trained employees are needed in every organization. It is important employees are able to perform all the tasks needed in order to reach the organizations needs and achieve the set goals. As times change, employees may stay behind in skills or may even lack training when it comes to new systems, technology or other procedures that the company may need in order to better performance. That is when the importance of training is more evident. An organization has a large responsibility for their success which is why training, development, and career development is

This chapter introduces the literature works relating to training and development and how it has an impact on employee’s performance. It gives detailed explanation and clear idea on previous works by researchers in organizational politics to help in understanding the background information on which this research is based on. The chapter describes the concepts of training and development and the effects on employee performance and the gap in literature.

Training is an important facet of developing and managing human resources at any organization. Training should improve not only organizational efficiency and employee productivity but it must also improve employee skills and make employees feel valued. At Clapton Commercial Construction (“CCC”) Company’s Arizona location, it is important for the company to hire and retain good employees. To that end training and development should be essential and consistently provided to employees at all levels of the organization. Training program should be designed so that it is tailored to the particular function the employees perform in the company, and also so that the company as a whole works as a

Section 2: Content. In this assignment, you will apply what you have learned about the use of training to make improvements in employee performance in support of organizational objectives. The organization that I have selected is the Recruiting and Retention battalion for the Army National Guard for the state of Georgia. The area where performance does not meet expectations or could use some improvement is in setting appointments and converting interviewees into applicants. My paper will address the following aspects and objectives: 1) Identify a performance gap that can be closed by a training and development program; 2) How I would design an effective training program to address this performance gap; 3) Provide details of the training program and explain how it would close the performance gap and 4) Explain how the results will be measured.

Training of employees helps improve decision-making and problem solving, well trained employees usually shows greater productivity and high-quality work output. Employee recognition and growth are the results of a well-defined training intervention that enhances the sense of achievement and allows them to acquire more responsibilities. When employees are trained they are well able to handle work stress, tension and conflict, job satisfaction can also be increased as well as improving knowledge, communication skills and attitudes.

Training and development have an important role in influencing employee’s performance and the organization as well as it enhances the efficiency and the effectiveness of the employees and organization.

Training and development is one of the many essential functions of human resource management; it is deemed as the planning learned experience by which employees are taught various aspects of a given job and most importantly how to perform a job and or a future tasks. The basis for training and development implementation is to mold an efficient employee who performs tasks effectively resulting in optimum productivity, which aids in an organization’s overall aspirations. Job training has been around for centuries and has been utilized to teach individuals task specific to a given job or industry; it differs from education which affords individuals general information regarding traditional topics such as science, math, history, reading, and writing. Over those centuries, a few training methods have been explored such as on the job training, classroom training, vestibule training, systematic training, and the most currently used computer training. Within each of these, training methods can be found imperative information to assist an organization successfully meeting objectives.

There are many keys elements with training and development that will improve performance. Training is very important, it provides the opportunity for employees to expand their knowledge. When a new employee is hired they will required to participate in orientation program, which gives employees the job satisfaction and gives them the commitment of being with that organization at the beginning.

The organization is planning to support the training of twenty-five employees in the necessary skills needed for efficient production. The type of employees to be

Most organizations do not follow-up on the benefits of training as regards staff performance. As a result of this they don’t take training and development as an important factor in organizational growth and survival. Most manages do not know how to assess the return on investment in training, nor are they equipped with the necessary management tools to monitor the decision making process of such investment. It has been discovered that training and development budget is the first cut when the organization is faced with difficulties because most of them are of the opinion that investment in the area of training and development is not linked to the bottom line of the business. Globalization and rapid technological development has changed the conditions for companies and increased competition in the world markets. The quality of a company’s human resources is the key driver for sustained top-level performance. It has become crucial to continually invest in human resource development in order to guarantee success in the global market. As earlier said, managers engage in minimal training thereby not giving quality training to their employees, this in turn affects the overall outcome of the training and the performance of the staff. Most organizations that have a competitive image see more reasons to train their workers than those who are on the lower rung of the ladder of recognition, but training and development is still needed to create a niche. In the light of the above,

The training and development manager has to oversee that the training programs has been effective by collecting data on its effectiveness in achieving the expected objective through the usage of questionnaires, performance appraisals and other tools. The ROI on training is important especially with the downsizing in the training activities on account of the recession. He should resort to external expertise or internal expertise for imparting the knowledge after considering the various influencing factors. The training program is effective only when it adds to the morale of the employee,

Business expansion and globalisation has significantly enhanced the market competition as well as demand of customer due to which it became essential for organisations to improve their employees and business performance. Therefore, it is essential for organisations to plan training and development programs for employees to enhance their skills, capabilities and knowledge. Training mainly involves systematic as well as planned instruction along with distinctive development activities that are targeted to improve employee’s learning. In the particular research study demonstrated the importance of systematic training and development approach. For the specific purpose, Tesco a well-known consumer retailing organisation of UK has been selected to evaluate the aims and objectives of organisation behind developing training programs along with examination of the roles and responsibilities of Training and Development Manager at Tesco. Finally, the paper involves training and development evaluation to investigate the outcomes of planned development activities on work behaviours of employees.

In organization, the quality of employee in work is a priority. The organization, particular division of human resource (HR) should to encourage the competency of employee. There are three important elements that need concern to the competency of employee such as knowledge, skill and ability (KSA). Therefore, the organization must provide quality training programs and appropriate for employees. There are several meaning definition of training, which is by Flippo, “Training is the act of increasing the knowledge and skills of an employee for doing a particular job”. Therefore, training transfer is very important to employee improve their competence or performance and also very important to organization to improve high quality productivity. According to Goldstein (1986, p. 837), training is defined as “the systematic acquisition of skills, rules, concepts, or attitudes that result in improved performance”. While, according Hornsby and Williams (1990) and Tobias (1991), training can defined organization rely on training to enhance the productivity and performance of their employees. There are six process of training which are assess needs for training, ensure readiness for training, plan training program, implement training program, evaluate results of training and feedback (refer to figure 1 in appendix 1).

* To examine the effect of training on the employee’s performance and achievement of organizational set goals.