Improving Business Outcomes Of Training

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.

Organizational analysis “involves determining the appropriateness of training, given the company’s business strategy, its resources available for training, and support by managers and peers for training activities” (Noe, 2013, p. 114). Organizational analysis has determined that retraining needs to occur in several key areas. Training will be given to managers, on improving communication, motivating and retaining employees through coaching and individual pathway development, with a

The prerequisites for training vary in different businesses, with size being a significant factor. The smaller firms tend to conduct their training for their employees on a superficial level, having their entire focus on learning informal skills. Whereas in comparatively larger SMEs, there is a broader spectrum for the learning perspective. These companies want to obtain a more formal training with an objective of achieving standard skills. Thus, different firms have different training strategies regardless of the size. This paper analyzes these differences and identifies the challenges that may inhibit certain training strategies.

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,

When creating a training program for an organization, ensuring the well-being of the employees are considered so they are able to deliver the most valuable outcomes with their jobs by being successful and perform at a high level of performance. (Treven, 2015) This can lead to further advancements as leaders, supervisors or management. Along with the advancements, this is also a platform for less absences or turnovers and a better reputation in the work field to attract better inquiries from potential employees. (Treven, 2015)

Training and development are very important to every organization because it can increase the effectiveness of the organization. Training is a program to increase an individual’s knowledge, skill, and ability lead to increase performance on

Similarly, Longenecker and Fink (2005) assert that the benefits derived from training are manifold, and these include; exposure to new and better practices and ideas for application, leads to reflection, self-appraisal and retrospection, motivates employees to improve performance, encourages career development planning, helps identify specific performance problems and challenges an employee to think differently, to name a few. Other benefits are a more flexible workforce, improved performance of existing employees, decreased supervision, higher skill levels and reduced learning time, thus reducing learning costs, improved organisation morale, and to ensure for succession (Molander 1989).

Training is one of the most persistent methods for enhancing the productivity of individuals and community organizational goals to new personnel. A training evaluation measures specific outcomes or criteria to determine the benefits of the program. In order to determine the effectiveness of the program an evaluation must be conducted. Companies invest in training because learning creates knowledge; often it is this knowledge that distinguishes successful companies and employees from those who are not. While there are various ways to evaluate the effectiveness of learning within an organization, most methods tend to fall somewhere into the range of evaluation techniques making up the Kirkpatrick model.

“Training is the systematic process of altering the behavior of employees in a direction that will achieve organization goals. Training is related to present job skills and abilities. It has a current orientation and helps employees’ master specific skills and abilities needed to be successful “(Ivancevich & Konopaske, 2013, p. 395).

“The biggest job we have is to teach a newly hired employee how to fail intelligently. We have to train him to experiment over and over and to keep on trying and failing until he learns what will work,” (Kettering, 2010). Employee training is important in any job if an employer wants to be sure the job is done correctly. Training can help further an employee’s career because he or she will get better at his or her current job so the employee needs a new challenge. Career development is an employee’s responsibility so if they want to continue in the same company, they must think long-term when

An organisation which uses training will observe many improvements to the overall running of the organisation. There are many benefits, and in this section I will encapsulate the main benefits. The organisation will have better productivity and will moreover see better greater quality in their products. Training is obviously a tool in order to improve the organisation workers, therefore there will be a greater versatility from the workforce. They will feel a greater importance to the business and will therefore be

Training is crucial in all aspects of the workplace, but essential within Customer Service. Training a well-developed customer service associate allows the workflow to flourish and grow. Our customer service individuals are a direct face into our business. They are the voice and smile that greets us prior to the first inquiry we may have regarding the business. But ensuring these associates are trained appropriately is a crucial piece to this puzzle. Training is not only required from a business aspect in order to service those inquiring, but also from a service aspect.

The Concept Phase is initiated when either the Training Product Management, Technology team, Training Business Development Manager or Training Business Unit owner submits a request for a new training offering or modification to an existing one.

Training can aid an organization in accomplishing strategic goals, by training an organizations employees how to identify areas that need improvement and focusing on the way to provide a solution. Once the areas in an organization that need improvement have been improved, the organization will be able to

This research focuses on the impact of training and development on employees’ performance in the banking industry using Zenith bank plc as a case study.