THE IMPACT OF TRAINING AND DEVELOPMENT

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.

As an Icebreaker we took part in a quick exercise to find out as much as possible about the person beside us, paying attention to one area in particular and then give a 60 second talk to rest of class. This made me realise the importance of Icebreakers in a training class. I researched different methods of training to help my understanding of Training Needs Analysis (TNA) which will help when I come to delivering my presentation. Since introduction to Training Delivery and Evaluation I have paid particular attention to the ‘three vs of oral presentation’ in my everyday life as I see it as been a key to keeping attention while training.

The unit aims to provide an understanding of the various youth related Skill Development Programmes in India. The unit provides detailed information regarding the programmes implemented by the Government and other civic bodies in trying to develop the skills of the youth. The unit will provide an understanding of the programmes, their objectives, implementation mechanism and related issues involved in the process.

As we organize the mentor program, we will first want to develop some basic guidelines. Who will be eligible to participate? How long will the mentor relationship last? How will students and professionals be matched? We will have an individual be designated to coordinate the program. This person can hold an office such as mentor coordinator, mentor director, or chairman, mentor programs. A committee also may be formed as needed to assist the coordinator in implementing the program. Enrollment forms should be developed for those interested in participating. Mentors will usually be assigned for a specified amount of time such as one semester or one academic year. The time period should be decided in advance and communicated to potential mentors so they understand what their time commitment will be (www.ehow.com).

Today’s business world is very competitive. This can be attributed to more organizations entering the market and the current economic climate. This has many companies thinking of ways to increase productivity and gain a competitive advantage. In order to successfully continue to operate and grow, organizations often have to change strategies and better develop employees. This applies to any size organization. However, small businesses must ensure that these strategies are in place in order to attract and maintain a good customer base. Small businesses need to consider human resources as one of the most important determinants of profitability. They must provide competitive

In this globalized world, adapting to change is vital for accomplishment. Organizations are expected to compete in a ferocious market where strengthening their workforce is a key competitive advantage. On a yearly basis, companies invest time and economical resources into the training and developing of their most valuable asset: their employees. This core human resource function brings positive results on the organizations’ performance and represent an important intervention for the achievement of the organizational objectives (Gold, Rodgers and Smith, 2003; Nadler, 1984;Swanson, 2001, cited in Bunch, 2007, pg.143). The success of the training programs and the extent to which it will impact the organization relies on some internal elements like culture. As Alvesson (2013, pg.1) states, ‘how people think, feel, value and act is guided by ideas, meanings and beliefs of a cultural (socially shared) nature’ and can have a direct impact on the individuals and the organizations’ performance and goals. Noticeably, organizational culture can have an influence on the effectiveness or ineffectiveness of a training and development program. With a clear understanding of this interdependence, human resource professionals can receive an insight into the factors that should be considered prior and after the implementation of any training program.

According to Armstrong Micheal (1984), Training can be defined as the systematic development of knowledge, skill and attitude needed by an individual to perform his given tasks or job adequately. The purpose of training is to close the gap between what the employee knows and what the job demands as this will help the employee to be more productive. Immediately the suitable candidate has been selected, it is the responsibility of the organization to maximize the chances of success of the new recruit.

Training and development are two very important components of human resources within an organization. The main objection of human resources training and development is to ensure that there is an availability of skilled and trained workers for an organization. An organization’s strategies for training and development can have an effect on the organization’s performance. Training and development helps to make sure that workers have the knowledge and skills to perform their jobs to the best of their ability. When employees are happy, trained, and motivated they can provide quality service or quality products for their organization.

Training and development programs are introduced to organizations to improve the knowledge, skills, and abilities of employees. In addition, development and training programs are essential for an organization to successfully train and educate their employees. The quality and variety of the training companies provide is key for motivation. Reasons for training range from new-hire training about your operation to introducing a new concept to a workgroup. Quality training and development programs are essential in keeping the staff motivated about learning new concepts and keeping the department profitable.

Training and Management development is a branch within an organization that is geared towards reducing randomness as well as bringing a structured format in learning and behavioral change. The program is meant to bring measurable changes in skills, knowledge and attitude as well as improving the performance of the organization. From Malone’s journal, "It is a program designed to strengthen the competencies of extension workers while they are on the job" (Malone, 1984, p. 209). With the world constantly evolving and new marketing leaders emerging, new business models need to be created. External changes create new opportunities and pressures in the ever evolving corporate world. Different companies have defined different approaches to

This research paper seeks to provide a broad spectrum from the employer viewpoint on the importance of using training and management development. The paper includes the fundamental basics of training, good managerial skills within an organization as well as how to incorporate new trainees into an organization. It also highlights on the behavioral and cognitive methods of training and development. Behavioral method includes basket techniques, equipment simulators, roles plays and business games while the cognitive method entails lectures, demonstrations, discussions and computer based training (CBT).

Training can be introduced simply as a process of assisting a person for enhancing his efficiency and effectiveness to a particular work area by getting more knowledge and practices. Also training is important to establish specific skills, abilities and knowledge to an employee. For an organization, training and development are important as well as organizational growth, because the organizational growth and profit are also dependent on the training. But the training is not a core of organizational development. It is a function of the organizational development.

The scope of this study is restricted to examining the manpower training and development needs at Zenith Bank Plc.

i ASHESI UNIVERSITY COLLEGE THE IMPACT OF TRAINING ON EMPLOYEE PERFORMANCE: A CASE STUDY OF HFC BANK (GHANA) LTMITED By BENEDICTA APPIAH Thesis submitted to the Department of Business Administration, Ashesi University College In partial fulfilment of the requirements for the award of Bachelor of Science in Business Administration APRIL 2010ii Declaration I hereby declare that this dissertation is the result of my own original work and that no part of it has been presented for another degree in this university or elsewhere. Date: ………………

The purpose of the study is to understand the concept of training and development and empirically find out the employees perceptions, which determines the effectiveness of training and development programs in TRL Krosaki Refractories Ltd.